What type of interview questions should be avoided under the ADA?

Under the Americans with Disabilities Act (ADA), it is crucial to avoid questions that may infringe upon an individual's privacy regarding their medical history or disability status. Questions about personal medical history can lead to discrimination against candidates based on their health conditions, perceived disabilities, or past medical issues. This is particularly pertinent because such inquiries could be used to judge a candidate's competency or fitness for a job inappropriately.

In contrast, questions concerning job experience, salary expectations, and job-related skills are pertinent to evaluating a candidate's qualifications for a position. These questions focus on the applicant's abilities, qualifications, and professional background rather than their health status, therefore remaining compliant with ADA regulations. A respectful and legal hiring process prioritizes a candidate's capacity to perform job functions over any personal medical history.