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Jump to New and expectant mothers - The law on health and safety of specific vulnerable people, namely children and young persons, new or expectant mothers, disabled persons, night workers, homeworkers, lone workers, and temporary workers.
A table providing examples of reasonable adjustments.
Under s.20 of the Equality Act 2010, where a provision, criterion or practice of the employer's, or a physical feature of premises occupied by the employer puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, the
The law on disability discrimination, including the Equality Act 2010, the definition of disability, direct discrimination, indirect discrimination, justification, harassment, third-party harassment, the Protection from Harassment Act 1997, victimisation, occupational requirements, pre-employment medical
These tables summarise pay awards in the finance sector monitored by the XpertHR pay databank.
Under the Equality Act 2010, it is unlawful to reject a disabled job candidate if the reason for rejection is because they have a disability. In contrast, if rejection is because of "something arising in consequence of" their disability, this can, potentially, be justified. Examples could include
Jump to Equipment and accessible formats - Practical guidance on how to support an employee who becomes disabled, including the duty to make reasonable adjustments under the disability discrimination provisions of the Equality Act 2010.
The law on discrimination in recruitment and selection, including the impact of the Equality Act 2010 on recruitment, direct discrimination, indirect discrimination, the duty to make reasonable adjustments, positive action, occupational requirements, monitoring and keeping records.
Line manager training guide providing an overview of discrimination law and practical guidance on the role of line managers in recognising and handling equality and discrimination issues.
Yes. The positive action provisions in s.159 of the Equality Act 2010 apply to all the protected characteristics in the Act (ie age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation). However, in relation
Jump to Ill-health retirement and permanent health insurance - Practical guidance on dealing with an employee with a poor sickness absence record, including obtaining a medical report; disability discrimination; and dismissal for ill health.
Under the Equality Act 2010, direct discrimination based on association is unlawful. In the context of disability discrimination, this means that an employer cannot discriminate against an employee because of their association with a disabled person, for example because they are the carer for a
A model letter to set out what steps are being taken to allow an employee with a health condition who is clinically extremely vulnerable to return to the workplace safely.
A model letter to arrange a discussion with an employee with a health condition who is clinically extremely vulnerable to review what steps could be taken to allow them to return to the workplace safely.
These tables summarise pay awards in the engineering and metals sector monitored by the XpertHR pay databank.
Jump to Non-disabled applicants and the Equality Act 2010 - Practical guidance on the duty to make reasonable adjustments during the recruitment process, including the interview; and questions about health and disability.
A model letter to offer alternative work to an employee with a health condition who is clinically extremely vulnerable to return to the workplace safely.
In Wright-Turner v London Borough of Hammersmith and Fulham and another, the employment tribunal held that a senior council officer's dismissal while on sick leave, with no warning, fair procedure or opportunity to appeal, was unlawful disability discrimination.
Under the Equality Act 2010, an employer will not be liable for discrimination arising from disability where the employer "did not know, and could not reasonably have been expected to know" that the disabled person concerned had the disability (s.15(2)). The Employment statutory code of practice
Provided that driving is an essential part of the job being advertised, there should be no problem for an employer in stating in a job advert that applicants must hold a full driving licence. However, such a provision will discriminate against people with certain disabilities, for example epilepsy,