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United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and ...
The UK has no explicit statute for minimum hours, although zero hours contracts have been used increasingly since the financial crisis of 2007–2008. Since Autoclenz Ltd v Belcher [2011] UKSC 41, zero hours clauses have been held to be ineffective, so that workers are legally entitled to a reasonable amount of work according to their usual ...
Resulting stress from lack of money during sick periods could equally be felt be a non-disabled person who was absent from work for a similar period. Once a tribunal had found that increasing sick pay was not a "reasonable adjustment" (s 4A) the test of justification was satisfied under s 3A(3). Sedley LJ said the following. [1]
This is a reasonable adjustment in respect of the DDA. At St Giles' Cathedral in Edinburgh, the ramp to the right of the stairs was added to comply with the DDA. The DDA 1995 departed from the fundamental principles of older UK discrimination law (the Sex Discrimination Act 1975 and the Race Relations Act 1976).
The Equality Act 2010 (Specific Duties) Regulations 2011 (SI 2011–2260), made on 9 September 2011, [40] required public authorities to publish information to demonstrate their compliance with the public sector equality duty and to identify one or more objectives which they thought they should work to achieve.
Accordingly, under s 6(3)(c), the duty to make reasonable adjustments included transferring an employee to "fill an existing vacancy" and this can include the possibility that a disabled person be placed at the same or higher grade without any competitive interview if that is reasonable under the circumstances.
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A reasonable accommodation is defined by the US Department of Justice as "change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those ...