Employers could face legal action for asking job applicants to take basic reading and writing tests, following a landmark legal case which ruled mild forms of dyslexia should be considered a disability. Legal experts said employers should be “extremely cautious” if using literacy and numeracy tests as part of their recruitment process.

Marcus Difelice, partner at leading law firm Brabners Chaffe Street, says: "There is a growing concern that these types of tests may breach discrimination laws. The recent court case which ruled that mild dyslexia should be considered a disability reinforced these fears. If a candidates chance of winning a position is based on a literacy and numeracy test then someone with dyslexia is bound to be at a disadvantage. Ultimately, if a potential employee feels they have lost out because their dyslexia affected their ability to complete the test they could take legal action. Employers need to seriously consider if such tests are necessary or, if they can alter them in a way that makes them fairer to people with dyslexia."

The British Dyslexia Association is to launch a guide next month offering employers advice on policies and procedures relating to the Disability Discrimination Act.

Article from Recruiter Magazine 21.08.07