Equality Act 2010

On 1 October 2010 the Equality Act 2010 came in to force, simplifying the current equality laws and bringing them all together under one piece of legislation. The new law takes over from the old equalities and discrimination laws. It replaces all the existing equality law including:

• Equal Pay Act 1970
• Sex Discrimination Act 1975
• Disability Discrimination Act 1985
• Race Relations Act 1976.

The act protects people from discrimination on the basis of the following protected characteristics:

• race
• sex
• sexual orientation (lesbian, gay, bisexual or heterosexual)
• disability (or because of something connected with their disability)
• religion or belief
• gender reassignment
• pregnancy
• age (this applies only at work or if someone is being trained for work)
• marriage and civil partnerships (this applies only at work or if someone is being trained for work).

Important changes to protection

The act gives individuals greater protection from discrimination. It also makes it easier for employers and companies to understand their responsibilities.

A number of other changes have been made to areas that the law prohibits. Below is a summary of some key changes

• The Bill makes it unlawful for employers to ask job applicants questions about disability or health before making a job offer, except in specified circumstances.
• The Equality Act states that mothers can breastfeed their children in places like cafes and shops and not be asked to leave
• Changes have been made to the definition of gender reassignment, by removing the requirement for medical supervision.
• The act has extended protection in private clubs to include sex, religion or belief, pregnancy, maternity and gender reassignment.

The majority of the Act was introduced on 1 October 2010, however further areas will be phased in between 2010-13.

For more information please contact the |Corporate Policy and Partnerships Team