No more questions about applicants' age
As of July 1, 2022, it is no longer allowed to collect information about an applicant's age in connection with recruitment, neither in an interview nor when an applicant enters information in an HR solution or application form.
Don't reject an applicant based on age
It should no longer be possible to screen and select either the invited or the unsolicited applicants based on their age - this applies to all steps in the recruitment process as well as in the submission, upload and entry of the application.
The company can still process experience and previous employment in connection with recruitment if this is objectively justified in relation to the tasks to be/can be performed in a vacant position or job area.
Special exceptions
However, companies can still request information about the applicant's age in connection with recruitment and employment if it is objective and appropriate according to the exceptions in the law, e.g. In the case of special collective agreements for young people, such as special remuneration for young people under the age of 18 or 15, the company can still request information about the age of the young applicant.
Companies should only ask for information from the applicant that is relevant to the organization and performance of the work in order to avoid discrimination.
In short, an applicant cannot be rejected on the basis of age.
Add the information your company wants
In the HR system 2people, the applicant's registration page on the customer's website can be designed exactly as they want it, even without the "birthday" field. There are customers who do not want the applicant to register their first and last name so that the applicant's name does not "awaken" bias and this can also be set up and made possible in 2people.
The amendment will come into force on July 1, 2022.