September A Quick Guide to: The Equality Act 2010

Size: px
Start display at page:

Download "September 2010. A Quick Guide to: The Equality Act 2010"

Transcription

1 September 2010 A Quick Guide to: The Equality Act 2010

2 Introduction The law relating to unlawful discrimination in Great Britain has evolved over the last 40 years. Until October 2010, it was to be found in a number of different Acts and Regulations. The Equality Act 2010 is the latest step in the evolution of discrimination legislation. It contains a number of new concepts, but primarily seeks to pull all the existing legislation into one place, consolidating and harmonising the legislation. The majority of the Equality Act comes into force on 1 October Defining Discrimination: One Size Fits All Protected Characteristics The Equality Act centres around nine different protected characteristics which are fundamental to discrimination law: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation. There is no change here from the list of characteristics protected prior to 1 October 2010 and the definitions used in existing legislation are largely unamended. However, there are some minor changes. For example, gender reassignment will no longer require medical supervision to attract protection from discrimination. The definition of disability has also been amended, with the government currently carrying out a consultation on this point, and it is arguable that this may make it easier for workers to seek protection from disability discrimination. Harmonisation As a result of the way that the various Acts and Regulations dealing with discrimination have developed, many of the legal tests used before 1 October 2010 to identify acts of discrimination depend on the protected characteristic in question. The Equality Act aims to harmonise the tests for different forms of discrimination and iron out discrepancies between different protected characteristics where possible. Admittedly, whilst there are still some wrinkles in the Equality Act, essentially the harmonisation of discrimination law under the Equality Act should make it easier to identify discrimination in the workplace. What s Changed: New Definitions of Discrimination? As part of the government s wider aim to reduce inequality, the Equality Act has also introduced some new areas of discrimination, with the following key changes: September Mishcon de Reya

3 1. Associative and Perceptive Discrimination The definition of direct discrimination has been amended under the Equality Act so as to remove the need for a claimant to establish that the protected characteristic is held by them: they merely need to show that the conduct complained of was because of a protected characteristic. This change in wording will give protection to those claimants associated with someone with a protected characteristic (such as the carer of a disabled person) or those who are perceived to have, but do not have, a protected characteristic. The only characteristics that will not be covered by this change are marriage/civil partnership and pregnancy/maternity. 2. Harassment by Third Parties With the exception of pregnancy and maternity, and marriage and civil partnership, protection from harassment will be harmonised across the protected characteristics. Employer liability for third-party harassment will also be widened to apply to the same protected characteristics, which at present is only applicable to sex discrimination claims. The definition of harassment will also be broadened to incorporate harassment due to associative and perceptive discrimination. This will afford protection to cases, for example, where someone is harassed because a family member is gay or they are wrongly perceived to hold a particular religious belief. 3. Dual Discrimination The Equality Act recognises that people who hold more than one protected characteristic may find it difficult to bring a claim successfully. At present, in a claim for direct discrimination, each protected characteristic must be considered alone as a single ground for discrimination. The claimant would need to demonstrate that they have been treated less favourably than a comparator holding each one of the protected characteristics for the claim to succeed. For instance, if a black woman complains that she has been passed over for promotion because she is a black and a woman (i.e. has two protected characteristics), the employer would be able successfully to defend such a claim if it can show that a black man and a white woman have both been recently promoted. Under the Equality Act someone will be able to bring a combined or dual-discrimination claim where they are treated less favourably in relation to a combination of two (and not more) of certain (but not all of) the protected characteristics. Pregnancy and maternity, and marital / civil partner status are both excluded from the list of protected characteristics which may be combined in this way. The provisions relating to dual discrimination will not come into force until April 2011 at the earliest and the impact of introducing dual-discrimination may well prove to be overstated. Whilst this new provision will certainly help to increase awareness of dual-discrimination, in practice it will only assist a very small number of claimants, with most claimants suffering from dual discrimination already able to prove discrimination on the grounds of a single protected characteristic. September Mishcon de Reya

