The Equality Act is a law which protects you from discrimination. It means that discrimination or unfair treatment on the basis of certain personal characteristics, such as age, is now against the law in almost all cases. The Equality Act applies to discrimination based on: Age.
The Equality Act also protects people from discrimination arising from disability. This protects you from being treated badly because of something connected to your disability, such as having an assistance dog or needing time off for medical appointments.
What is the Equality Act? The Equality Act is a law which protects you from discrimination. It means that discrimination or unfair treatment on the basis of certain personal characteristics, such as age, is now against the law in almost all cases.
Protected Characteristics. The Equality Act covers the same groups that were protected by existing equality legislation – age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity.
The Act protects people against discrimination, harassment or victimisation in employment, and as users of private and public services based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations.
The Equality Act 2010 has replaced the Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, Employment Equality (Religion or Belief) Regulations 2003, Employment Equality (Sexual Orientation) Regulations 2003 and the Employment Equality (Age) Regulations 2006.
It has brought together over 100 separate discrimination measures, and harmonised them as far as possible through a new concept of 'protected characteristics'. These encompass all the old grounds on which discrimination was prohibited including disability, sex, race etc.
The Equality Act 2010 is an amalgamation of previous anti-discrimination laws and offers a comprehensive legal basis to ensure that individuals are protected from discrimination, and that those who experience it can take action. The Equality Act 2010 is a vital reference for employers and employees alike.
Disadvantages
- Age discrimination is still allowed as long as it has a legitimate aim.
- Still can only use two combined characteristics.
- A huge law to raise awareness of and has a lot of costly costs attached.
- New laws don't have a case law and few high profile cases.
- Children in school are not protected against age discrimination.
The Equality Act 2010 protects you against discrimination in the workplace at all stages of employment. This includes recruitment, employment terms and conditions, training, pay and benefits, promotion and transfer opportunities, dismissal or redundancy.
An introduction to the Equality Act 2010
The Act provides a legal framework to protect the rights of individuals and advance equality of opportunity for all. It provides Britain with a discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society.How does the Equality Act 2010 affect businesses which sell goods and supply services? The Equality Act 2010 (EqA 2010) prohibits businesses who provide services to the public (for payment or not) from discriminating against, harassing and victimising certain classes of persons.
Women continue to be marginalised even within protected characteristics under the 2010 Equality Act because the law, as it currently stands, is not fit for purpose. The law has a significant gap in its ability to protect women from the impacts of the discrimination of multiple protected characteristics in their lives.
Anti-discriminatory practice is fundamental to the ethical basis of care provision and critical to the protection of people's dignity. The Equality Act protects those receiving care and the workers that provide it from being treated unfairly because of any characteristics that are protected under the legislation.
Under the Equality Act, there are nine protected characteristics:
- age.
- disability.
- gender reassignment.
- marriage and civil partnership.
- pregnancy and maternity.
- race.
- religion or belief.
- sex.
It prohibits unfair discrimination by the government and by private organisations and individuals and forbids hate speech and harassment. The act establishes the divisions of the High Court and designated Magistrates' Courts as "Equality Courts" to hear complaints of discrimination, hate speech and harassment.
Equality before the law, also known as equality under the law, equality in the eyes of the law, legal equality, or legal egalitarianism, is the principle that each independent being must be treated equally by the law (principle of isonomy) and that all are subject to the same laws of justice (due process).
Employees may not be subjected to unwelcome conduct in the course of employment because of their race, color, religion, gender, sexual orientation, national origin, age, or disability.
The Equality Act 2010 protects you against discrimination in the workplace at all stages of employment. This means you cannot be asked questions about your health, sex, religion, marital status or disabilities, unless it is a mandatory pre-requirement of the job.
The Equality Act 2010 legally protects people from discrimination in both employment and accessing goods/services. It replaced previous anti-discrimination laws with a single Act, bringing together the: Sex Discrimination Act 1975.
How does the Equality Act 2010 affect businesses which sell goods and supply services? The Equality Act 2010 (EqA 2010) prohibits businesses who provide services to the public (for payment or not) from discriminating against, harassing and victimising certain classes of persons.
The Commission is the regulatory body responsible for enforcing the Equality Act 2010. We are also accredited by the United Nations as an “A status” national human rights institution. Our duties include reducing inequality, eliminating discrimination and promoting and protecting human rights.
This means you can take action in the civil courts. Indirect discrimination is when there's a practice, policy or rule which applies to everyone in the same way, but it has a worse effect on some people than others. The Equality Act says it puts you at a particular disadvantage.
Disability Discrimination. Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability.
nine protected characteristics
However, federal law limits how much you can be awarded for emotional distress, out-of-pocket losses (such as the costs of looking for a new job), and punitive damages. The maximum combined award for these damages ranges from $50,000 to $300,000, depending on the size of your employer.
By doing this, it's not only the business employees that benefit, but also the customers. The Act was introduced in the UK to eliminate unlawful discrimination, create equal opportunities, and promote good relations between people in a workforce. It also makes it unlawful for employers to discriminate against workers.
from IHREC
The Equal Status Acts 2000-2018 ('the Acts') prohibit discrimination in the provision of goods and services, accommodation and education. They cover the nine grounds of gender, marital status, family status, age disability, sexual orientation, race, religion, and membership of the Traveller community.The Equality Act 2010 includes provisions that ban age discrimination against adults in the provision of services and public functions. The ban came into force on 1 October 2012 and it is now unlawful to discriminate on the basis of age unless: the practice is covered by an exception from the ban.
Perhaps the first and most obvious consequence is the possibility of the organisation being fined for non-compliance. Fines for the most serious safety breaches are now routinely in the hundreds of thousands of pounds.
Each characteristic is addressed in the Act in summary as follows:
- Age.
- Disability.
- Gender Reassignment.
- Marriage & Civil Partnership.
- Pregnancy & Maternity.
- Race.
- Religion or Belief.
- Sex.
