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- Equality Act 2010: guidance - GOV. UK
Information and guidance on the Equality Act 2010, including age discrimination and public sector Equality Duty The Equality Act 2010 legally protects people from discrimination in the
- The Equality Act 2010: A Critical Look at its Impact on UK Workplaces
From our extensive experience, the Equality Act 2010 remains the fundamental legal framework for addressing workplace discrimination Its overarching intention—to promote fair treatment and equality—is a principle broadly supported across society
- Equality Act 2010: Employers’ Guide - DavidsonMorris
Does the Equality Act 2010 apply to all employers? The Act applies to all employers in the UK, regardless of the size of the organisation All employers must comply with the Act’s provisions to ensure fair treatment of employees and applicants What are reasonable adjustments?
- Discrimination in the workplace - CIPD
Under the Equality Act 2010, a person is protected from discrimination throughout the employee lifecycle including recruitment, training and promotion This Act sets out the main types of discrimination, including the personal attributes or characteristics which the law protects
- Equality Act 2010 - Equality in the Workplace Legislation
It’s essential for employees and employers to know how the Equality Act 2010 applies in the workplace, as it’s everyone’s responsibility to ensure discrimination never occurs There are also procedures that need to be followed when questions are raised over possible discriminatory conduct
- Equality Act 2010: Summary Guidance on Employment
These guides support the implementation of the Equality Act 2010 Equality policies, equality training and monitoring This guidance applies to England, Scotland and Wales It draws on the Code of Practice on Employment The guide is based on equality law as it was at March 2014
- Equality Act 2010 and Employers Guide
While the Act will not fundamentally change employers’ duties to their workers and prospective workers – and so wholesale redrafting of policies should not be necessary – there are matters of detail which employers will need to be aware of and which may impact on how policies are put into practice These include:
- EQUALITY ACT 2010 CODE OF PRACTICE ON EMPLOYMENT - GOV. UK
Discrimination in most areas of activity is now unlawful, subject to certain exceptions These areas of activity include, for example: employment and other areas of work; education; housing; the
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