Not quite. There are laws about why an employer can decide not to hire you, and it is easy to argue that if an employer asked about a protected condition and then decided not to hire you, they did so because of that information - so generally employers try very hard to avoid knowing about protected conditions for a candidate so they can't be accused of discrimination if they don't hire you. (In this case, the manager did more than just ask about it, he pretty much said they would reject him because of the condition, and that bit would be the evidence of illegal behavior).