What is the main purpose of the Equality Act 2010?
What changes should employers make to their practices and procedures in light 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?
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?
In light of the changes implemented by the Equality Act 2010, employers should review and, if necessary, amend their existing policies and procedures (in particular those relating to equal opportunities, recruitment and harassment).
For example, policies on equal opportunities and recruitment should clearly state that it is unlawful to discriminate directly or indirectly in recruitment or employment because of any of the nine "protected characteristics" in the Equality Act 2010. These are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The concepts of associative and perceptive discrimination should also be introduced in the policies where relevant.
In relation to reviewing contracts of employment, employers should be aware that a pay secrecy clause contained in an employee's contract of employment will be unenforceable where the employee is involved in a relevant pay discussion.
Employers should ensure that line managers are aware of the need to prevent third-party harassment against employees by, for example, a client or supplier.
Staff involved with management or recruitment should be trained on the main provisions of the Act and recruitment processes should be reviewed and amended to ensure that any health-related questions asked are lawful under the Act.
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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