3 interview questions employers should drop this new year
By Paulette Mboga, January 7, 2026As the new year begins, it is time for employers to rethink their hiring practices.
Some interview questions are outdated, inappropriate, or even illegal, and can create discomfort for candidates. Dropping these questions can help companies create a fairer, more professional, and inclusive hiring process. Here are three interview questions employers should stop asking this year.
Are you married?
Asking a candidate about their marital status is both personal and irrelevant to their ability to do the job. This question can make candidates feel uncomfortable and may also open the company to legal risks.
Whether a person is single, married, or in a relationship has no bearing on their skills, experience, or work ethic. Employers should focus on the candidate’s qualifications and suitability for the role, rather than their private lives.
How much was your previous salary?
Many companies still ask about a candidate’s previous salary, but this question is increasingly considered inappropriate. A candidate’s past pay does not determine their value or capability for a new role.
It can also perpetuate wage inequalities, especially for women and minorities who may have been underpaid in previous jobs. If the employer has a budget for the position, it is better to communicate the salary range upfront rather than asking for past compensation. This ensures fairness and transparency in the hiring process.
Do you plan to have children soon?
Questions about family planning or whether a candidate intends to have children are highly personal and should be avoided. Such questions can create bias in the hiring process and make candidates feel discriminated against.
Parenthood does not affect a candidate’s skills or performance, and asking about it can be seen as intrusive and discriminatory. Employers should instead focus on the candidate’s ability to meet the job requirements and manage responsibilities, not their private life choices.
Dropping these questions is not just about avoiding legal problems; it is about creating a workplace that respects privacy and treats candidates fairly. Modern hiring practices prioritise skills, experience, and cultural fit over personal information that has no relevance to job performance. Employers who update their interview processes show that they value professionalism and equality.
In addition, eliminating inappropriate questions can improve the candidate experience. Candidates are more likely to feel respected and valued when interviews focus on their abilities, not their private lives. This can help companies attract top talent and maintain a positive reputation in the job market.