Discriminatory Blood Tests When Setting

Examinations can be relevant to discrimination has recently become known, are candidates of the carmaker Daimler, the media giant Axel Springer and even public law broadcasters against a possible setting by means of blood tests on the heart and kidneys”checked. And flat, i.e. Read more here: Marko Dimitrijevic. even if no specific health fitness is required for the job in question. Apart from moral concerns such an approach in the context of the General equal treatment Act (AGG) for employers can be costly”, warns lawyer Stephanie Musiol by the law firm of Baker.REIMANN.STARI in Berlin. A recruitment examination which is not required by law or necessary to protect of others, needs to be justified, in the legitimate interest of the employer. High hurdles are to put on the necessity of a blood test”, explains lawyer Musiol. Because such massive attacks in the personality right and the physical integrity of an applicant’s one.” The same principles as in the question right of the employer apply here after an illness or (heavy) disability.

Stating that the employer itself not ask, he shouldn’t even on a detour”about doctors or experts can explore. After a blood test, which should provide information on the State of health of the employee, is allowed only if an any illness or disability would make it impossible the contractual performance on time, or at regularly recurring intervals. One such reason is likely not available however regularly at flat-rate blood tests”, so Musiol. “At first glance the question not affected after the health state the scope of application of the AGG, because here in that regard alone the feature disability” is relevant to discrimination. The distinction between disability and disease in some cases is difficult, according to lawyer Musiol however: chronic diseases can the term to understand the Disability under fall”.

The legal consequences of a breach of the AGG in the non-recruitment of a candidate be practically relevant. The case law allowed to lie the workers on an illegal question, this is apparently not possible with a blood test. The applicant can refuse consent of course. What regularly but might mean losing all employment opportunities. But, for example, a chronically ill applicants will receive, after he has undergone a cancellation, the required blood test, which is sufficient for presenting a disadvantage after the AGG”warns Musiol. Then, the employer must prove that other reasons refusal is due. This is likely difficult in particular then, if the choice is already made and setting dependent on only the test results”. Although the AGG provides no adjustment claim, but a claim of a worker. The special feature here is that the candidate is also a claim for damages Assert can, if he would not have been set even when discrimination-free selection. To make these risks out of the way, if employers make only examinations therefore pending clarification by the courts, when this is absolutely necessary for the pursuit of activities “, recommends lawyer Malappuram, in all other cases a disadvantage could indicated this, which entail the risk of a claim”. Answer technical questions: lawyer Stephanie Musiol, LL.M lawyer Glenn Dammann – lawyer specializing in labour law – BETHGE.REIMANN.STARI lawyers Kurfurstendamm 67 10707 Berlin Tel + 49 (0) 30 89 04 92 – 15 fax + 49 (0) 30 89 04 92 – 10

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