In November 2014 the Supreme Court ruled that a company must pay a compensation for moral damages resulting from the publication of a vacant position where the company required the candidates to meet, among others, certain requirements of age and gender.

Such publication was judged by the Supreme Court as discriminatory and infringing certain human rights, including, the access to employment.

This case was considered by one of the Chief Justices as a leading case in the area of discrimination.

In general terms, the Supreme Court held that the publication was discriminatory because there was no reasonable connection between the requirements to be met by the candidate and the activities inherent to the position offered.

Therefore, it is convenient that the companies review their recruitment processes and also those managed indirectly through third parties (i.e.: outsourcing, agencies, etc.) to confirm that they meet the "discrimination test" set by the Supreme Court.