The introduction of specific rules outlawing discrimination against workers on various grounds has been a key and developing feature of modern employment law. Our expert solicitors can advise on how to deal with these issues.
The Equality Act 2010 lists certain ‘protected characteristics’ (gender reassignment, marriage and civil partnership, race, religion or belief, sex, sexual orientation, pregnancy and maternity, disability and age). A claimant does not need to be an employee in order to seek protection from the Act. As such, employers need to tread more carefully to ensure there is no discrimination in the workplace.
Discrimination on any of the above grounds can take place either directly or indirectly.
An employer directly discriminates against an employee if it treats the employee less favourably than it treats, or would treat, another person in the same or similar circumstances, and does so because of one of the protected characteristics.
An employer indirectly discriminates against an employee if it applies an apparently neutral provision, criterion or practice that puts those in the employee’s protected group at a particular disadvantage compared to other groups.
