The interview questions employers shouldn’t ask you

Before you head to an interview, it’s important to be aware of the interview questions that recruiters and employers shouldn’t be asking you. 

Employers use job interviews as a way to work out how suitable you are for a role – and the interview is an ideal opportunity to discuss your skills and expertise.  

With strong workplace protections in Singapore, there are limits to what employers can or should ask you about. Here’s what you need to know. 

What is acceptable for employers to ask? 

A job interview is designed to help employers work out whether or not you’re the most suitable person for a role. A jobseeker should be hired based on merit, according to Raj Joshua Thomas, Managing Partner at Tang Thomas LLC and a former Nominated Member of Parliament.  

Acceptable questions should focus on how competent you are for the job. “Questions about education, certifications, specific software proficiencies, or how they've handled particular work situations are all fair game,” says Thomas. Questions like 'Describe a complex project you managed’ or ‘How do you handle competing deadlines?’ are questions that are relevant to job performance. 

"These questions are acceptable because they serve a legitimate business purpose - identifying the best candidate for the role based on merit. Recruitment should focus solely on skills, qualifications, and the ability to perform the job, without bias toward personal attributes,” Thomas adds. 

Questions that employers can’t legally ask 

Singapore Parliament passed the Workplace Fairness Act (WFA) on 8 January 2025. It legally prohibits certain discriminatory behaviours in the workplace.  

Under Singapore’s Workplace Fairness Act and the Tripartite Guidelines on Fair Employment Practices (TGFEP), there are five protected characteristics:  

• age 
• nationality 
• gender, marital status, pregnancy, and caregiving duties 
• race, religion, and language 
• disability and mental health conditions 

If you’re asked questions that fall under a protected characteristic, it can be considered ‘off-limits’ according to Thomas. Some examples of questions you shouldn’t be asked include: 

• 'Are you planning to start a family soon?' This targets pregnancy and caregiving responsibilities. 
• 'I notice an accent - where are you originally from?' This probes nationality and potentially race. 
• 'How do you stay so energetic at your age?' - This borders on asking about age. 

“The Act makes it unlawful for employers to base employment decisions on these characteristics,” says Thomas. “These are aspects of a person's identity or circumstances that have been legally determined to be irrelevant to their professional opportunities." 

Are there exceptions? 

Yes — but they’re very narrow, and they must be grounded in genuine need, not preference. Legislation recognises that there are limited circumstances where protected characteristics may be relevant. 

Thomas outlines the statutory exceptions: 

• Preferring Singapore Citizens or Permanent Residents in line with Singapore's policy of maintaining a strong local workforce core. 
• Religious organisations hiring someone of their faith for specific roles. 
• Positive discrimination favouring persons with disabilities 
• Genuine occupational requirements (e.g. a female therapist for privacy reasons, casting an actor to play a specific age) 

“For example, you can't say 'we prefer hiring young people because they fit our culture' - that's not a genuine occupational requirement, that's stereotyping,” explains Thomas. “However, you could say 'this role requires a performer to portray a teenager credibly' - that's potentially defensible if age is essential to the artistic integrity of the role.” 

What you can do if you’re asked a question that you think may lead to discrimination 

When you’re eager for a role, it can feel challenging to refuse to answer a question that seems off-limits. Responding in a way that redirects the conversation may help. Thomas suggests a tactful approach:  

'I'd prefer to focus on my qualifications for this role. Can I tell you more about my relevant experience?’ 

Thomas reminds us that candidates can decline to answer questions that are discriminatory. “You are not obligated to provide information about protected characteristics because these questions elicit information that should play no role in hiring.” 

However, if you feel you’ve been discriminated against during a job interview, there are many things you can do to protect yourself. Thomas suggests the following avenues: 

File a complaint with TAFEP 

Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) look into all cases of workplace discrimination, even those outside the WFA’s protected characteristics. 

Report the matter to the Ministry of Manpower 

Under the Fair Consideration Framework, employers who breach fair hiring practices may face sanctions on their work pass privileges. For more information on reporting employment violations, visit MOM.  

If hired, use the company’s mandatory grievance procedures 

These will be required under the WFA once it is fully implemented in 2027. 

For more information on workplace discrimination, visit TAFEP 

Information provided in this article is general only and it does not constitute legal advice and should not be relied upon as such. Jobstreet provides no warranty as to its accuracy, reliability or completeness. Before taking any course of action related to this article you should make your own inquiries and seek independent advice (including the appropriate legal advice) on whether it is suitable for your circumstances.