Me and my family are moving in the summer. I will have to get a new job. What do I have to volunteer on application forms about BC?
I am over 2 years down the line. My sickness record since returning to work has been very good until this January, when I had 3 weeks of for gynaecological reasons (possibly as a result of the tamox).
Anyone know where I stand with this?
Caroline
I know there are HR people on the forum who will probably give you a much better answer soon.
My understanding is, they have a right to know significant history as most jobs include life insurance (death in service, widow(er)s pension and other health benefits) which would not be valid if you had not disclosed. But also I believe that they are not allowed to look at the info you give them, until after they have decided to offer you the job: this prevents unfair discrimination in the selection process but is actually to my mind a bit daft if it means they have to take people on who may not be able to actually do the job.
A useful way to look at it, is to view your cancer experience as developing new persistance, meeting a new range of people, seeing life off the treadmill, and to see how you have grown since before your diagnosis. I mean, what’s the worst life can throw at you now that you received and dealt with a life threatening illness?
Also, a once off absence of three weeks for elective surgery, dates known in advance, is small stuff in a long and otherwise good employment track record, the people they don’t want are the hangover-monday and holiday-friday skivers. Maybe you could apply for a few jobs you don’t want, before you move, in order to get interview practice of sticky questions, see how they approach it?
Hi Caroline
Since 6th April 2011, The Equality Act 2010 makes it unlawful for employers to ask applicants about their health or disability before offering them a conditional offer of employment.
However, employers can ask if they may need to make reasonable adjustments for an applicant to attend an interview but cannot ask direct questions regarding the actual condition or impairment.
A jobseeker cannot take a case to an Employment
Tribunal if they think an employer is acting unlawfully for this, but can make a complaint to the Equality and Human Rights Commission.
A good employer will give as much information of expectations of a role at advertisement stage, but if this is not the case then when you are offered the opportunity to ask any questions of your potential employer, utilise this moment well.
Essentially, you do not have to disclose anything unless you feel it necessary. Personally, I will always disclose that I am protected under the characteristic of disability in relation to the Equality Act 2010 from discrimination, and I may need some reasonable adjustments. Equally I would assure my new potential employer that these would be minimal, and I would never look to take advantage of my condition.
Honesty is the best policy, and if an employer would not look at the skills I can offer but only consider what might go wrong, then I would say that’s not somebody I would want to work for anyway!!
Good luck, Simone xxx