Equality Act 2010

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Not to be confused with the Equality Act 2006.
Equality Act 2010
Long title An Act to make provision to require Ministers of the Crown and others when making strategic decisions about the exercise of their functions to have regard to the desirability of reducing socio-economic inequalities; to reform and harmonise equality law and restate the greater part of the enactments relating to discrimination and harassment related to certain personal characteristics; to enable certain employers to be required to publish information about the differences in pay between male and female employees; to prohibit victimisation in certain circumstances; to require the exercise of certain functions to be with regard to the need to eliminate discrimination and other prohibited conduct; to enable duties to be imposed in relation to the exercise of public procurement functions; to increase equality of opportunity; to amend the law relating to rights and responsibilities in family relationships; and for connected purposes.
Citation 2010 c 15
Territorial extent England and Wales; Scotland; section 82, 105 (3) and (4) and 199 also apply to Northern Ireland
Dates
Royal assent 8 April 2010
Commencement 1 October 2010
Status: Current legislation
Text of statute as originally enacted
Revised text of statute as amended

The Equality Act 2010[1] is an Act of Parliament of the United Kingdom, and has the same goals as the four major EU Equal Treatment Directives, whose provisions it mirrors and implements.[2]

The primary purpose of the Act is to codify the complicated and numerous array of Acts and Regulations, which formed the basis of anti-discrimination law in Great Britain. This was, primarily, the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of religion or belief, sexual orientation and age. It requires equal treatment in access to employment as well as private and public services, regardless of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation. In the case of gender, there are special protections for pregnant women. However, the Act disqualifies transsexual people from gender-specific services if that is "a proportionate means of achieving a legitimate aim".[3] In the case of disability, employers and service providers are under a duty to make reasonable adjustments to their workplaces to overcome barriers experienced by disabled people. In this regard, the Equality Act 2010 did not change the law. Under s.217, with limited exceptions the Act does not apply to Northern Ireland.

Background

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Main article: UK employment discrimination law

The Labour Party included a commitment to an Equality Bill in its 2005 election manifesto. The Discrimination Law Review was established in 2005 to develop the legislation and was led by the Government Equalities Office. The review considered the findings of the Equalities Review Panel, chaired by Trevor Phillips, which reported in February 2007.[4] The Act is intended to simplify the law by bringing together existing anti-discrimination legislation. The Equality Act 2010 has replaced the Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, Employment Equality (Religion or Belief) Regulations 2003, Employment Equality (Sexual Orientation) Regulations 2003[5] and the Employment Equality (Age) Regulations 2006.

Polly Toynbee wrote that the bill, which was drafted under the guidance of Harriet Harman, was "Labour's biggest idea for 11 years. A public-sector duty to close the gap between rich and poor will tackle the class divide in a way that no other policy has... This new duty to narrow the gap would permeate every aspect of government policy. Its possible ramifications are mind-bogglingly immense." One cabinet member described it with relish as "socialism in one clause".[6]

The Act extends until 2030 the exemption from sex discrimination law allowing political parties to select all women or all men candidate short-lists. The existing exemption until 2015 was created by the Sex Discrimination (Election Candidates) Act 2002.

The Parliamentary process was completed following a debate, shortly after 11pm on 6 April 2010, when amendments by the House of Lords were accepted in full.[7] Exactly one month later, Labour was defeated in the United Kingdom general election, 2010.

Debate

Reform of the monarchy

In April 2008, Solicitor General Vera Baird announced that as part of the Single Equality Bill, legislation would be introduced to repeal parts of the Act of Settlement 1701 that prevent Roman Catholics or those who marry Roman Catholics from ascending to the throne, and to change the inheritance of the monarchy from cognatic primogeniture to absolute primogeniture, i.e. the first-born heir would inherit the throne regardless of his or her gender or religion.[8]

However, later in 2008 the Attorney General Baroness Scotland of Asthal decided not to sponsor a change in the law of succession, saying, "To bring about changes to the law on succession would be a complex undertaking involving amendment or repeal of a number of items of related legislation, as well as requiring the consent of legislatures of member nations of the Commonwealth".[9] The published draft bill did not contain any provisions to change the succession laws. Cognatic primogeniture for the British monarchy was instead abolished separately three years after the Equality Act came into force, with the enactment of the Succession to the Crown Act 2013.

Opposition by bishops

Although the Act was never going to change the law with regard to churches from its existing position, nor change the binding European Union law which covers many more Roman Catholics than those living in the United Kingdom, and although the position had been spelled out in the High Court in R (Amicus) v Secretary of State for Trade and Industry,[10] a small number of Roman Catholic bishops in England and Wales made claims that they might in future be prosecuted under the Equality Act 2010 for refusing to allow women, married men, transsexual people, and gay people into the priesthood.[11][12][13] This claim was rejected by the government. A spokesperson said an exemption in the law "covers ministers of religion such as Catholic priests"[11] and a document released by the Government Equalities Office states that "the Equality Bill will not change the existing legal position regarding churches and employment".[14] The legislation has also attracted criticism from Anglican clergy.[15]

Exempt occupations

Certain employment is exempted from the act, including:

  • Priests, monks, nuns, rabbis and ministers of religion.
  • Actors and models in the film, television and fashion industries (they may need a British Chinese actress for a specific role, for instance).
  • Special employment training programmes aimed at ethnic minorities, ex-offenders, young adults, the long term unemployed, or people with physical or learning disabilities.
  • Employment where there are cultural sensitivities (such as a documentary where male victims of domestic violence need to be interviewed by a male researcher, or a gay men's domestic violence helpline).
  • Where safety or operational efficiency could be jeopardised.
  • Political parties who run all women or all-gay shortlists.
  • Local support staff who work in embassies and high commissions, by virtue of diplomatic immunity.
  • Where national security could be jeopardised.

