Recent reform has introduced new legislation, most notably the Equality Act 2010 which came into force on 1st October 2010.
Discrimination law needed to be reformed because it had grown over a number of years, from various sources, and was too complex for previous legislation.
The Commission for Equality and Human Rights was created in October 2007. It took over roles previously provided by the:
One of the major changes introduced by the Equality Act 2010 is that it is generally unlawful to ask pre-employment disability and health questions to job applicants.
Generally, the law seeks to provide protection from discrimination in these specific areas:
Yes. Discrimination can be split between Direct Discrimination and Indirect Discrimination.
Yes. Applications must be made to an Employment Tribunal within three months of the discriminatory act.
Compensation can be unlimited, and can include an award for injury to feelings.
Harassment is a form of discrimination. It occurs where a person engages in unwanted conduct:
Harassment also occurs where a person rejects sexual harassment, and as a result is treated less favourably than they would have been had they not rejected the advances.
Crucially, an employer may acquire liabilities for discriminatory actions taken by its employees. Therefore it is very important for employers to:
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