Equality Act 2010 Instructor Date Introduction The Equality Act 2010 intends to streamline and harmonize preexisting legislation on discrimination and equality. The Act introduces changes to this legislation and further integrates these provisions into one Act…
Download full paperFile format: .doc, available for editing
Download file to see previous pages
In essence, therefore, the Act stipulates that an employer should not do things that would pose terse consequences on an employee, a job applicant, or previous employee or other persons who have protected characteristics than on individuals who do not possess that characteristic. On the other hand, the employer can demonstrate that the act or treatment is objectively necessary in which case the same qualifies as indirect discrimination as per the Act. In this case, an employer need not treat an employee, a disabled applicant, or a former employee unfavorably due to something associated with their disability where such treatment cannot be objectively justified. This treatment includes making decisions, the application of rules or the manner of doing things. Nevertheless, this only applies in circumstances where the employer knew or ought to have reasonably known that the individual is a disabled person and thereto referred as discrimination arising from disability. Additionally an employer should not treat an applicant, an employee, or a former employee worse because of association with an individual with characteristics considered protected. ...
These provisions on perception, association, and victimization apply to anyone, irrespective of whether they possess protected characteristics. The act forbids an employer from harassing an applicant, an employee, or a former employee. In addition, and in ensuring that a disabled individual has equal access, in as far as, it is realistic, to anything that involves doing work as a non-disabled individual; an employer should make reasonable modifications (Barry 2010). In a situation where an employer evaluates a disabled individual’s application for fitness for work, the employer must take into account any reasonable changes necessary to facilitate the job. If, after making reasonable adjustments, the disabled individual is not the best applicant for the work; an employer should not employ the individual work. However, where such an individual would be the best applicant with reasonable changes in place, then an employer must employ the individual. The consideration for reasonable changes also applies where an employee becomes disabled while employed or where their needs change or even, where they change to another role. Exceptions for discrimination Occasionally there are instances where the law on equality applies in a different way and this implies exceptions to these rules, these exceptions relate to all employers or those, which only apply to particular employers. Additionally the law on equality permits an employer to accord better treatment of disabled people than to non-disabled individuals and to use positive action. Age The Act provides that age is unlike other protected features and where an employer can demonstrate the treatment to be objectively justified,
...Download file to see next pagesRead More
Cite this document
(“Equality Act 2010 Essay Example | Topics and Well Written Essays - 3000 words”, n.d.)
Retrieved from https://studentshare.org/management/1404400-law-assignment
(Equality Act 2010 Essay Example | Topics and Well Written Essays - 3000 Words)
“Equality Act 2010 Essay Example | Topics and Well Written Essays - 3000 Words”, n.d. https://studentshare.org/management/1404400-law-assignment.
In the aftermath of World War II Europe was left with two concerns in relation to human rights. First, the convention became an advocate for human rights believing that the most serious human rights violations had occurred during the Second World War, the Holocaust.
Having replaced most of the provisions of the Disability Discrimination Act of 1995, the Equality Act 2010 continues to play a pivotal role in the management and protection of disabled people’s rights (Jackson and Banerjee 2013, 201).
Sexual harassment nowadays is through sexual advances to women to be offered favours in the work place or for things that are of interest to the women.1 The United Kingdom legislators know this only too well. They have embarked on protecting women within their jurisdiction against such harassment, through the 2010 Equality Act.
Extended Essay on the New Equality Act 2010 Introduction Inequalities in societies have existed from the historic times. There have always been male and female, Rich and poor, educated and non educated and superior and inferior. These inequalities have found their way in the modern society.
The need for a comprehensive law to protect the people against any form of discrimination and inequality is the main reason for the establishment of the Equality Act of 2010. Prior to the said law, a Discrimination Law Review had been issued in
The purpose of the law is to remove all discrimination against people based on certain protected characteristics. It ensures both the staff working for all the public sector companies as well as the customers who receive the service from the industries gets equal treatment without any discrimination whatsoever.
ty, the laws recognize the diversity of the workforce as well as the provision of services and property.1 The implication of such view is the enactment of various legislations to promote equality of justice of the disadvantaged or vulnerable groups. Equality may imply different
The author states that the Act protects everyone from discrimination because we all have some of the characteristics. The characteristics that are protected include gender reassignment, belief, and sexual alignment just to name but a few. The Equality Act 2010 also lays out the diverse means through which it is against the law.
13 Pages(3250 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Save Your Time for More Important Things
Let us write or edit the essay on your topic
"Equality Act 2010"
with a personal 20% discount.