What is Forbidden to Ask in a Job Interview? Everything You Need to Know
A complete guide for employers and candidates
What is forbidden to ask in a job interview?
Get to know the prohibited questions, how to handle them, and what the legal consequences are for employers who break the law. Find all the details here!
Job interviews
Job interviews are a critical stage in the hiring process, but sometimes candidates are asked questions that are illegal or inappropriate. These questions are unrelated to the candidate’s professional ability and may violate their rights.
In this article, we’ll review which questions are forbidden in a job interview, explain how candidates can respond to them, and what the implications are for employers who break the law.
Why are certain questions forbidden in a job interview?
1. Protecting privacy and individual rights
Questions about personal status, age, religion, gender, and more violate the right to equality and fairness in the hiring process.
In Israel, the Equal Opportunities in Employment Law protects candidates from such discrimination.
2. Legal consequences
Employers who discriminate against candidates or ask prohibited questions in interviews may face:
- Significant financial fines
- Compensation to the candidate
- Damage to the company’s reputation
3. Harm to the candidate experience
Personal and intrusive questions may discourage candidates from the role and create a negative image of the company.
Which questions are forbidden in a job interview?
1. Questions about family status and children
- “Are you married?”
- “How many children do you have?”
Why is it forbidden?
Family status does not affect the ability to do the job and therefore must not be asked about.
2. Questions about age
- “How old are you?”
- “When were you born?”
Why is it forbidden?
Age is not relevant to the candidate’s suitability for the position, and such questions may constitute discrimination.
3. Questions about gender
- “Are you a man or a woman?”
Why is it forbidden?
The candidate’s gender is unrelated to their professional abilities and is not relevant.
4. Questions about sexual orientation
- “Are you in a relationship? And if so, with whom?”
Why is it forbidden?
This is an invasion of privacy, and such questions have no place in a job interview.
5. Questions about religion or belief
- “Do you keep Shabbat?”
- “What is your religion?”
Why is it forbidden?
Religion and belief are private matters, and such questions may constitute discrimination.
6. Military service
- “What was your medical profile in the army?”
- “What kind of military service did you do?”
Why is it forbidden?
The profile or personal details from military service are considered private information that must not be asked about.
7. Health status
- “Do you have any illnesses?”
- “How many sick days did you take at your previous job?”
Why is it forbidden?
Unless there is a direct and essential connection to the job, such questions are prohibited.
8. Pregnancy or fertility treatments
- “Are you planning to get pregnant?”
- “Are you currently undergoing fertility treatments?”
Why is it forbidden?
This violates privacy and constitutes gender-based discrimination.
9. Criminal record
- “Do you have a criminal record?”
Why is it forbidden?
Such questions are prohibited, except in roles where this is a specific legal requirement (for example, certain government positions).
10. Political views
- “What do you think about the political situation?”
Why is it forbidden?
Political opinions are irrelevant to the job.
11. Ethnic origin and place of birth/immigration
- “What is your ethnic background?”
- “Where did you immigrate from?”
Why is it forbidden?
This information is irrelevant to the role and can be discriminatory.
How can candidates handle forbidden questions?
1. Deflect gracefully
Question: “Are you planning to get pregnant?”
Possible answer: “I’m focused on my career and on the value I can bring to this role.”
2. Redirect to professional topics
Question: “How old are you?”
Possible answer: “I have X years of experience in this field, and that’s what matters for this position.”
3. Politely refuse
Question: “Do you keep Shabbat?”
Possible answer: “I’d prefer to keep the conversation focused on professional topics only.”
4. Ask for clarification
Question: “What was your army profile?”
Possible answer: “I’d be happy to understand how this is relevant to the position.”
Legal consequences for employers who break the law
Employers who violate the law and ask prohibited questions in job interviews may face:
- Financial penalties – amounts that can reach tens of thousands of shekels
- Compensation to candidates – even without proof of damage
- Reputation damage – legal claims are sometimes public and can hurt the company’s brand
Is it allowed to ask “forbidden” questions after hiring?
Yes, but only in specific cases, for example:
- Health-related questions: may be asked if there are medical limitations that affect performance of the job.
- Insurance-related questions: where details are needed for health or life insurance.
- Reserve duty (miluim): it is allowed to ask about availability for reserve duty, but not to demand detailed information or discriminate based on its extent.
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In conclusion
Forbidden questions in job interviews may violate the candidate’s rights and create legal risk for the employer. Employers must comply with labor laws, and candidates should know how to handle such situations with tact and confidence. A professional and fair hiring process builds a positive image for both sides.
Relevant resources on employee rights (Israel):
- Equal Opportunities in Employment Law – official government site
- Candidate rights in the hiring process – “Kol Zchut” (All Rights) website