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Equality Act 2010
Country of implementation
General short description of the innovation
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society, regardless of the protected characteristics of age, disability, gender, reassignment, marriage and civil partnership, race, religions or belief and sexual orientation. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it?s unlawful to treat someone. This includes direct and indirect discrimination, harassment and victimisation. Discrimination at work includes dismissal, employment terms and conditions, pay and benefits, promotion and transfer opportunities, training, recruitment and redundancy. In the case of disability, employers and service providers are under duty to make reasonable adjustments to their application forms and recruitment procedures, working conditions and terms as well as their workplaces to overcome barriers experienced by disabled people. / / The legislation has the same goals as the four major EU Equal Treatment Directives, whose provisions it mirrors and implements.
- equal opportunities
Type of Policy
Duration of the policy
Scope of innovation
- Scope: structural
- Spatial coverage: national
General description of (intended) objectives and strategies
Protect people in various fields of society against direct and indirect discrimination, harassment and victimisation. The Act consolidates and streamlines anti-discrimination legislation, including the Disability Discrimination Act.
Type of innovation
- new policy, practice or measure
- regulations of the labour market
Clarification of intended mechanisms, outputs and outcomes (optional)
In case of an unfair/discriminating treatment individuals can complain directly to the person or organisation; use someone else to help you sort it out (called ?mediation? or ?alternative dispute resolution?) or make a claim in a court or tribunal. / In case of discrimination at work and if disputes cannot be solved informally, the person concerned can contact the Advisory, Conciliation and Arbitration Services, the Citizens Advise bureau or a trade union representative. People concerned can go as far as taking a claim to an employment tribunal for discrimination.
Intended target group
Actors involved in policy-making/implementation and/or evaluation
- central state
- others (anti-discrimination provision for the general population in various life spheres)
- regulation of the labour market