Write what the job
requires.
“Can take anything” was a big requirement. I found no limit to it. Not even I can take anything.
Describe tasks, working hours, physical demands and the competence needed, concretely. Separate real requirements from habits and wording copied from the last advert.
Give candidates practical information before interviews and tests: place, duration, breaks and whom they can contact about adjustments. Do not make a conversation about private health a normal part of selection.
When the person starts: show the toilets, products, break routines and contact routes. Make the same introduction available to temps and agency workers where relevant. People should not have to hunt for support in a folder nobody has shown them.
is also a user manual.
Read one advert and one onboarding routine together. Can a new employee understand both the job and what is available, without saying anything about their own health?
ISO 45010, Annex D. Statutory health requirements in certain occupations must be handled through their own procedures. What an employer may ask about health before hiring is governed by national law and the EU equal treatment rules: Directive 2006/54/EC and Directive 2000/78/EC.