The scope of discrimination legislation in force covers job applicants and workers (including workers under a contract for apprenticeship) and in certain circumstances former workers and workers who work wholly or partly in Great Britain. Volunteers working under a non-contractual volunteer agreement will normally not be covered unless they perform their services under a contractual arrangement. The legislation covers workers before, during and after employment.

Job applicants are specifically protected against any discrimination in the arrangements made by an employer in determining who should be offered a job. This also applies in relation to the terms that are offered to job applicants and in relation to an employer’s refusal or deliberate omission to offer an applicant a job.

During employment, workers are covered in respect of discrimination which occurs during the employment relationship. Employers are prevented from discriminating in the terms of employment which are offered, in the way that they are offered and in relation to opportunities for promotion, transfer or training or any other benefits, facilities or services. Discrimination can also apply by refusing or deliberately omitting to afford access to the above or by dismissing the employee or subjecting them to any other detriment.

After employment has ended, ex-workers are protected against any unlawful discrimination and/or harassment where it arises out of and is closely connected to their employment relationship. Common situations in which this can arise include a refusal to provide references, handling an appeal against dismissal in a discriminatory fashion, refusing to reinstate a worker or refusing to pay a compensatory award for discrimination.

The scope of an employer’s liability for discriminatory acts covers both their own acts, whether direct or indirect, and also the actions of their workers or agents carried out in the course of their employment. This obligation applies whether or not they are done with the employer’s knowledge or approval or with the authority of the employer

 

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Sex Discrimination

Sex is a "protected characteristic" under the Equality Act 2010. As well as being liable for its own actions, there are circumstances in which an employer will be liable for the acts of others.

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Race Discrimination

Employees are protected during their employment and, indeed, on termination of their employment, against unfair treatment on racial grounds.

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Religion or belief Discrimination

Discrimination on the grounds of religion and belief became unlawful in relation to employment and vocational training from the 2nd December 2003.

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Disability Discrimination

Discrimination on the grounds of religion and belief became unlawful in relation to employment and vocational training from the 2nd December 2003.

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Age Discrimination

In order to comply with the European Directive, the Government has introduced regulations relating to Age Discrimination effective from the 1st October 2006 and the Equality Act 2010.

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Pregnancy and Maternity Discrimination

Pregnancy and maternity discrimination differ from other forms of direct discrimination because it does not require the woman to show that she has been treated less favourably than someone else.

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Gender Reassignment Discrimination

Gender reassignment is one of the protected characteristics under the Equality Act 2010.Gender reassignment is the process of transitioning from one gender to another.

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Marriage and Civil Partnership Discrimination

Marriage and Civil partnerships discrimination at the workplace is where an employee is treated differently because he or she is either married or in a civil partnership.

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Sexual Orientation Discrimination

Sexual orientation discrimination in the workplace is when an employee is treated differently because of their sexual orientation. The treatment doesn’t have to intentional for it to be unlawful.

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