Call for The Right Advice (local rate):

0800 612 4772

Statutory Rights in relation to Discrimination Legislation.

In our last post, the second in a series of six, we looked at the various statutory rights of employees, employee shareholders and workers, but in relation to Familes and Pregnancy.  In this post, we look at Statutory Rights in relation to Discrimination Legislation.

At EmployEasily, we help Employers to identify the status of workers they engage with a view to providing them with a full audit to ensure they are adequately protected and meeting their legal obligations.  If you would like a Free Consultation you can either Call us Today on 0800 612 4772 or Contact Us via our website.

In our next three updates we will be looking at Detriment, Time off and Termination.  Follow us on Twitter @EmployEasilyHR to keep informed.

Discrimination

Discrimination legislation gives the term "employee" a wider definition than most employment legislation. It incorporates those individuals that would qualify as employees and workers under the ERA 1996, as well as some individuals who would not qualify as either.

Statutory right

Statutory reference

Employee

Employee shareholder

Worker

Right not to be treated less favourably because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation 

Section 13, Equality Act 2010 (EqA 2010)

Right not to be treated unfavourably because of pregnancy or maternity

Section 18, EqA 2010

Right not to be indirectly discriminated against in relation to age, disability, gender reassignment, marriage or civil partnership, race, religion or belief, sex or sexual orientation

Section 19, EqA 2010

Right not to be treated unfavourably because of something arising in consequence of a disabled person's disability

Section 15(1), EqA 2010

Right not to be discriminated against by a failure to comply with a duty to make reasonable adjustments 

Section 21, EqA 2010

Right not to be harassed by unwanted conduct related to age, disability, gender reassignment, race, religion or belief, sex or sexual orientation

Section 26(1), EqA 2010

Right not to be sexually harassed

Section 26(2), EqA 2010

Right not to be treated less favourably for rejecting or submitting to sexual harassment or harassment related to gender reassignment or sex

Section 26(3), EqA 2010

Right not to be victimised because of a protected act

Section 27, EqA 2010

Right as a part-time worker not to be treated less favourably than a comparable full-time worker

Regulation 5, Part-timeWorkers (Prevention of Less Favourable Treatment) Regulations 2000 (SI 2000/1551)

Right as a fixed-term employee not to be treated less favourably than a comparable permanent employee

Regulation 3, Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002 (SI 2002/2034)

Satellite.gif

Right to a sex equality clause (equal pay for equal work)

Section 66, EqA 2010

Right to a maternity equality clause 

Section 73, EqA 2010

 



Add Pingback

Please add a comment






PROTECT YOUR BUSINESS TODAY  - GET IN TOUCH NOW