Criminal record not a get out of jail free card for employers

A company has paid an unsuccessful job applicant $2,500 in compensation and revised its global recruitment and HR practices after it was found to have discriminated against the candidate on the basis of her criminal record.

The applicant was offered a job, yet it was rescinded after a criminal background check found “disclosable offenses.” The Australian Human Rights Commission determined that there was not a sufficient connection between the criminal record and the job requirements. Employers must carefully consider the inherent requirements of a position and make decisions about hiring and firing based only on relevant criminal information.