4 4. Disability Discrimination Some of the most significant changes under the Equality Act are in relation to disability: Under the Disability Discrimination Act 1995 ( DDA ), disability is defined as an impairment which has a long-term adverse effect on someone s ability to carry out normal day-to-day activities. Normal day-to-day activities are not defined by the DDA, and instead reference must be made to the effect of the disability on one of a list of specific capacities. The Equality Act will amend the definition of disability by removing the list of capacities that must be affected by an impairment. Whilst this is not likely to greatly broaden the definition of disability, it should make it easier for employees to show they are disabled. Following the House of Lords decision in London Borough of Lewisham v Malcolm [2008], it is now difficult for an employee to claim disability-related discrimination under the DDA. Following Malcolm, a claimant who wishes to show that they have been treated less favourably by their employer for a reason related to their disability, has to compare their treatment with someone who is a non-disabled person in similar circumstances. For example, if a claimant has been dismissed as a result of poor performance, which has arisen from a disability, they will need to compare their treatment with a real or hypothetical non-disabled person whose performance is poor. In many cases, the claimant will not be able to show any difference in treatment. The Equality Act has responded to this by replacing the concept of disability-related discrimination with discrimination arising from a disability, which aims to avoid the unwanted effects of the Malcolm decision. In line with other forms of indirect discrimination, an employer will only be able to avoid liability for detrimental treatment of someone who is disabled where the treatment in question is "a proportionate means of achieving a legitimate aim". An employer will only be liable under this form of discrimination if they knew, or ought to have known, of the claimant s disability. When recruiting, employers will not be permitted to ask pre-employment health questions except in specific circumstances. This includes where a question is necessary for the purpose of establishing whether the applicant will be able to carry out a function that is intrinsic to the work concerned. It is not currently clear what form these questions may take in order not to infringe the new rules. Health and Disability at Work: Points to Consider Following the Equality Act and other recent changes in case law in this area, some of the key areas for employers to consider relate to health and disability: Employers will need to carefully consider the wording of any questions put to job applicants. Employers should ensure that these questions do not go further than is necessary to establish whether the applicant will be able to do the role. For example, questions about a candidate s current health are more likely to be acceptable than questions about past health. Where an applicant or employee tells their employer that they have a medical condition, or their employer might reasonably be expected to know this, the employer should consider whether this falls under the new definition of disability under the Equality Act. It is worth remembering that the Equality Act makes a number of exceptions and some medically recognised conditions do not attract protection from disability discrimination. Under the Equality Act, a carer of a disabled person does not have explicit protection from all forms of discrimination. However, as a result of their association with a disabled person, carers will be protected from associative direct discrimination and harassment. September Mishcon de Reya

5 Following other recent developments outside of the Equality Act, employees are now entitled to accrue holiday whilst off sick. Employers should consider a review of their permanent health insurance schemes to assess what provision, if any, is made for this and whether the employer may have to cover payments for accrued holiday for employees on long term sick absence who are receiving permanent health insurance payments. Beyond Employment Law As well as employment, the Equality Act 2010 impacts on a variety of areas including Pensions, Commercial Law, Financial Services, Private Members Clubs and Associations, Private Client, Property and the Public Sector. If you think that your business may be impacted in these areas by the Equality Act, we can put you in touch with our specialists in these areas. Evolution not Revolution The changes coming into place under the Equality Act are not the watershed for equality that many thought they might be. However, these changes in discrimination law are set to continue and we are clearly going to experience a transitional period of adjustment: There are currently over 30 different sets of regulations implementing, explaining and clarifying the different aspects of the Equality Act which are going through Parliament, bringing further guidance and potential change. The previous government set a timetable for the introduction of further provisions to be introduced, beginning in April The coalition government has yet to commit to any of these provisions but they could include: dual-discrimination, the obligation on employers to provide information relating to gender pay gaps and provisions relating to positive action in recruitment and promotion. In addition, it is likely that case law will emerge to clarify the Equality Act. We can keep you updated on these developments as they arise. Contact If you would like any further information or want to discuss an area of interest to you, please contact your matter partner or speak direct with Will Winch or Sarah Lister, Solicitors in the Employment Department. Will Winch Sarah Lister Solicitor Solicitor will.winch@mishcon.com sarah.lister@mishcon.com DDI: DDI: September Mishcon de Reya

