What is the Equality Act and when will it come into play?
The Equality Act 2010
The Equality Bill 2009 received royal assent on the 8th April 2010 creating the Equality Act 2010.
When will the Equality Act 2010 come into force?
The main provisions of the Equality Act 2010 are expected to come into force in October 2010 with other provisions not coming into force until April 2011.
What changes will be brought about by the Equality Act 2010?
The Equality Act 2010 also makes various changes to the existing anti-discrimination laws.
In what ways will the Equality Act 2010 change the existing anti-discrimination laws?
The Equality Act 2010 will amend the existing anti-discrimination laws in relation to the following areas:
The objective justification test
Definition of disability
Disability related discrimination
Enquiries made prior to employment
Discrimination by association and perception
The Objective Justification Test
Under the current legislation there exist different tests in order to establish an objective justification. The purpose of the Equality Act 2010 is to create a single objective justification test to replace the use of different tests.
Accordingly the employer or service provider will be required to show that its conduct is a proportionate means of achieving a legitimate aim.
What will be the consequences of this?
In relation to employment this will be a higher threshold than the test we currently see under the present law. This means that it will be much more difficult for employers to justify treatment which in essence is less favourable.
In relation to service providers under the new objective justification test they could potentially use a wider range of circumstances to justify their conduct than they now can under the present reasonable criterion used at the moment.
For more information on:
- Definition of Disability
- Disability Related Discrimination
- Enquiries made prior to employment
- When will this section apply?
- What purposes for these enquires are permitted under the Equality Act?
- Discrimination by Association and Perception
- Dual Discrimination