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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 ...
Mandatory tuberculosis testing for a long term UK visa The UK visa in a Russian student's passport. Visitors entering the UK, the Channel Islands and/or the Isle of Man who do not qualify for one of the visa exemptions listed above have to apply for a visa in advance through the UK Visas and Immigration at a visa application centre.
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.
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 ...
The UK Home Office also confirmed that dependants of postgraduate international students with a Graduate Route post study work visa from 2021 will retain leave to remain and the right to work in the UK provided they were in the country with them during the international student’s postgraduate studies. [46]
Furthermore, the duty under the DDA 1995 to make reasonable adjustments overrode the Local Government and Housing Act 1989 s 7 requiring that staff be appointed by merit. In conclusion, the tribunal had never considered whether the council had fulfilled its s 6 duty, and that the case should be remitted to determine that question.
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An employer may be able to end an employment relationship without dismissing an employee where the employee's functionality and capacity to undertake their work has been permanently compromised, however tribunals are wary of cases involving employers claiming to have experienced contractual frustration in preference to making reasonable ...