6 Mishcon de Reya Summit House 12 Red Lion Square London WC1R 4QD T: F: E:

THE EQUALITY ACT 2010

THE EQUALITY ACT 2010 THE EQUALITY ACT 2010 October 1st 2010 saw many of the provisions attained within the Equality Act, which gained Royal Assent on the 8th April 2010, come into force. The following summary has been put

More information

Information Sheet The Equality Act 2010

Information Sheet The Equality Act 2010 2 St. James' Court Friar Gate Derby DE1 1BT Information Sheet The Equality Act 2010 > TEL 01332 372 337 > FAX 01332 290 310 > EMAIL enquiries@voicetheunion.org.uk > WEB www.voicetheunion.org.uk Introduction

More information

OVERVIEW OF THE EQUALITY ACT 2010

OVERVIEW OF THE EQUALITY ACT 2010 OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,

More information

The Equality Act 2010 a summary guide

The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide This factsheet is part of our Your rights range. You will find it useful if you are a person with hearing loss and want to find

More information

GUIDANCE NOTE. Discrimination Law. March 2013

GUIDANCE NOTE. Discrimination Law. March 2013 GUIDANCE NOTE Discrimination Law March 2013 Equality Act 2010 In October 2010 the separate threads of UK Discrimination Law were consolidated in the Equality Act 2010 (except for equal pay which is still

More information

Diversity and Equality Policy

Diversity and Equality Policy Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide

More information

SEXUAL ORIENTATION. Summary of the law on

SEXUAL ORIENTATION. Summary of the law on Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality

More information

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes) Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives

More information

DISABILITY. Summary of the law on

DISABILITY. Summary of the law on Summary of the law on DISABILITY DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply

More information

The Equality Act 2010 a summary guide

The Equality Act 2010 a summary guide Factsheet Your rights The Equality Act 2010 a summary guide You ll find this factsheet useful if you want an outline of how the Equality Act 2010 protects people who are deaf or have a hearing loss from

More information

Equality Act 2010. (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties)

Equality Act 2010. (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties) Equality Act 2010 (Briefing note updated March 2012 to reflect Specific Duties Regulations and the proposed Scottish Specific Duties) 1. Introduction The Equality Act 2010 consolidates and streamlines

More information

Code of practice for employers Avoiding unlawful discrimination while preventing illegal working

Code of practice for employers Avoiding unlawful discrimination while preventing illegal working Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality

More information

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based

More information

(g) the Employment Equality (Sexual Orientation) Regulations 2003,

(g) the Employment Equality (Sexual Orientation) Regulations 2003, Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the

More information

RACE DISCRIMINATION. Summary of the law on

RACE DISCRIMINATION. Summary of the law on Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply

More information

AGE DISCRIMINATION. Summary of the law on

AGE DISCRIMINATION. Summary of the law on Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in

More information

Summary of the Equality Act 2010

Summary of the Equality Act 2010 Equality Act 2010 1 Summary of the Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act 2010. Introduction and Protected Characteristics The purpose of the Equality

More information

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY

EQUAL OPPORTUNITIES & DIVERSITY POLICY 1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects

More information

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS)

EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) EQUALITY AND DIVERSITY POLICY & PROCEDURE MICHAEL W HALSALL (SOLICITORS) JANUARY 2010 Michael W Halsall Anti-Discrimination Policy Introduction Michael W. Halsall Solicitors serves a diverse client base.

More information

EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS

EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS www.edf.org.uk Foreword The Equality Act 2010 replaces the existing antidiscrimination laws

More information

BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY

BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY BELMORES Criminal Defence & Road Traffic Solicitors EQUALITY AND DIVERSITY POLICY As signatories to the Law Society s Diversity & Inclusion Charter Belmores is fully committed to the Charter and each of

More information

Equality Act 2010: Know Your Rights!

