6 Questions You Shouldn’t Be Asked in a Job Interview (And How to Handle Them)

6 Questions You Shouldn’t Be Asked in a Job Interview (And How to Handle Them)

Job interviews can be stressful enough without having to field questions that cross professional boundaries. Some questions aren’t just uncomfortable—they’re actually illegal for employers to ask. Knowing which questions fall into this category and how to respond professionally can help you navigate tricky interview situations while protecting your rights.

1. Age-Related Questions

When an interviewer asks, “How old are you?” they’re stepping into legally questionable territory. Federal law protects workers 40 and older from age discrimination, making direct questions about your age inappropriate.

If faced with this question, redirect the conversation toward your qualifications. You might say, “I’m confident my experience and skills align perfectly with this position’s requirements.” Another approach is addressing the concern behind the question: “If you’re wondering about my long-term commitment, I’m excited about growing with this company for years to come.”

2. Family Planning Questions

Questions like “Do you have children?” or “Are you planning to start a family soon?” have no place in job interviews. These inquiries often mask concerns about commitment or potential absences, but they unfairly target women and violate employment discrimination laws.

Respond by gently refocusing on your professional capabilities: “I’m fully committed to my career and confident in my ability to excel in this role.” You could also directly address the underlying concern: “If you’re asking about my availability or commitment, I can assure you I’m prepared to fulfill all the responsibilities this position requires.”

3. Citizenship and Origin Questions

“Where are you really from?” or “Are you a U.S. citizen?” These questions can feel invasive and often mask discriminatory intent. While employers need to verify work eligibility, specific questions about nationality or birthplace cross legal boundaries.

A smooth response might be: “I’m legally authorized to work in the United States without sponsorship.” This addresses their legitimate concern without divulging unnecessary personal information. If the question feels particularly pointed, you might add: “I’d be happy to provide appropriate documentation if I’m offered the position.”

4. Religious Affiliation Questions

An interviewer asking “What religion do you practice?” has crossed into prohibited territory. Religious discrimination is illegal, and questions about your faith have no place in determining job qualifications.

Handle this gracefully by saying, “I prefer to keep my personal beliefs separate from my professional life.” You might then steer the conversation back to relevant ground: “I’m more interested in discussing how my skills match your needs.” If you suspect they’re concerned about scheduling, you could add: “If you’re asking about my availability for specific days or hours, I’m flexible and can accommodate the position’s requirements.”

5. Sexual Orientation or Gender Identity Questions

Questions about your sexual orientation or gender identity are inappropriate and potentially illegal in many jurisdictions. These personal aspects have no bearing on your ability to perform job duties.

When faced with such inquiries, you might respond: “I prefer to focus our discussion on my qualifications and how they align with this position.” Another approach is a simple, professional pivot: “I’m excited about this role because of X and Y skills I bring to the table.” Trust your comfort level—you’re never obligated to disclose personal information unrelated to job performance.

6. Health and Disability Questions

“Do you have any disabilities?” or “Have you ever been treated for a medical condition?” These questions violate the Americans with Disabilities Act unless directly related to your ability to perform specific job functions.

A strategic response might be: “I’m confident I can perform all the essential functions of this position.” If the job has physical requirements genuinely relevant to the question, you could add: “If you’re asking about my ability to handle specific job duties like X, I can assure you I’m fully capable of meeting those requirements.” Remember, employers can only ask if you can perform essential job functions with or without reasonable accommodation.