Discrimination Definition Equality Act 2010

Religion refers to any religion, including the absence of religion. Faith refers to any religious or philosophical belief and includes a lack of faith. In general, a belief should influence your life choices or way of life so that it is included in the definition. Under the act, these elements are called “protected characteristics” (Equality Act 2010). Discrimination based on any of these protected characteristics generally violates the law. Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after birth and is linked to maternity leave in the context of employment. In the non-occupational context, protection against discrimination based on maternity applies for 26 weeks after birth, including the unfavourable treatment of a breastfeeding woman. The Equality Act 2010[1] is an Act of the Parliament of the United Kingdom passed under the Brown Department with the primary aim of consolidating, updating and supplementing the many previous laws and regulations that formed the basis of the Anti-Discrimination Act in England, Scotland and Wales. Certain sections also apply to Northern Ireland. These were mainly the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three important legal instruments to protect discrimination in the workplace on the basis of religion or belief, sexual orientation and age.

[2] The Equality Act protects you if you are treated badly for complaining of discrimination or defending rights of discrimination, whether for yourself or for someone else. The Labour Party included a commitment to an equality act in its 2005 election manifesto. The Review of the Discrimination Act was established in 2005 to draft legislation and was led by the Government`s Equality Office. The review took into account the findings of the Equality Review Committee chaired by Trevor Phillips, which reported in February 2007. [10] The Act aims to simplify the law by merging existing anti-discrimination legislation. The Equality Act 2010 replaced the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Discrimination on the Basis of Disability Act 1995, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003[11] and the Equality in Employment Regulations 2006 employment (age). Discrimination means treating yourself unfairly because you are the way you are. The Equality Act 2010 protects you from discrimination by: Due to the Equality Act, discrimination on the basis of age is contrary to the law in almost all cases.

Although the law would never change canon law from its current position, nor the binding law of the European Union, which covers far more Roman Catholics than people living in the United Kingdom, and although this position was set out before the High Court in R (Amicus) v. Secretary of State for Trade and Industry, [19] A small number of Roman Catholic bishops in England and Wales have claimed that they could be prosecuted in the future under the Equality Act 2010 for refusing to admit women, married men, transgender people and homosexuals to the priesthood. [20] [21] This application was denied by the government. A spokesman said an exception in the law “applies to ministers of religion such as Catholic priests”[20] and a document released by the government`s Equality Office states that “the Equality Act will not change the existing legal situation regarding churches and employment.” [22] The law has also been criticized by Anglican clerics. [23] The Equality Act applies to discrimination based on: Polly Toynbee wrote that the bill, drafted under the leadership of Harriet Harman, “was Labour`s biggest idea in 11 years. The duty of the public sector to bridge the gap between rich and poor will address class division in a way that no other policy has done. This new obligation to close the gap would permeate all aspects of government policy. Its potential impact is surprisingly immense.

One cabinet member described it as “socialism in a clause.” [12] This part of the legislation has never been implemented, with the exception of the Scottish devolved authorities. [13] [14] Sections 104 to 105 of the Act extend until 2030 the exemption from the Gender Discrimination Act, which allows political parties to establish shortlists reserved for women. [15] The exception was previously permitted by the Sex Discrimination (Candidates in Elections) Act 2002. The law protects people from discrimination, harassment or victimization in the workplace and as users of private and public services on the basis of nine protected characteristics: age, disability, sex change, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The law includes provisions for same-sex services where the restrictions are “a proportionate means of achieving a legitimate purpose.” [8] In the event of a disability, employers and service providers are required to make appropriate accommodations in their workplace to overcome barriers faced by persons with disabilities. In this regard, the Equality Act 2010 did not amend the Act. Under Section 217, with a few exceptions, the Act does not apply to Northern Ireland. [9] The characteristics protected by the Equality Act 2010 are as follows: Currently, no outstanding effect is known for section 13 of the Equality Act 2010. The Equality Act is a legislative step that would expand federal civil rights laws to protect LGBTQ people from discrimination in employment, housing, loans, jury services, and publicly funded programs such as health and education, as well as public places and spaces.1 Protection from non-discrimination is urgently needed: A 2020 national representative survey by the Center for American Progress found that 1 in 3 LGBTQ Americans, including 3 in 5 transgender Americans, have experienced discrimination in the past year alone.2 There is evidence that discrimination has a negative impact on basic physical and mental health and economic security.3 This fact sheet explains how the Equality Act promotes treatment fair lgbtq people, women, people of colour and believers.