Employers love to ask prospective employees, during the interview process, where they see themselves in five years. Naturally, most employees give some answer about how they’d love to still be at the company, striving to become a better employee every day and working their way up the ranks — regardless of where they see themselves in reality. 

Your interviewer can ask you questions like this and has not violated any laws and regulations by doing so. Where things get tricky, though, is if your employer asks you more specific questions. They may infringe upon your rights without even realizing it. 

If you’re a younger person, for instance, the employer typically can’t ask if you plan to have a child and start a family. If you say yes and they decide not to hire you on those grounds, that could be a form of discrimination based on your gender or sex (since such questions are usually directed toward women). You deserve a fair shot at a job that you’re qualified for, whether you are going to have children or not. 

Unfortunately, not all employers see it this way. They want someone they know will be at the company for a long time, and they may assume you’ll quit or ask to reduce your hours if you become pregnant. That’s why they want to know, and it’s why they may hire someone else instead of you if you say yes. 

Of course, this is very unfair to you as a modern worker. You don’t deserve that type of treatment. Make sure you know exactly what legal options you have at your disposal.