A British Act of Parliament which became a law in 1975. Under the Act, people of both sexes have the right to equal opportunities in education and employment, and to be paid the same amount for doing the same work. People who break this law, for example by paying women less than men, can be put on trial and punished in a court of law. Here a few reason this act was put in place:
Harassment: when unwanted conduct related to sex has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. Indirect discrimination: can occur where there is a policy, practice or procedures that applies to all workers, but particularly disadvantages workers of a particular sex. For example, a requirement that job applicants must be six feet tall could be met by significantly fewer women than men. Indirect discrimination can only be justified if it is a proportionate means of achieving a legitimate aim. Direct discrimination: treating someone less favourably because of their actual or perceived sex, or because of the sex of someone with whom they associate. An example of this could be not employing a woman purely because of her gender. Example
Hiring -you apply for a job as a sales executive. Although you have experience and excellent qualifications, you are not hired because some of the company’s long-time clients are more comfortable dealing with men. Race Relation Act 1992
The Race Relations Act 1976, as amended by the Race Relations (Amendment) Act 2000, makes it unlawful to discriminate against anyone on grounds of race, colour, nationality (including citizenship), or ethnic or national origin. The amended Act also imposes general duties on many public authorities to promote racial equality. The Race Relations Act does not allow positive discrimination or affirmative action – in other words, an employer cannot try to change the balance of the workforce by selecting someone mainly because she or he is from a particular racial group. This would be discrimination on racial grounds, and unlawful. An example of this is
The Supreme Court has found a Jewish school guilty of race discrimination for refusing places to pupils it did not consider to be ethnically Jewish. Nine justices ruled, by a small majority, that the JFS in London had breached race relations legislation.
Equal Pay Act 1970
The Equal Pay Act 1970 is an Act of the United Kingdom Parliament which prohibits any less favourable treatment between men and women in terms of pay and conditions of employment. This makes it unlawful for employers to discriminate where they are doing either: the same or similar work (like work) work rated as equivalent in a job evaluation study by the employer work of equal value
The Disability Discrimination Act (DDA) 1995
Aims to end the discrimination that faces many people with disabilities. This Act has been significantly extended, including by the Disability Discrimination (NI) Order 2006 (DDO). It now gives people with disabilities rights in the areas of: employment education access to goods, facilities and services, including larger private clubs and transport services buying or renting land or property, including making it easier for people with disabilities to rent property and for tenants to make disability-related adaptations functions of public bodies, for example issuing of licences
European Working Time Directive
The European Working Time Directive (EWTD) is an EU initiative designed to prevent employers requiring their workforce to work excessively long hours, with implications for health and safety. The law says that workers don’t usually have to work more than 48 hours a week on average, unless they choose to. This law is sometimes called the ‘working time directive’ or ‘working time regulations’. For examples lorry drivers travelling a long distance are required to have breaks depending on how many miles they have done to ensure they don’t get over tried. Data Protections act 1998. The date protection sct was created to aim to protect an individual right to pricacy when their personal date is concerned.