Oct
1
Written by:
nicola
10/1/2010 5:17 AM
As from 1 October 2010 all of the employment discrimination legislation is embodied in one all singing all dancing Act, the Equality Act 2010. This identifies, unifies and simplifies 9 major pieces of employment legislation covering race, sex, sexual orientation, age, disability, religion and religious belief and equal pay into one cohesive Act. It clarifies the definitions of direct, indirect and disability discrimination as well as those of victimisation and harassment.
As from 1 October 2010 all of the employment discrimination legislation is embodied in one all singing all dancing Act, the Equality Act 2010. This identifies, unifies and simplifies 9 major pieces of employment legislation covering race, sex, sexual orientation, age, disability, religion and religious belief and equal pay into one cohesive Act. It clarifies the definitions of direct, indirect and disability discrimination as well as those of victimisation and harassment.
There are relatively few earth shattering changes other than for the public sector where there is a real slant towards positive discrimination. The main change that has courted controversy in relation to gender pay reporting is not coming into force until 2013. The detail of the Equal Pay Act is also still referred to in the new Act. Secrecy pay clauses are no longer enforceable but have not been outlawed altogether as first was anticipated. This is a move by the Government to try to once and for all eliminate the pay differentials between men and women!.
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