Equality Act 2010: Know Your Rights! Equality Act 2010: Know Your Rights! The Equality Act 2010 provides a new cross-cutting legislative framework to protect the rights of individuals and advance equality of opportunity for all; to update,

More information

EQUALITY AND DIVERSITY POLICY AND PROCEDURE

EQUALITY AND DIVERSITY POLICY AND PROCEDURE EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment

More information

1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3

1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3 Mainstreaming Report and Equality Outcomes April 2013 to March 2017 Contents 1. Executive Summary...1 2. Introduction...2 3. Commitment...2 4. The Legal Context...3 5. An Overview of the Mainstreaming

More information

Employment Rights and Responsibilities

Employment Rights and Responsibilities Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which

More information

Procedure No. 1.41 Portland College Single Equality Scheme

Procedure No. 1.41 Portland College Single Equality Scheme Introduction Portland College recognises the requirements under current legislation to have due regard to the general equality duty. 1.0 Context 1.1 Portland College supports equality of opportunity, promotion

More information

Who can benefit from charities?

Who can benefit from charities? 1 of 8 A summary of how to avoid discrimination under the Equality Act 2010 when defining who can benefit from a charity A. About the Equality Act and the charities exemption A1. Introduction All charities

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will

More information

Acas can help with your employment relations needs

Acas can help with your employment relations needs Rights at Work discipline, grievances and dismissals equality and discrimination information and consultation parents at work pay time off trade unions and representation inform advise train work with

More information

Equalities briefing five: Perceived discrimination : the scope of the definition of disability

Equalities briefing five: Perceived discrimination : the scope of the definition of disability Equalities briefing five: Perceived discrimination : the scope of the definition of disability Rachel Crasnow, a leading member of the Cloisters employment and discrimination team examines to what extent

More information

Equality Act 2010: Summary Guidance on Employment

Equality Act 2010: Summary Guidance on Employment GUIDANCE FOR BUSINESS Equality Act 2010: Summary Guidance on Employment Equality and Human Rights Commission www.equalityhumanrights.com Table of contents Introduction... 5 The legal status of this guidance...

More information

Employment Law Glossary of key terms and abbreviations

Employment Law Glossary of key terms and abbreviations Employment Law Glossary of key terms and abbreviations ACAS ACAS stands for the Advisory, Conciliation and Arbitration Service a UK government funded independent body offering conciliation services to

More information

Employment Law Guide

Employment Law Guide Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal

More information

The Act protects people from discrimination on the basis of protected characteristics. The relevant characteristics are:

The Act protects people from discrimination on the basis of protected characteristics. The relevant characteristics are: Equality Act 2010 The Equality Act 2010 brings together, harmonises and in some respects extends the current equality law, by making it more consistent, clearer and easier to follow in order to make society

More information

EU Employment Law Euro Info Centre December 2006

EU Employment Law Euro Info Centre December 2006 EU Employment Law Euro Info Centre December 2006 CONTENTS EU Employment Law 2 1. Anti-discrimination 2 2 2 2. Equal treatment of men and women in the workplace 3 3 3 3. Fixed and part time work including

More information

Contents. Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation

Contents. Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation Contents Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation v vii xv xxi 1 The Aims of Equality Law 1 The Equality Act 2010 1 The Act since 2010 6 A History of Bits and

More information

Employment and Personal Injury Law

Employment and Personal Injury Law What is the difference between Harassment, Bullying and Discrimination? The terms harassment, bullying and discrimination are used interchangeably but actually have very different legal meanings and remedies.

More information

Annual Leave Policy. Document Owner East and North Herts Clinical Commissioning Group. 2 supercedes all previous Annual Leave Policies

Annual Leave Policy. Document Owner East and North Herts Clinical Commissioning Group. 2 supercedes all previous Annual Leave Policies Annual Leave Policy Document Owner Document Author East and North Herts Clinical Commissioning Group Anne Ephgrave Version Directorate Authorised By 2 supercedes all previous Annual Leave Policies Human

More information

Industrial Injuries scheme simplification

Industrial Injuries scheme simplification Industrial Injuries scheme simplification Equality impact assessment October 2011 Equality impact assessment for Industrial Injuries scheme simplification. Brief outline of the policy or service 1. The

More information

The learner can: 1.1 Define employees, workers and the self-employed.

The learner can: 1.1 Define employees, workers and the self-employed. Unit 6 Title: Employment Law Level: 3 Credit Value: 7 Learning outcomes The learner will: 1 Understand that individuals can have different legal employment status within a business Assessment criteria

More information

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.

POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose. POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection

More information

Equality Act 2010: Summary guidance on employment

Equality Act 2010: Summary guidance on employment Equality Act 2010: Summary guidance on employment Contents Introduction 4 The legal status of this guidance 5 Who is protected by the Equality Act? 5 What is meant by discrimination? 5 Exceptions 8 Age

More information

Equality, Diversity & Human Rights Strategy

Equality, Diversity & Human Rights Strategy Equality, Diversity & Human Rights Strategy 2015-2019 This document sets out the Surrey Police Equality, Diversity and Human Rights (EDHR) strategy. It will explain our legal duties, vision and priorities

More information

Employment Law. We re on your side. Petherbridge Bassra. Your Local Solicitors

Employment Law. We re on your side. Petherbridge Bassra. Your Local Solicitors Employment Law We re on your side is a Bradford firm helping clients with cases close to home, nationally and internationally. These pages will tell you what we do and how we do it and naturally we will

More information

Time limiting contributory Employment and Support Allowance to one year for those in the work-related activity group

Time limiting contributory Employment and Support Allowance to one year for those in the work-related activity group Time limiting contributory Employment and Support Allowance to one year for those in the work-related activity group Equality impact assessment October 2011 Equality impact assessment for time limiting

More information

Making the most of the Equality Act 2010

Making the most of the Equality Act 2010 A guide for children and young people in England Making the most of the Equality Act 2010 Making the most of the Equality Act 2010 Summary The Children s Rights Alliance for England (CRAE) knows that children

More information

Equality with Human Rights Analysis Toolkit

Equality with Human Rights Analysis Toolkit Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should

More information

South Downs National Park Authority

South Downs National Park Authority Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date

More information

Equality Impact Assessment Part 1: Screening

Equality Impact Assessment Part 1: Screening Equality Impact Assessment Part 1: Screening When reviewing, planning or providing services Northampton Borough Council needs to assess the impacts on people. Both residents and staff, of how it works

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW

More information

How to use the Equality Act 2010: A guide for voluntary and community organisations

How to use the Equality Act 2010: A guide for voluntary and community organisations How to use the Equality Act 2010: A guide for voluntary and community organisations The Equality Act 2010 updates, simplifies and strengthens Britain s equality laws. It introduces broadly similar provisions

More information

Code of Practice for Ministerial Appointments to Public Bodies

Code of Practice for Ministerial Appointments to Public Bodies This Code of Practice is published by the Commissioner for Public Appointments in fulfilment of his duties as set out in the Order in Council for Public Appointments 2002 (as amended). This Code is effective

More information

GUIDE TO EMPLOYMENT LAW IN GUERNSEY

GUIDE TO EMPLOYMENT LAW IN GUERNSEY GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum

More information

EQUALITY ACT 2010 SUMMARY OF KEY CHANGES IN PLACE AND FURTHER CHANGES FROM APRIL 2011

EQUALITY ACT 2010 SUMMARY OF KEY CHANGES IN PLACE AND FURTHER CHANGES FROM APRIL 2011 EDC10D003 Title: Equality Act 2010 and Public Sector Equality Duty Author: Helen Murdoch - Equality and Diversity Manager Circulation: Equality and Diversity Committee 28 February 2011 Agenda: EDC10A001

More information

Equality, Diversity and Inclusion Handbook

Equality, Diversity and Inclusion Handbook HX.127.1 Equality, Diversity and Inclusion Handbook This publication is available in large print and easy read Welcome! At Calico, we are dedicated to promoting and celebrating the positive effect that

More information

How Wakefield Council is working to make sure everyone is treated fairly

How Wakefield Council is working to make sure everyone is treated fairly How Wakefield Council is working to make sure everyone is treated fairly As part of meeting the Public Sector Equality Duty, the Council is required to publish information on how it is working to treat

More information

The Netherlands: Gender discrimination in the field of employment

The Netherlands: Gender discrimination in the field of employment The Netherlands: Gender discrimination in the field of employment This document outlines legislation in Belgium that prohibits discrimination on the basis of race and national origin in the provision of

More information

Consultation on Improving Protection From Disability Discrimination

Consultation on Improving Protection From Disability Discrimination Consultation on Improving Protection From Disability Discrimination November 2008 3 Improving Protection From Disability Discrimination Office for Disability Issues 4 Contents Ministerial foreword Page

