Recruiting and Advertising and Disability-Related Inquiries

Employers must consider applicants with or without disabilities or perceived disabilities equally, and accept their applications on an equal basis.¹

Employers may not advertise an employment benefit in any way that may discourage applicants with disabilities from applying or ask questions likely to elicit information about a disability any time before a job offer is made. Examples of unlawful questions include:

• “Do you have any particular disabilities?”
• “Have you ever been treated for any of the following diseases or conditions?”
• “Are you now receiving or have you ever received Workers’ Compensation?”