Misrepresentation in Job Applications: When False Answers Matter

Job interviews are not casual conversations. Where a candidate gives a false answer to a material question, the consequences may continue after appointment.

The issue

In a recent matter heard in the Cape Labour Court, a candidate was asked whether he had ever been departmentally disciplined or was currently facing disciplinary action. He answered “no”.

Months after his appointment, it emerged that he had previously been sanctioned for misconduct. He was dismissed for dishonesty.

The outcome

The Labour Court refused to interfere with the dismissal. The court made it clear that if an inaccurate answer relates to a material question and influenced the appointment, dismissal may follow.

Practical point

Questions about discipline, qualifications, experience or integrity should be answered fully and truthfully. A wrong answer may not only affect the interview. It may later affect the job itself.