More information

Employment law solicitors

Employment law solicitors Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever

More information

Bardsey Primary School Equality and Diversity Statement

Bardsey Primary School Equality and Diversity Statement Bardsey Primary School Equality and Diversity Statement Contents Page 1. Mission statement 2 2. Actions to support this statement 2 3. Consultation and involvement 3 4. Equal opportunities for staff 3

More information

Colchester Borough Council. Equality Impact Assessment Form - An Analysis of the Effects on Equality. Section 1: Initial Equality Impact Assessment

Colchester Borough Council. Equality Impact Assessment Form - An Analysis of the Effects on Equality. Section 1: Initial Equality Impact Assessment Colchester Borough Council Equality Assessment Form - An Analysis of the Effects on Equality Section 1: Initial Equality Assessment Name of policy to be assessed: Internal Communications Strategy 2015

More information

Teaching and Learning Together. Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN)

Teaching and Learning Together. Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN) Teaching and Learning Together Equal Opportunities Policy (see also Disability Non-Discrimination; EAL; Gifted and Talented; Racial Equality; SEN) 1 Introduction We are committed to inclusion and will

More information

Model Policy. Disability Leave. matters

Model Policy. Disability Leave. matters Model Policy Disability Leave matters Introduction Decades after the enactment of the 1995 Disability Discrimination Act and years after the Equality Act 2010 came into law, ignorance of the law pertaining

More information

The Equality Act 2010 A Guide. September 2012.

The Equality Act 2010 A Guide. September 2012. The Equality Act 2010 A Guide September 2012. What is the Equality Act? The Equality Act is a piece of legislation that protects us all from unfair treatment because of a physical or other specific characteristic

More information

This Constitution establishes the principles and values of the NHS in England.

This Constitution establishes the principles and values of the NHS in England. NHS Constitution 1 Introduction The NHS is founded on a common set of principles and values that bind together the communities and people it serves patients and public and the staff who work for it. This

More information

Summary of the law on race discrimination. www.thompsonstradeunionlaw.co.uk

Summary of the law on race discrimination. www.thompsonstradeunionlaw.co.uk Summary of the law on race discrimination www.thompsonstradeunionlaw.co.uk Our pledge to you Thompsons Solicitors has been standing up for the injured and mistreated since Harry Thompson founded the firm

More information

Anti Harassment and Bullying Policy

Anti Harassment and Bullying Policy Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People

More information

A guide for employers

A guide for employers A guide for employers Contents 01 Contents A guide for employers 02 Discrimination the new law explained 05 Other relevant legisltation 13 02 The Equality Act 2010 and cancer how it affects you A guide

More information

Protected Characteristics under the Equality Act 2010. codify the many pieces of primary and secondary legislation relating to

Protected Characteristics under the Equality Act 2010. codify the many pieces of primary and secondary legislation relating to Protected Characteristics under the Equality Act 2010 Background The Equality Act 2010 came into force on 4 th October 2010. The Act sought to codify the many pieces of primary and secondary legislation

More information

There are several tangible benefits in conducting equality analysis prior to making policy decisions, including:

There are several tangible benefits in conducting equality analysis prior to making policy decisions, including: EQUALITY ANALYSIS FORM Introduction CLCH has a legal requirement under the Equality Act to have due regard to eliminate discrimination. It is necessary to analysis the consequences of a policy, strategy,

More information

STRESS AT WORK. Summary of the law on

STRESS AT WORK. Summary of the law on Summary of the law on STRESS AT WORK Stress means different things to different people, but in general terms it s a reaction to excessive pressure or harassment at work. This booklet is solely concerned

More information

Your rights to equality at work: working hours, flexible working and time off.

