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 These regulations were repealed and replaced on 1
Introduction Personal relationships among co-workers pose several risks to the business. They can lead to: Interference or influence in day to day activities Nepotism or favouritism Breach of confidentialityUnacceptable conduct
Bullying and 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
“Age” is one of nine characteristics protected by the Equality Act 2010 (EqA) and covers discrimination based on all ages, young and old.
The Equality Act 2010 (“the EqA”) replicates the former legislation preventing discrimination as regards terms and conditions of employment between men and women and introduces some new provisions aimed at
As a general rule employees and job applicants, ex-employees and "workers" (which includes employees, agency workers, casual workers and, in some cases, workers who are self-employed) are protected from discrimination
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 (Gender Pay Gap Information) Regulations 2016 (“the Regulations”) came into force on 6 April 2017 with the requirement for certain organisations to be published on or