The Equality Act 2010 came into effect at the beginning of this month.The Act collates and changes several areas of discrimination legislation covering race, sex, disability, sexual orientation, religion or belief, or age. The Act adopts a more consistent approach to discrimination – resulting in several key changes.
Some key changes that have come into effect as of 1st October 2010 are:
- Levelling up protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic, so providing new protection for people like carers
- Clearer protection for breastfeeding mothers
- Introducing a new concept of “discrimination arising from disability”
- Extending protection from 3rd party harassment to all protected characteristics
- Making it more difficult for disabled people to be unfairly screened out when applying for jobs, by restricting the circumstances in which employers can ask job applicants questions about disability or health
- Making pay secrecy clauses unenforceable
- Introducing new powers for employment tribunals to make recommendations which benefit the wider workforce
- Harmonising provisions allowing voluntary positive action
This list is not exhaustive but it does cover the area’s most likely to affect Empire HR clients. The Empire HR Bulletin has already addressed some of these changes. The July Bulletin explained how the Equality Act affects disability discrimination and the April Bulletin outlined the impact upon medical questionnaires. This edition focuses on secrecy clauses (see below). Empire HR will be keeping clients up to date on the implementation of the Equality Act. Don’t forget to check the Empire HR Facebook page or the Empire Wire for the latest information!
