Employer obligations under the equality act 2010

Equality Act: Six things employers need to know

Are you aware how long a condition must last in order to be considered a disability? It can, at its discretion, provide legal assistance to people who wish to bring claims to the Equality Tribunal.

They will go ahead according to the legislation under which they were brought, even if they may have continued after 1 October Public sector bodies with staff or more will be required to publish their gender pay gaps from next year.

At present is no requirement for an employer to disclose to the public the amount its staff are paid. Ban on pre-employment health questions Current law: The current law in this area is inconsistent.

Specific situations covered by employment equality legislation Disability: Under the Act, all forms of direct discrimination based on association with someone who has a protected characteristic and perception related to a protected characteristic will be prohibited.

For example, would you know which employee health conditions are, and are not, defined as a disability? This is also true of any legal proceedings. Under employment equality legisation you are protected against victimisation if you bring a claim or are involved in a complaint of unlawful discrimination against your employer.

The ban came into force on 1 October and it is now unlawful to discriminate on the basis of age unless: Asking and responding to questions of discrimination A good practice Acas guide, Issues of discrimination can be complex.

Find out more about how to complain about unlawful treatment in the Discrimination: What if staff performance suffers due to a disability?

It investigates or mediates claims of unlawful discrimination under equality legislation. October Equality Act provisions which came into force on 1 October Then, once a job offer has been made, employers can check whether the applicant is fit to do the job and make adjustments to the role or work environment where needed to ensure that the new employee can carry out the role.

Their decisions will be announced in due course. The legislation defines discrimination as treating one person in a less favourable way than another person based on any of the following 9 grounds: Bullying at work which is linked to one of the 9 discriminatory grounds above comes under employment equality legislation.

The Equality Act 2010 – what employers need to know

It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. Pregnancy-related discrimination is discrimination on the ground of gender and includes recruitment, promotion and general conditions of employment.

Overview The Equality Act legally protects people from discrimination in the workplace and in wider society. To be aware of what this means in practice, see the set of three new main guides:Equality in the workplace.

Information. This means that your employer may not penalise you by dismissal, unfair treatment or an unfavourable change in your conditions of employment.

It investigates or mediates claims of unlawful discrimination under equality legislation. Page edited: 14 January Related Documents. Harassment. Equality Act is up to date with all changes known to be in force on or before 11 September There are changes that may be brought into force at a future date.

Revised legislation carried on this site may not be fully up to date. Changes and effects are recorded by our editorial team in. The Equality Act employment implications for the NHS The Equality Act came into effect from 1 October It will, responsibilities under the public sector Equality Duty and robustly Equality Act what’s new & what’s changed: at a glance Source: ACAS NewNew New.

Stay up to date with your rights and obligations under the UK Employment Law. The Equality Act became law in It covers everyone in Britain and protects people from discrimination, harassment and/or victimisation.

Everyone in Britain is protected. This is because the act protects people against.

The Equality Act 2010

The Equality Act (the Equality Act) is the law that bans the unfair treatment of employees (i.e. on the grounds of age, disability, race, sex, etc.) and helps achieve equal opportunities in the workplace and in wider society.

Managers/employers would be well advised to familiarise themselves with the legislation to ensure that they are meeting. The Equality Act will come into force from October 1 in an attempt to improve equality and diversity in UK workplaces.

The Act creates an obligation on private sector employers with

Employer obligations under the equality act 2010
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