Your rights to equality at work: working hours, flexible working and time off. 2. Your rights to equality at work: working hours, flexible working and time off. Equality Act 2010 Guidance for employees. Vol. 2 of 6. July 2011 Contents Introduction... 5 Other guides and alternative

More information

EQUAL OPPORTUNITIES POLICY AND PROCEDURE

EQUAL OPPORTUNITIES POLICY AND PROCEDURE EQUAL OPPORTUNITIES POLICY AND PROCEDURE State whether the document is: Trust wide Business Group Local APPROVAL COMMITTEE VALIDATION COMMITTEE (if Policy) DATE OF: APPROVAL State Document Type: Policy

More information

Equal Pay Statement and Information 2015

Equal Pay Statement and Information 2015 Equal Pay Statement and Information 2015 Contents 1. Introduction... 2 2. Commitment... 4 3. Purpose... 8 4. Approach... 10 5. Equal Pay Information... 12 6. Occupational Segregation... 14 7. Equal Pay

More information

Equality, Diversity & Inclusion (EDI) Policy Version 2.1

Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Original Author: Ariana Henderson Version 2.1 updated August 2013 Contents Confetti Institute of Creative Technologies... 2 Mission Statement...

More information

GUIDE TO EMPLOYMENT LAW IN GUERNSEY

GUIDE TO EMPLOYMENT LAW IN GUERNSEY GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum

More information

How To Be A Fair And Equal Service Provider

How To Be A Fair And Equal Service Provider The Equality Act: Guidance for small businesses Your role as a service provider under the Equality Act Your role as a service provider under the Equality Act This guide explains your obligations as a provider

More information

Introduction of a ban on the payment of referral fees in personal injury cases Equality Impact Assessment

Introduction of a ban on the payment of referral fees in personal injury cases Equality Impact Assessment Introduction of a ban on the payment of referral fees in personal injury cases Equality Impact Assessment Introduction This Equality Impact Assessment (EIA) relates to amendments to the Legal Aid, Sentencing

More information

Equality, Diversity and Inclusivity - Policy

Equality, Diversity and Inclusivity - Policy Equality, Diversity and Inclusivity - Policy 1. Purpose 1.1 The University of Kent is committed to the creation and support of a balanced, inclusive and diverse community which is open and accessible to

More information

Employment Law Update - Heptonstalls Solicitors October 2015 Issue 178. Shaun Pinchbeck LL.B shaun.pinchbeck@heptonstalls.co.uk Tel: 01405 765661

Employment Law Update - Heptonstalls Solicitors October 2015 Issue 178. Shaun Pinchbeck LL.B shaun.pinchbeck@heptonstalls.co.uk Tel: 01405 765661 Welcome to the latest edition of our Employment Law update. If you have any questions arising from these articles or any other queries, please do not hesitate to contact Shaun Pinchbeck, Head of Employment

More information

Advice on Disability Discrimination Law

Advice on Disability Discrimination Law Advice on Disability Discrimination Law Discrimination on the grounds of disability is unlawful under the Disability Discrimination Act 1995 (DDA). The initial Act was very limited, but has been extended

More information

Employment Law Update

Employment Law Update Employment Law Update Autumn 2008 Issue Contents Current Rates National Minimum Wage Maternity and Paternity Pay Compensation Limits Recent Developments National Minimum Wage and Tips Changes to Sex Discrimination

More information

Equal Opportunities EQUAL OPPORTUNITIES ACT 2006. Act. No. 2006-37 Commencement (LN. 2007/018) 1.3.2007 Assent 14.12.2006. Relevant current provisions

Equal Opportunities EQUAL OPPORTUNITIES ACT 2006. Act. No. 2006-37 Commencement (LN. 2007/018) 1.3.2007 Assent 14.12.2006. Relevant current provisions Equal Opportunities 2006-37 EQUAL OPPORTUNITIES ACT 2006 Principal Act Act. No. 2006-37 Commencement (LN. 2007/018) 1.3.2007 Assent 14.12.2006 Amending enactments Relevant current provisions Commencement

More information

Valuing Diversity, Promoting Equality, Equal Opportunity and Inclusion

Valuing Diversity, Promoting Equality, Equal Opportunity and Inclusion Safeguarding and Welfare Requirement: Equal Opportunities. Providers must have and implement a policy and procedure to promote equality of opportunity for children in their care, including support for

More information

Employment and Support Allowance legislative changes. Equality Impact Assessment April 2012

Employment and Support Allowance legislative changes. Equality Impact Assessment April 2012 Employment and Support Allowance legislative changes Equality Impact Assessment April 2012 Contents Glossary of Terms... 3 Purpose of Equality Impact Assessment... 4 Background to the Change... 5 Implementing

More information

RECRUITMENT AND SELECTION CHARTER

RECRUITMENT AND SELECTION CHARTER RECRUITMENT AND SELECTION CHARTER Effective from: 17 January 2012 Review date: March 2014 Version/Reference: Document owner: Version 2 (HR12/03) Human Resources Section RECRUITMENT AND SELECTION CHARTER

More information

What equality law means for you as an employer: pay and benefits.

