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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 ...
In the 1964 general election, the Labour Party's manifesto had proposed a charter of rights including 'the right to equal pay for equal work'. [2] September 1965 saw the Trades Union Congress resolving 'its support for the principles of equality of treatment and opportunity for women workers in industry, and calls upon the General Council to request the government to implement the promise of ...
Direct" discrimination is when a worker is treated less favourably because of a protected characteristic (e.g. gender or race) compared to another person (with a different gender or race), unless employers can show that a person's characteristic is a "genuine occupational requirement". [388] "Indirect" discrimination is when employers apply a ...
Employers have vicarious liability for harassment by their employees under section 3 of the Protection from Harassment Act 1997 (see Majrowski v Guy's and St Thomas' NHS Trust [48]). For employees this may provide an easier route to compensation than claims based on discrimination legislation or personal injury claims for stress at work, as the ...
Employers have vicarious liability for harassment by their employees under the Protection from Harassment Act 1997, (see Majrowski v Guy's and St Thomas' NHS Trust). For employees this may provide an easier route to compensation than claims based on discrimination legislation or personal injury claims for stress at work, as the elements of ...
Unison, the Royal College of Nursing and Unite have written to Health Secretary Wes Streeting urging him to ‘ditch’ the pay review body process.
The Act clarifies existing legislation and simplifies the definition of direct discrimination, extends the definitions of indirect discrimination and harassment, regulates pay secrecy clauses in employment contracts and the use of health questionnaires by employers. [325] It gives employment tribunals new powers to make recommendations to ...
These consisted, primarily, of the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting against discrimination in employment on grounds of religion or belief, sexual orientation and age. [2]