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Age discrimination notes 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 The Regulations were repealed and replaced by the Equality Act 2010 ("the EqA"), which governs acts of age discrimination committed on or after the 1 October 2010.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
Sex and race discrimination guidance notes 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
Religion or belief discrimination guidance notes 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
Disability discrimination guidance notes 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
Public sector equality duty factsheet Single Public Sector Equality Duty. The Public Sector Equality Duty (PSED) came into force on 5 April 2011. The PSED consists of a general equality duty, contained in the Equality Act 2010, and further specific duties, as set out by secondary legislation. Discrimination HR Resources \| Last updated: 22/02/2012 15:55:00
Equal opportunities policy guidance notes Legal framework The law prohibiting discrimination in the workplace is principally governed by the Equality Act 2010, which received Royal Assent on 8 April 2010 and the majority of its provisions came into force on 1 October 2010. The Equality Act consolidates the numerous pieces of legislation that had been developed since the 1970s and seeks to adopt a single approach where appropriate. It also strengthens the law in certain areas. The following have all been repealed and replaced by the Equality Act 2010: • Equal Pay Act(1970) • Sex Discrimination Act (1975) • Race Relations Act (1976) • Disability Discrimination Act (1995) • The Employment Equality (Religion or Belief) Regulations (2003) • The Employment Equality (Sexual Orientation) Regulations (2003) • Employment Equality (Age) Regulations (2006) The Equality and Human Rights Commission (the EHRC) is an independent statutory body whose principle aims are to reduce inequality, eliminate discrimination, strengthen good relations between people, and promote and protect human rights. The ECHR has produced statutory Codes of Practice on meeting the legal obligations under the Equality Act in each of the following areas: • Employment • Equal pay, and • Services, Public Functions and Associations Discrimination HR Resources \| Last updated: 06/02/2012 16:14:00
Equal opportunities guidance notes Since the 1970`s, successive UK governments have promoted equal opportunities within the workplace through the introduction of equal pay and discrimination legislation, namely: Sex Discrimination Act 1975 Race Relations Act 1976 Disability Di Discrimination HR Resources \| Last updated: 06/02/2012 13:55:00
Third party harassment must relate to a protected characteristic Clarkslegal LLP was instructed to act on one of the first employment tribunal cases concerning third party harassment. In this case, Clarkslegal represented the employer in a case where the employer's ex-employee made a claim for third party harassment. The controversial third party harassment laws can see employers liable for acts of harassment committed by third parties where: A third part Blog Article \| Last updated: 30/01/2012 14:27:00
Bullying and harassment factsheet Harassment in the workplace leads to a hostile and unpleasant working environment. It affects the performance of employees and can cause demoralisation, stress, increased absenteeism, high turnover and damage to the organisation`s reputation. Discrimination HR Resources \| Last updated: 17/01/2012 15:50:00
Religious observance factsheet Protection from discrimination Discrimination on the grounds of religion or belief was first introduced under the Employment Equality (Religion or Belief) Regulations 2003. These regulations were repealed and replaced on 1 October 2010 by the Eq Discrimination HR Resources \| Last updated: 17/01/2012 15:41:00
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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

Sex and race discrimination guidance notes

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

Religion or belief discrimination guidance notes

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

Disability discrimination guidance notes

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

Public sector equality duty factsheet

Single Public Sector Equality Duty. The Public Sector Equality Duty (PSED) came into force on 5 April 2011. The PSED consists of a general equality duty, contained in the Equality Act 2010, and further specific duties, as set out by secondary legislation.

Discrimination HR Resources | Last updated: 22/02/2012 15:55:00

Equal opportunities policy guidance notes

Legal framework The law prohibiting discrimination in the workplace is principally governed by the Equality Act 2010, which received Royal Assent on 8 April 2010 and the majority of its provisions came into force on 1 October 2010. The Equality Act consolidates the numerous pieces of legislation that had been developed since the 1970s and seeks to adopt a single approach where appropriate. It also strengthens the law in certain areas. The following have all been repealed and replaced by the Equality Act 2010: • Equal Pay Act(1970) • Sex Discrimination Act (1975) • Race Relations Act (1976) • Disability Discrimination Act (1995) • The Employment Equality (Religion or Belief) Regulations (2003) • The Employment Equality (Sexual Orientation) Regulations (2003) • Employment Equality (Age) Regulations (2006) The Equality and Human Rights Commission (the EHRC) is an independent statutory body whose principle aims are to reduce inequality, eliminate discrimination, strengthen good relations between people, and promote and protect human rights. The ECHR has produced statutory Codes of Practice on meeting the legal obligations under the Equality Act in each of the following areas: • Employment • Equal pay, and • Services, Public Functions and Associations

Discrimination HR Resources | Last updated: 06/02/2012 16:14:00

Equal opportunities guidance notes

Since the 1970`s, successive UK governments have promoted equal opportunities within the workplace through the introduction of equal pay and discrimination legislation, namely: Sex Discrimination Act 1975 Race Relations Act 1976 Disability Di

Discrimination HR Resources | Last updated: 06/02/2012 13:55:00

Third party harassment must relate to a protected characteristic

Clarkslegal LLP was instructed to act on one of the first employment tribunal cases concerning third party harassment. In this case, Clarkslegal represented the employer in a case where the employer's ex-employee made a claim for third party harassment. The controversial third party harassment laws can see employers liable for acts of harassment committed by third parties where: A third part

Blog Article | Last updated: 30/01/2012 14:27:00

Bullying and harassment factsheet

Harassment in the workplace leads to a hostile and unpleasant working environment. It affects the performance of employees and can cause demoralisation, stress, increased absenteeism, high turnover and damage to the organisation`s reputation.

Discrimination HR Resources | Last updated: 17/01/2012 15:50:00

Religious observance factsheet

Protection from discrimination Discrimination on the grounds of religion or belief was first introduced under the Employment Equality (Religion or Belief) Regulations 2003. These regulations were repealed and replaced on 1 October 2010 by the Eq

Discrimination HR Resources | Last updated: 17/01/2012 15:41:00

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