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Prevent discrimination: support equality 418kb explains where discrimination is most likely to arise in the workplace and how to stop it happening.
To be aware of what this means in practice, see the set of three new main guides: Equality and discrimination: understand the basics 415kb outlines the fundamentals of what employers, and employees and their representatives need to know, and must and should do to make.
Find out more about who is protected from discrimination, the types of discrimination under the law and what action you can take if you feel youve been unfairly discriminated against.The Commission has published new non-statutory guidance on: Devolution Section 153 of the act enables the Welsh and Scottish ministers to impose specific duties on certain Welsh and Scottish public bodies through secondary legislation.There are special rules about recurring or fluctuating conditions, eg arthritis.Exceptions under the Order are: age-based concessions eenadu sunday book 14 november 2010 age-related holidays age verification clubs and associations concessions financial services immigration residential park homes sport These specific exceptions are in addition to: general exceptions already allowed by the Act positive action measures objective justification There are no specific.It sets out the different ways in which its unlawful to treat someone.Equalities Act 2010: legislation Equality Act 2010 on the website Explanatory notes on the website Legislation repealed or revoked by the Equality Act A list of all legislation that was repealed or revoked on is available in Schedule 27 to the act.Associative discrimination - this is direct discrimination against someone because they are associated with another person who possesses a protected characteristic.This is also true of any legal proceedings.Asking and responding to questions of discrimination.View more details about Acas' Workshops, projects and business solutions.
People with progressive conditions can be classed as disabled.
Specific duties The Equality Act 2010 (Specific Duties) Regulations 2011 came into force on 10 September 2011.
It requires public bodies to have due regard to the need to: eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Act; advance equality of opportunity between people who share a protected characteristic and people who do not share it; and foster.The consultation closed on 25 November 2011.It does not outlaw the many instances of different treatment that are justifiable or beneficial.However, the headings of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity are now to be known as 'protected characteristics'.To allow people and organisations enough time to prepare for the new laws, the provisions of the Act were brought in at different times (known as commencement dates).It also requires that public bodies have due regard to the need to: eliminate discrimination advance equality of opportunity foster good relations between different people when carrying out their activities Who the Equality Duty applies to The Equality Duty applies across Great Britain to the.Find out more about how to complain about unlawful treatment in the.Acas can offer tailored advice, diagnosis, policy development services and specialist in-house support as well as bespoke training packages to help you address the challenges faced by your organisation.Key points, an employer must consider making 'reasonable adjustments' for a disabled employee or job applicant if: it becomes aware of their disability and/or they ask for adjustments to be made and/or a disabled employee is having difficulty with any part of their job and/or.