Some of the provisions of the Equality Act 2010 which are coming into force on 1 October 2010 are:
Protection against direct and indirect discrimination, harassment and victimisation in services and public functions; premises; work; education; associations, and transport.
Changing the definition of gender reassignment, by removing the requirement for medical supervision.
Levelling up protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic, so providing new protection for people like carers.
Clearer protection for breastfeeding mothers;
Definition of indirect discrimination applied to all protected characteristics except pregnancy and maternity. It arises where a person applies a provision criterion or practice (PCP) which is discriminatory in relation to a relevant protected characteristic.
Replacing “disability-related discrimination” with “discrimination arising from disability”.
Extending protection from 3rd party harassment to all protected characteristics.
Making it more difficult for disabled people to be unfairly screened out when applying for jobs, by restricting the circumstances in which employers can ask job applicants questions about disability or health.
Allowing hypothetical comparators for direct gender pay discrimination.
Making pay secrecy clauses unenforceable.
Extending protection in private clubs to sex, religion or belief, pregnancy and maternity, and gender reassignment.
Introducing new powers for employment tribunals to make recommendations which benefit the wider workforce.
As a result of the Equality Act 2010, employers are strongly advised to update the following:
We are able to provide each of the above policies for a fixed fee of £50 plus VAT per policy up until 30 October 2010.
