Equality Law

Employment

The Equality Act will state that as a rule potential employers will no longer be able to ask you questions about your health or any disability you have prior to either short listing, or offering you a job.  There are a few exceptions where the potential employer may be able to ask you certain questions if they have good reason. Once the position has been offered to you the employer is able to ask appropriate health related questions.

If you are harassed at work by a customer or client and your employer has been informed of this on at least two occasions This can be referred to as third party harassment. Your employer will now be expected to within reason attempt to prevent this reoccurring if they do nothing you may have legal recourse.

Equal Pay

If you are being paid differently doing the same kind of work as the opposite sex the new law will prevent your employer from taking action against you for talking to your colleagues or trade unions about it. This will facilitate a claim for equal pay. The act goes on to make it unenforceable to insist keeping pay rates secret except from competitors.

Employment Tribunals

These have been given extra powers under the new law. They will be able to make recommendations in discrimination cases that make situations fairer for other workers, as well as for the person who has made the claim.

Positive Action 

This action is taken to promote or enhance a certain group of people who have a shared or protected characteristic. It may be by encouraging training or employment in a particular area where people with that certain characteristic be it race, disability or sexual  orientation are actively targeted to increase awareness and accessibility for that particular group.

Victimisation

When a person has bought a complaint to the employer the law will now protect the complainant from victimisation from either colleagues or management. The complainant may be ostracised, citing incidents and occasions where this behaviour has been demonstrated.