What equality law means for you as an employer: pay and benefits. 3. What equality law means for you as an employer: pay and benefits. Equality Act 2010 Guidance for employers. Vol. 3 of 7. July 2011 Contents Introduction... 1 Other guides and alternative formats...

More information

The Equality Act What s new for employers?

The Equality Act What s new for employers? The Equality Act What s new for employers? Acas can help with your employment relations Every year Acas helps employers and employees from thousands of workplaces. That means we keep right up to date with

More information

2. The Commission incorporates a statutory Disability Committee with extensive decision-making powers.

2. The Commission incorporates a statutory Disability Committee with extensive decision-making powers. Response of the Equality and Human Rights Commission to the Office of Disability Issues consultation 'Improving protection from Disability Discrimination' Introduction 1. 1. The Equality and Human Rights

More information

Section 26 of the Act unifies existing legislation and clarifies harassment. Section 26 defines harassment, which now includes three specific types:

Section 26 of the Act unifies existing legislation and clarifies harassment. Section 26 defines harassment, which now includes three specific types: HARASSMENT 1 Section 26 of the Act unifies existing legislation and clarifies harassment. Section 26 defines harassment, which now includes three specific types: (1) Harassment which involves unwanted

More information

Equal Opportunity, Discrimination and Harassment

Equal Opportunity, Discrimination and Harassment Equal Opportunity, Discrimination and Harassment Last updated: 22 November 2011 EQUAL OPPORTUNITY, DISCRIMINATION AND HARASSMENT TABLE OF CONTENTS CONTENTS PAGE OVERVIEW... 2 EQUAL OPPORTUNITY LEGISLATION...

More information

Huntingdonshire District Council Equality Impact Assessment

Huntingdonshire District Council Equality Impact Assessment Service area Date of assessment December 2010 Name of strategy/policy/function/service to be assessed Is this a new or existing strategy/policy/function/service? Name of manager responsible for strategy/policy/function/service

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders

More information

INFORMATION SERVICES DEPARTMENT REGISTER ADMINISTRATOR JOB DESCRIPTION

INFORMATION SERVICES DEPARTMENT REGISTER ADMINISTRATOR JOB DESCRIPTION INFORMATION SERVICES DEPARTMENT REGISTER ADMINISTRATOR JOB DESCRIPTION REPORTING RELATIONSHIPS Responsible to: Learner Information Team Manager JOB PURPOSE You will be responsible for ensuring that the

More information

www.wrexham.gov.uk / www.wrecsam.gov.uk

www.wrexham.gov.uk / www.wrecsam.gov.uk www.wrexham.gov.uk / www.wrecsam.gov.uk This document is available on request in a variety of accessible formats for example large print or Braille. Feedback We welcome your feedback on this document.

More information

Performance and Development Review and Pay Progression Policy

Performance and Development Review and Pay Progression Policy Performance and Development Review and Pay Progression Policy To receive this document in large print, Braille, audio or a language other than English, please contact the Corporate Diversity Team on 01375

More information

Increasing the Magistrates Court fine limit Equality Impact Assessment

Increasing the Magistrates Court fine limit Equality Impact Assessment Increasing the Magistrates Court fine limit Equality Impact Assessment Introduction The Ministry of Justice tabled Government amendments at the Commons Report stage of the Legal Aid, Sentencing and Punishment

More information

EVERYONE COUNTS STRATEGY

EVERYONE COUNTS STRATEGY EVERYONE COUNTS STRATEGY Introduction The aim of the Equality and Diversity Strategy is to ensure that Great Places Housing Group promotes equality, tackles discrimination, values diversity, and continues

More information

Employee Rights. Everything you need to know

Employee Rights. Everything you need to know Employee Rights Everything you need to know If you have a complaint about any element of your work, then you must obtain urgent legal advice. The best way to obtain advice is to contact us immediately.

More information