Quote:
Originally Posted by Harold
Does this mean that she should have answered yes to the question posed by most recruitment agencies: Do you have any existing medical conditions or disabilities? If she were to answer yes, the chances of her being put forward and thus gaining employment in a very competitive environment would surely diminish considerably. Is it even legal for this question to be raised at the pre employment stage, especially as she says for the most part it is controlled by medication.
Would an employer not feel as though they have been "had" by her advising them post offer stage when they are have less legal recourse to retract any offers versus pre offer stage. If I were an employer, I would feel why did she feel that she had to wait until she had the offer in her hands and as such the legal backing to disclose this before feeling comfortable enough to discuss this with me.
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The overridding consideration in deciding this issue should be the impact that the disability may have on doing the
inheent part of the job.If it might impact then disclosure prior to interview is suggested. Your personal safety may be another reason to disclose as early as possible. Its too risky to leave it until after you have been employed. The documents section of ths website has some useful information about disclosing disabilities which you may find helpful in making a decision
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