Contents

  • Part 1 Socio-economic inequalities (but this will not come into force[16][not in citation given])
  • Part 2 Equality: key concepts
    • Chapter 1 Protected characteristics[17]
    • Chapter 2 Prohibited conduct[18]
  • Part 3 Services and public functions
  • Part 4 Premises
  • Part 5 Work
    • Chapter 1 Employment, etc.[19]
    • Chapter 2 Occupational pension schemes[20]
    • Chapter 3 Equality of terms[21]
    • Chapter 4 Supplementary[22]
  • Part 6 Education
    • Chapter 1 Schools
    • Chapter 2 Further and higher education
    • Chapter 3 General qualifications bodies
    • Chapter 4 Miscellaneous
  • Part 7 Associations
  • Part 8 Prohibited conduct: ancillary
  • Part 9 Enforcement
    • Chapter 1 Introductory
    • Chapter 2 Civil courts
    • Chapter 3 Employment tribunals
    • Chapter 4 Equality of terms
    • Chapter 5 Miscellaneous
  • Part 10 Contracts, etc.
  • Part 11 Advancement of equality
    • Chapter 1 Public sector equality duty
    • Chapter 2 Positive action
  • Part 12 Disabled persons: transport
    • Chapter 1 Taxis etc.
    • Chapter 2 Public service vehicles
    • Chapter 3 Rail vehicles
    • Chapter 4 Supplementary
  • Part 13 Disability: miscellaneous[23]
  • Part 14 General exceptions[24]
  • Part 15 General and miscellaneous

See also

Notes

  1. ↑ Lua error in package.lua at line 80: module 'strict' not found.
  2. ↑ see EU Directive 2000/78/EC, 2000/43/EC, 2006/54/EC
  3. ↑ Equality Act sch.3, part 7, para 28
  4. ↑ Lua error in package.lua at line 80: module 'strict' not found.
  5. ↑ See also, Equality Act (Sexual Orientation) Regulations
  6. ↑ guardian.co.uk: "Harman's law is Labour's biggest idea for 11 years" (Toynbee) 13 Jan 2009
  7. ↑ See the debate in Hansard HC vol 508 cols 927-942 (6 April 2010)
  8. ↑ Lua error in package.lua at line 80: module 'strict' not found.
  9. ↑ Lua error in package.lua at line 80: module 'strict' not found.
  10. ↑ [2004] EWHC 860 (Admin)
  11. ↑ 11.0 11.1 English, Welsh bishops say Equality Bill redefines who can be priest[dead link]
  12. ↑ Lua error in package.lua at line 80: module 'strict' not found.[dead link]
  13. ↑ Lua error in package.lua at line 80: module 'strict' not found.
  14. ↑ Lua error in package.lua at line 80: module 'strict' not found.In the case of Ministers of Religion and other jobs which exist to promote and represent religion, the Bill recognises that a church may need to impose requirements regarding sexual orientation, sex, marriage and civil partnership or gender reassignment if it is necessary to comply with its teachings or the strongly held beliefs of followers. However, it would not be right to permit such requirements across all jobs within organised religions, such as administrators and accountants, and the Equality Bill makes this clear.
  15. ↑ UK Government attacked over Equality Bil[dead link]
  16. ↑ Lua error in package.lua at line 80: module 'strict' not found.
  17. ↑ age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation
  18. ↑ s 13 direct discrimination, s 14 discrimination arising from disability, s 15 gender reassignment discrimination: cases of absence from work, s 16 pregnancy and maternity discrimination: non-work cases, s 17 pregnancy and maternity discrimination: work cases, s 18 indirect discrimination; Adjustments for disabled persons: s 19 duty to make adjustments, s 20 failure to comply with duty, s 21 regulations, s 22 comparison by reference to circumstances, s 23 references to particular strands of discrimination, s 24 harassment, s 25 victimisation
  19. ↑ Employees: s 36 Employees and applicants, s 37 Employees and applicants: harassment, s 38 contract workers; Police officers: s 39 identity of employer, s 40 interpretation; Partners: s 41, partnerships, s 42 limited liability partnerships, s 43 interpretation; The Bar: s 44 barristers, s 45 advocates; Office holders: s 46 personal offices, s 47 public offices: appointments, etc, s 48 public offices: recommendations for appointments, etc., s 49 interpretation and exceptions; Qualifications: s 50 qualification bodies, s 51 interpretation; Employment services: s 52 employment service providers, s 53 interpretation; Trade organisations: s 54 trade organisations; Local authority members: s 55 official business of members, s 56 interpretation
  20. ↑ s 57 Non-discrimination rule, s 58 Communications
  21. ↑ Sex equality: s 59 Relevant types of work, s 60 Equal work, s 61 Sex equality clause, s 62 Sex equality rule, s 63 Sex equality rule: consequential alteration of schemes, s 64 Defence of material factor, s 65 Exclusion of sex discrimination provisions, s 66 Sex discrimination in relation to contractual pay; Pregnancy and maternity equality: s 67 Relevant types of work, s 68 Maternity equality clause, s 69 Maternity equality clause: pay, s 70 Maternity equality rule, s 71 Exclusion of pregnancy and maternity discrimination provisions; Disclosure of information: s 72 Discussions with colleagues, s 73 Gender pay gap information; Supplementary: s 74 Colleagues, s 75 Interpretation and exceptions
  22. ↑ s 76 Ships and hovercraft, s 77 Offshore work, s 78 Interpretation and exceptions
  23. ↑ s 182, reasonable adjustments; s 183 improvements to let dwelling houses
  24. ↑ statutory provisions, national security, charities, sport, general, age

References

External links


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