On 1st October 2010 a new Act came into force which strengthened and consolidated people’s rights with regards to discrimination.
The Act works on the basis of protecting you against discrimination on the grounds of: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Although, depending on the area applied, there are exclusions for specific characteristics.
These changes are not only relevant to employment legislation, but they affect landlords and tenants, premises where services are provided to the public and the users of those services. It protects not only those fitting in with the criteria of suffering a disability, but also the young and old in employment; services /functions, premises and facilities used by the public.
The major parts of the Act were implemented in October 2010, there are however continuing consultations on specific areas still to be implemented.
What it means for you as an individual is that, if you are suffering from a disability which makes it difficult for you to carry out day to day activities, reasonable adjustments are required in terms of service providers and your employment rights. An example of the improvements with the implementation of the Act are that prior to October 2010, anyone suffering with depression would not have fallen within the disability discrimination protection. This has changed with the criterion to be applied.
How is it relevant to you?
If you provide services and functions for example, a restaurant or hotel, you must not discriminate against a person requiring the service by not providing the person with that service. This means that you are under a duty to your service users to provide reasonable adjustments. There are, as with most legislation, exceptions, however you would need to check these out if they apply to your organisation.
If you rent out premises which are subject to a tenancy, not only should you be ensuring that your agreements and leases are non discriminatory, but you are also required to make reasonable adjustments in relation to premises.
If you are an employer the Equality Act covers all areas of employment, from job adverts, through the employment relationship and the end by providing references. Specific areas highlighted are: pre-employment health questions, secrecy clauses within contracts of employment and harassment at work.
If you are an employee, service user or tenant you are protected by the law by the prohibited conduct of direct/indirect discrimination, discrimination arising from disability, dual characteristic discrimination, gender re-assignment discrimination in absence from work cases and pregnancy and maternity discrimination.
If you require any further information or advice please contact Patricia White on 01723 352125 or patricia.white@pinkneygrunwells.co.uk
The above is for general advice only, please contact us for further information