5 Questions HR Legally Cannot Ask You in a Job Interview

Job interviews are meant to evaluate your skills, experience, and potential—not your private life. But in many countries, employers must follow strict legal rules regarding what they can and cannot ask during interviews. Certain questions are considered discriminatory, invasive, or irrelevant to job performance.

Understanding these prohibited questions not only protects your privacy but also helps you recognize unfair hiring practices. Here are five types of questions HR legally cannot ask you—and what they are actually allowed to ask instead.

1. Questions About Your Age

Asking directly about your age or anything that reveals it is illegal in most countries because it can lead to age discrimination.

Why This Is Illegal:

Age should never determine your employability. Both younger and older candidates must be evaluated strictly on merit.

Examples of Illegal Questions:

“How old are you?”

“What year did you graduate?”

“Are you close to retirement?”

What They Can Ask Instead:

“Are you legally old enough to work?”

“Do you meet the minimum age requirement for this position?”

The Bottom Line:

Age has no relation to competence—this is why the law protects you from such questions.

2. Questions About Marital Status, Children, or Pregnancy Plans

Your personal life, relationships, and family responsibilities cannot be used to judge your suitability for a job.

Why This Is Illegal:

These questions discriminate against women, single parents, caregivers, and anyone with family responsibilities.

Examples of Illegal Questions:

“Are you married?”

“Do you have children?”

“Are you planning to get pregnant soon?”

What They Can Ask Instead:

“Are you available to travel?”

“Can you work the required schedule?”

“Are you able to perform the job duties?”

The Bottom Line:

Employers can ask about job availability—but NOT about your personal life.

3. Questions About Your Religion or Beliefs

Religion is a protected characteristic, and employers may not ask anything related to your faith.

Why This Is Illegal:

Asking about religion can lead to discrimination in scheduling, promotions, or workplace treatment.

Examples of Illegal Questions:

“What religion do you belong to?”

“Do you celebrate certain holidays?”

“Do you go to church/mosque/temple?”

What They Can Ask Instead:

“Are you able to work weekends if needed?”

“Can you work the required shift schedule?”

The Bottom Line:

Work schedules may be discussed—but your faith should never be questioned.

4. Questions About Your Health, Disabilities, or Medical Conditions

Interviewers cannot ask anything that forces you to disclose medical details before a job offer.

Why This Is Illegal:

Health-related questions can discriminate against people with disabilities or chronic illnesses.

Examples of Illegal Questions:

“Do you have any medical conditions?”

“Have you ever been hospitalized?”

“Do you take any medications?”

What They Can Ask Instead:

“Can you perform the essential functions of this job, with or without accommodations?”

“Are you comfortable working in this physical environment?”

The Bottom Line:

Your capability to do the job is relevant—your medical history is not.

5. Questions About Your Race, Nationality, or Citizenship Status

While employers must verify that you can legally work in the country, they cannot ask about race or ethnicity.

Why This Is Illegal:

Questions about race or national origin have historically led to discrimination and exclusion.

Examples of Illegal Questions:

“Where were you born?”

“What is your ethnicity?”

“Is English your first language?”

What They Can Ask Instead:

“Are you legally authorized to work in this country?”

“Which languages do you speak fluently that are relevant to this job?”

The Bottom Line:

Only job-related language or legal work status questions are allowed—NOT personal cultural background.

Conclusion

Job interviews should be fair, respectful, and focused on your skills—not your personal life, health, age, or background. Knowing which questions HR cannot legally ask empowers you to protect your rights and recognize inappropriate or discriminatory behavior.

If you ever encounter one of these questions, you can politely decline to answer, redirect the conversation, or report the incident—depending on the situation. Remember: your privacy is protected, and no employer has the right to use personal information to judge your qualifications.