Search results
Results from the WOW.Com Content Network
The Equality Act 2010 [1] (c. 15), often erroneously called the Equalities Act 2010, is an act of Parliament of the United Kingdom passed during the Brown ministry with the primary purpose of consolidating, updating and supplementing the numerous prior Acts and Regulations, that formed the basis of anti-discrimination law in mostly England ...
The employer's obligation is, broadly, to take such steps as it is reasonable to have to take to avoid the disadvantage (s 20 Equality Act 2010). 'Substantial' means only more than minor or trivial (s 212(1) Equality Act 2010). A further strand of the duty can require an employer to provide an auxiliary aid or service (s 20(5) Equality Act 2010).
Discrimination: Where an employee has grounds to believe that he or she has been discriminated against in being dismissed, the Equality Act 2010 may apply. (The Equality Act 2010 is a consolidating reform which repeals and replaces the Race Relations Act 1976, the Disability Discrimination Act 1995, the Equal Pay Act 1970 and the Sex ...
The Worker Protection (Amendment of Equality Act 2010) Act 2023 [1] (c. 51) is an act of the Parliament of the United Kingdom. [2] It was passed on 20 October 2023 and received royal assent on 26 October 2023. [3] It was introduced as a private members' bill by Wera Hobhouse and Baroness Burt of Solihull. The aim of the act is to prevent sexual ...
The Equality Act 2010 protects against discrimination on grounds of race, gender, belief, disability, age, and sexual orientation. The Equality Act 2010 embodies the principle that people should treat one another according to the content of their character, and not another irrelevant status, to foster social inclusion. [381]
The 1998 Employment Equality Act (IE9909144F), [23] repealing the 1974 Anti-Discrimination (Pay) Act and the 1977 Employment Equality Act Israel The 1998 Law for Option Equality at Work and the 1996 Law for Equal Pay for Female Worker and Male Worker Italy The Constitution (Articles 3 and 37), [24] Law 903/1977 (Article 2), and Law 125/1991 Latvia
Equality Act 2010: Claims of breach of equality clauses; Failure to provide equality of terms; When a case is referred by another court; Trade Union and Labour Relations (Consolidation) Act 1992: Unfair dismissal and other actions for reasons related to trade union membership or participation in industrial action
They require employers to treat agency workers and permanent staff equally in their contract terms on: Hours and holiday time; Pay, including sick pay; Time off for parenting (for women only) Discrimination law (though this is unnecessary because agency workers are already explicitly covered by the Equality Act 2010. [6])