United Kingdom
Cookies and privacy
skip navigation
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.
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? 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?
Section 124 of the Equality Act 2010 introduces a new power for employment tribunals to issue recommendations where an individual has brought a successful discrimination claim against his or her employer.
A tribunal can recommend that, within a specified time period, the employer take certain steps to reduce the adverse effect of any matter to which the tribunal proceedings relate on the claimant or any other person. Therefore, the recommendation can apply to the employer's wider workforce and can be made even if the claimant no longer works for the employer.
Want to see more?