The furniture and interiors industry thrives on creativity, craftsmanship and commercial know-how. For those working in design, sales, manufacturing or retail, a job interview is a crucial opportunity to showcase skills and ambition – but it is also a space where personal vulnerability can surface, and where candidates must be alert to their legal rights, explains Michelle Bruce, an associate at Buckles Solicitors …
Understanding what employers can and cannot ask, and how discrimination is prevented by law, ensures that career prospects are not undermined by issues that should never influence hiring decisions.
What can and can’t be asked?
Interview questions should relate only to your ability to do the job. Employers cannot ask about your marital status, childcare, or family plans. Even casual remarks, like “Do you live locally?” or “Would looking after children affect late nights at the showroom?” can cross a legal line if used to influence decisions.
Pregnancy is never something you are obliged to disclose. Nor should assumptions be made about a parent’s commitment or flexibility. If a question is not tied to the essential requirements of the role, it should not be asked.
Discrimination in the process
The Equality Act 2010 applies before an offer is made. This means that the way interviews are arranged, and the reasons for selecting or rejecting a candidate, must be fair and free of bias.
For instance, offering interviews only outside standard hours, with no alternative for those with childcare responsibilities, could amount to indirect sex discrimination. Employers have a duty to avoid arrangements that disadvantage certain groups.
Bias may be subtle, but if it influences the process it may be unlawful. Candidates who suspect discrimination should seek advice before acting, as many concerns can be resolved through discussion.
Adjustments for fairness
If you have a disability or long-term health condition, you are entitled to request reasonable adjustments. In the furniture sector, this might mean receiving product information in advance, extra time for tests, or holding an interview in an accessible location.
Employers must act once they are informed of the need. Failure to provide reasonable adjustments could amount to disability discrimination. Crucially, requesting support should never harm your prospects.
Flexibility and working patterns
Furniture businesses often involve varied hours, travel to clients, and show season demands. It is lawful, and wise, to raise flexible working at interview. Employers cannot reject you simply for making such a request.
If a refusal disproportionately affects you because of a protected characteristic, there may be grounds for a discrimination claim. Having the discussion early promotes transparency and helps both parties assess fit.
Pay and transparency
Equal pay law entitles you to the same pay as a colleague of the opposite sex for the same or equivalent work, unless differences can be justified. In negotiations, focus on your value and experience, not previous salary, which can perpetuate inequalities.
It is reasonable to ask how pay is determined and whether a transparent structure is in place. In a competitive sector like furniture, this helps ensure fairness.
Background checks and privacy
Some roles, particularly in finance, logistics or senior management, may involve background checks. These must be proportionate. A credit check for a finance role may be reasonable, but less so for a showroom assistant.
Employers also have a duty to handle your personal information confidentially, in line with data protection law. Sensitive details should only be seen by those directly involved in recruitment and deleted when no longer needed.
Final thoughts
An interview should be an empowering step – a chance to demonstrate your creativity, expertise and commercial insight. It should never leave you fielding inappropriate questions or facing unfair treatment.
By knowing your rights, you can approach the process with confidence and clarity. And where uncertainty arises, seeking early legal advice can protect your position.
