|
|
The Employment Equality (Age) Regulations 2006 ("the Regulations") came into force on 1st October 2006, making it unlawful to discriminate against current, prospective and former employees or workers on grounds of age. The Regulations were repealed and replaced by the Equality Act 2010 ("the EqA"), which governs acts of age discrimination committed on or after the 1 October 2010.
Under the transitional arrangements the EqA will also apply to continuing acts of discrimination that started before, and carried on after, 1 October 2010. Tribunal claims in relation to discriminatory acts that took place wholly before 1 October 2010 will still be governed by the Regulations.
Age is one of nine protected characteristics covered by the EqA that has consolidated and harmonised the legislation on disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation also. As a consequence, although most of the provisions set out in the Regulations are replicated by the EqA, and are written in broadly similar terms, the EqA also makes a number of changes and has introduced some new provisions that strengthen the law.
Discrimination HR Resources | Last updated: 30/04/2012 12:43:00
|
ACAS, in collaboration with the NHS' Mindful Employer initiative, has published a training package and guidance for employers aimed at promoting postive mental health in the workplace.
Promoting positive mental health at work has been designed to work with employers to:
Challenge stigmas
Concentrate on feesible steps an employer can make to help
Listen with empathy and cultivate solutions
Blog Article | Last updated: 20/04/2012 11:34:00
|
Discrimination occurs when someone is treated less favourably than another person and can take many forms. The Equality Act 2010 ("the EqA") governs acts of discrimination committed on or after the 1 October 2010.
Discrimination HR Resources | Last updated: 11/04/2012 11:06:00
|
It is unlawful to discriminate or harass prospective, current and former employees, workers, contractors and the self-employed on the grounds of a religion or belief.
Discrimination HR Resources | Last updated: 11/04/2012 10:54:00
|
THE LEGAL FRAMEWORK
The Disability Discrimination Act 1995 came into force on 2 December 1996 making it unlawful to discriminate on grounds of disability. The scope of the Act was subsequently widened by the Disability Discrimination Act 1995
Discrimination HR Resources | Last updated: 11/04/2012 10:46:00
|
It is unlawful to discriminate or harass prospective, current or former employees, workers, contractors and the self-employed on the grounds of sexual orientation.
The Equality Act 2010 ("the EqA") governs acts of discrimination committed on or
Discrimination HR Resources | Last updated: 11/04/2012 10:33:00
|
The following changes are due to come into force on 6 April 2012
Unfair Dismissal
Employees whose employment is due to start on or after 6 April will be subject to an increase in the qualifying period for unfair dismissal. The period has increased from one to two years.
Employment tribunal procedure
Deposit orders
The maximum deposit that a tribunal can order a party to pay will increase
Blog Article | Last updated: 03/04/2012 09:54:00
|
Jane Cordell who is deaf had been employed as a diplomat by the Foreign and Commonwealth Office for a decade. In 2010 she was offered a posting as an ambassador in Kazakhstan but the FCO subsequently withdrew the offer because a lip reader was too expensive.
Although the FCO had previously provided a lip reader for Jane Cordell when she had been posted in Poland, in this instance it said it coul
Blog Article | Last updated: 28/03/2012 16:26:00
|
The law on equal pay formed parted of the government`s Discrimination Law Review that ultimately led to the introduction of the Equality Act 2010 ("the EqA 2010). The main provisions the EqA 2010, including those governing equal pay, came into force on 1 October 2010.
Discrimination HR Resources | Last updated: 05/03/2012 16:55:00
|
In Zarkasi v Anandita, Ms Zarkasi was an Indonesian domestic worker recruited from Indonesia to work for a family in the UK. To enter the UK she obtained an identity card, passport and visa from a passport office in Jakarta using a false identity. Ultimately she left her employer and brought a number of employment claims in the Employment Tribunal ("the ET").
It was held by the ET that she had
Blog Article | Last updated: 02/03/2012 10:25:00
|
|
|