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Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.


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What is the main purpose of the Equality Act 2010?

Have all the provisions in the Equality Act 2010 been in force from October 2010?

Is there any statutory guidance for employers on the Equality Act 2010?


What is the right to bring a claim for discrimination arising from disability under the Equality Act 2010?

Section 15 of the Equality Act 2010 introduced the claim of discrimination arising from disability. This means that it is unlawful for an employer to treat an employee unfavourably because of something arising in consequence of his or her disability (for example, the need for the employee to attend regular hospital appointments because of his or her disability) where the employer knows, or could reasonably be expected to know, that the employee has a disability. An employer may successfully defend a claim if it can justify the unfavourable treatment on the basis that it is a proportionate means of achieving a legitimate aim.

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Under the Equality Act 2010, can an employee bring a claim for harassment where the unwanted conduct is not directed at him or her?

If a third party harasses an employee, will his or her employer be liable for the third party's actions under the Equality Act 2010?

What changes should employers make to their practices and procedures in light of the Equality Act 2010?

Under the Equality Act 2010 can an employer still ask questions about a prospective employee's health?

Is it a breach of the law on disability discrimination to ask about health during recruitment?

How is the obligation to make reasonable adjustments in the recruitment process affected by the rules on health enquiries?

Can employers make conditional offers subject to health clearance and then withdraw an offer if the health requirement is not met?

What new powers does the Equality Act 2010 confer on employment tribunals?

Does the Equality Act 2010 outlaw pay secrecy clauses?

Does the Equality Act 2010 outlaw associative discrimination?

How do the positive action provisions in the Equality Act 2010 that relate to recruitment and promotion work?

Are employers obliged to take positive action towards under-represented groups under the Equality Act 2010?

In what circumstances do the positive action in recruitment and promotion provisions apply?

What is the main risk for an employer that applies the positive action in recruitment and promotion provisions?

What is the difference between positive action and positive discrimination?

Are employers able to use both the general and the recruitment and promotion positive action provisions?

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