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YES

As of 13 August 2026, AI can detect discriminatory interview questions.

This still needs a person who signs their name to it.

Can you do it?

5 minutesto a draft.

30 minutesto something you’d act on.

Cost, all in£0

Skill neededchat-fluent

Who has to check ita professional

What the alternative costsNo comparable human service price is supplied in the available tool data.

If this goes wrong: an unlawful or unfair question reaches candidates, and the employer may face a complaint, reputational damage or an employment dispute.

What to actually do

  1. Hand it to a person

    The route this page recommends

    Someone with a licence or accountable authority has to sign this before it counts.

  2. Use a tool built for this

    Second choice

  3. Do it yourself

    The distant third

    A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

    How to actually do it

    1. Open the current interview guide, question bank or interview transcript and copy the exact questions, including any follow-up questions.
    2. Gather the job description, essential requirements, interview purpose and scoring framework, removing candidate names and other unnecessary personal data.
    3. Paste the questions and context into a chatbot with the prompt above, and ask it to return a question-by-question risk table.
    4. Compare each flagged issue with the Equality Act 2010 and current GOV.UK employment discrimination guidance, checking whether the concern depends on facts the chatbot marked as missing.
    5. Ask your HR lead or employment solicitor to review any question marked high risk, contextual or unclear before the interview takes place.
    6. Replace questions that are not necessary with the suggested job-related alternatives, then check that every replacement still tests an essential requirement and uses the same scoring criteria for every candidate.

    Prompt

    Review the interview questions below for potential discrimination risk under UK employment law. Do not make a final legal determination and do not infer any candidate's protected characteristics. For each question, provide: 1) the question, 2) the specific concern, if any, 3) which protected characteristic or discrimination concept may be relevant, 4) whether the risk is obvious, contextual or unclear, 5) what information about the role or purpose is missing, and 6) a neutral alternative that tests the same job-related requirement. Distinguish unlawful discrimination risk from questions that are merely intrusive, irrelevant or poor practice. Explain when a question could be justified by a genuine job requirement, and state what a human HR or employment-law professional should check. Use UK terminology and refer to the Equality Act 2010 without inventing case law or legal conclusions. Interview questions: [PASTE QUESTIONS] Role and essential requirements: [PASTE ROLE DETAILS] Purpose of each question, if known: [PASTE PURPOSES] Interview policy or scoring framework: [PASTE POLICY]

    Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.

What it gets wrong

  • AI cannot know whether an apparently neutral question is part of a wider pattern that disadvantages a protected group.
  • AI cannot decide whether a genuine occupational requirement or other justification applies to the specific role.
  • AI cannot reliably distinguish a lawful question from a risky one when the purpose, wording or interview context is incomplete.
  • AI does not take responsibility for the interview, the hiring decision or any discrimination claim.
  • AI cannot replace an employment solicitor or experienced HR professional in a serious or disputed case.

Even on a YES, the friction has a name: legal accountability, judgement under ambiguity and stakes of error.

How we scored this

Five axes, each scored nought to two by hand: ten means AI carries the task cleanly, and the thresholds that turn a total into YES, PARTLY or NO are published in the methodology. Each axis name links to its definition.

AxisScore (0–2)
Output2
Inputs2
Verification1
Liability1
Effort delta2
Total8 / 10

The methodology and its thresholds are published in full.

FAQ

Can ChatGPT tell me if an interview question is discriminatory?
It can flag obvious risks, such as questions about pregnancy, religion, age or disability, and suggest a job-related alternative. It cannot make a final legal determination where the answer depends on the role, purpose, wider interview process or the Equality Act 2010.
What interview questions are illegal in the UK?
Questions about protected characteristics or personal circumstances can create discrimination risk when they are irrelevant to the job or are used to make an unfair decision. The legality depends on the wording, purpose and context, so have a serious concern checked by an HR professional or employment solicitor.
Can AI rewrite discriminatory interview questions?
Yes, it can turn a personal or intrusive question into one focused on an essential job requirement. You still need to check that the replacement measures the same requirement and is asked consistently of every candidate.
Is using AI to check interview questions safe?
It is useful as a first review, but it is not professional advice. Do not paste candidate health, family or other sensitive personal data into a chatbot, and ask an HR professional or employment solicitor to review serious or uncertain cases.

Nearby answers

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Assessed by gpt-5.6-luna (gpt-5.6-luna) on 2026-08-13, second-checked by an independent model. Wrong somewhere? Email [email protected] and it gets re-checked.

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