Employer Career Zone

Asking for a driving licence

Driving licence requirements can discriminate against disabled people and non-UK candidates who may face obstacles to gaining a licence. In addition, women are also statistically less likely to hold a driving licence than men. For these reasons, you should only ask for driving licences where they are essential to carry out the role.

In general, a licence could be argued as a legitimate requirement in the following circumstances:

  • The role involves a significant amount of travel during working time;
  • It is unrealistic for this travel to take place using public transport.

The travel must be a core component of the role. Examples may include surveyors that have to visit properties on a regular basis and carry equipment, or a territorial sales representative who is visiting clients throughout the day. A situation where the post-holder spends the majority of time in the office with only occasional travel is much harder to justify.

The location of the primary place of work is also irrelevant. It is not normally the employer’s concern how an employee travels to work, as long as they attend as required. Candidates without licences may be able to source transport from a variety of sources. Disabled candidates can, for example, apply for various government schemes that provide funding for disabled people to overcome obstacles to work. For situations like this, rather than requiring a licence, it is better to use phrases like “access to transport” or simply to state that the location is remote.