Anti-discrimination law applies across the full employment lifecycle. Job advertisements, interviews, pay, promotion, and dismissal all fall within its reach. The principle of equal employment opportunity is recognised almost everywhere, though the details vary by country.
Protected Characteristics
Most countries protect sex, race, religion, disability, and age. Many add sexual orientation, gender identity, family status, or union membership. Some include grounds that surprise foreign employers, such as political opinion or social origin.
Employer Obligations
Disability protections often require reasonable accommodation of the employee's needs. Pay equity rules increasingly require reporting, and the EU Pay Transparency Directive extends disclosure duties further. Harassment prevention also falls within this field, making a clear harassment policy part of baseline compliance.
Managing Risk
Discrimination claims bypass many of the usual procedural limits. Employees can often bring them from the first day of employment, and compensation caps frequently do not apply. Training hiring managers on local norms matters, because a lawful interview question in one country is a claim in another. Consistent decisions based on documented criteria remain the strongest defence in every jurisdiction.