Should employers consider an employee’s private life when assessing their suitability for a role? 

By sponsors Loch Asoociates Group

We thought it was interesting that last month the Director General of the Independent Office for Police Conduct (IOPC) said that recruiting must become “more intrusive and diligent” in order to prevent “baddies” from being hired. Although this was directly relating to the Police force, could this lead to more employers going further than the usual background screening checks? For the Police, they are considering if extra-marital affairs have taken place as one of their incoming checks as it’s believed this is a ‘red flag’ in their character.

Companies, such as Uber, have already begun implementing more in-depth checks as well as carrying them out more regularly – not only during recruitment. 

Our Managing Director and solicitor, Pam Loch has given her thoughts on the lawful limits of background checks and how far employers can take this, as well as the moral dilemmas associated with the intrusive research into employees’ personal lives. 

What are your thoughts on this?

If you’d like to read the full article, you can do so here: https://workplacedna.net/briefings/should-employers-consider-employees-private-life-when-assessing-their-suitability-role