Economy, jobs and pay. Nothing beats being a union member, but if you are looking for particular guidance on a workplace issue have a look at our workplace guidance. Go to workplace guidance. Are you a union rep looking for help and advice to support your colleagues at work? Take a look at our wide range of resources. Go to reps guidance. This guide is for union reps - understanding coronavirus and workplace issues, employer negotiations and how best protect the workforce. Coronavirus - Guidance for unions.
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Organising and bargaining. Pay, holiday and working hours. TUC homepage. Issue date. This year marks the 10th anniversary of the Equality Act of , a decade on we will explore what the equality act is and what more needs to be done. What is the Equality Act The Equality Act — a landmark piece of legislation for which the TUC had long campaigned — has given us a unified legal framework and introduced some important new measures to advance equality.
The act aimed to prohibit discrimination based on protected characteristics such as the following: age disability gender reassignment marriage and civil partnership pregnancy and maternity race religion or belief sex sexual orientation Who is covered by the Equality Act?
Understanding Prohibited Conduct Discrimination The Act also aims to protect against prohibited conduct which includes direct and indirect discrimination. Harassment The Equality Act also protects against harassment. Victimisation Victimisation occurs when a worker is treated badly by their employer or a prospective or previous employer because they have made or supported a complaint or raised a grievance under the Equality Act or because they are suspected of doing so.
The duty to make reasonable adjustments for a disabled person Under the Act, an employer has a duty to make reasonable adjustments to things like their premises, equipment, job tasks or employment policies to remove anything that places a disabled person at a substantial disadvantage. This recognises that often for Equal pay Like the old Equal Pay Act, the Equality Act includes a right to equal pay with someone of the opposite sex who is doing equal work in the same employment.
Still a way to go There remain aspects of the Equality Act that are yet to be brought into force. Other elements within the act that will not be coming into force are: dual discrimination: the government has decided not to bring this into force as a way of reducing the cost of regulation to business socio-economic inequalities under the Public Sector Equality Duty 10 years on from the Equality Act The TUC is calling on the government to implement the Equality Act, challenging ministers to show how they have delivered on the legal duties in the act in their response to the Covid pandemic.
The TUC says that Covid has deepened inequality and discrimination at work, and is calling on the government to: Bring the socio-economic duty into force : This was included in the original act but never implemented. It would require government and the public sector to deliver better outcomes for lower income people and make narrowing inequality a priority. Reintroduce protections subsequently taken out: Previous governments have stripped away protections that were originally in the Equality Act — such Section 40, which would make employers liable for harassment of their employees by customers or clients.
The union body says that in the current situation where hostility and assaults on retail and hospitality staff are increasing during the pandemic, this should be reinstated urgently. Publish equality impact assessments for all government policies, as the law requires: in particular, the government should publish every equality impact assessment that they carried out to inform their response to Covid — and should be held to account for those that are missing.
Stay Updated Want to hear about our latest news and blogs? Sign up now to get it straight to your inbox. Leave this field blank. Related content. The specific duties are designed to help organisations meet and show they have met the general duties require HEIs to publish:.
One or more equality objectives by 6 April , and thereafter updated at least every four years. Equality objectives must be specific and measurable and relate to the achievement of the equality duty. Information to demonstrate their compliance with the equality duty by 31 January and thereafter, at least annually. The specific duties were drafted by the previous government. The Coalition Government has reviewed and delayed the enforcement of the specific duties.
The Home Office has announced that there is a debate in House of Lords likely to be held in September , and the duties should then come into force following parliamentary approval. Further information is available on the Home Office website. It provides Britain with a discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society.
View the full Equality Act As Britain's national equality body, our work is driven by a simple belief: if everyone gets a fair chance in life, we all thrive. Find out what we're doing to protect and promote equality in Britain.
There are further elements in the Act that did not come into force in October , but may do in the future.
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