The nights certainly are drawing in, and indeed, half past two in the afternoon on Tuesday 22 September this year marks the autumn equinox, when day and night are exactly equal in length. The Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011. Space Week falls at this calendar juncture because this first October week is bookended by two key dates. The information on the your rights pages is here to help you understand if you have been treated unlawfully. The general principle of equality and non-discrimination is a fundamental element of international human rights law. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. A lively and informative new podcast for kids that the whole family will enjoy! Houghton Mifflin Harcourt. Their decisions will be announced in due course. Our new online dictionaries for schools provide a safe and appropriate environment for children. We use this information to make the website work as well as possible and improve government services. The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. Before the Act came into force there were several pieces of legislation to cover discrimination, including: If you wish to complain about possible unlawful treatment there are 2 separate processes, depending on when it happened. We have almost 200 lists of words from topics as varied as types of butterflies, jackets, currencies, vegetables and knots! Download our English Dictionary apps - available for both iOS and Android. Today, 9 October, is the penultimate day of this year’s World Space Week, a UN event launched in 1999. Last 100 years (of fishes such as the salmon ) migrating up rivers from the sea in order to breed. Instead, you’ll be covered by the legislation that was in force at the time. They will go ahead according to the legislation under which they were brought, even if they may have continued after 1 October 2010. We’ll send you a link to a feedback form. Statutory Instruments made under the act are available: We have produced a series of guides outlining the key changes in the law made by the act . From moonshoot to balconing: discover the latest words added to the Collins Dictionary. It does not outlaw the many instances of different treatment that are justifiable or beneficial. Human rights are rights inherent to all human beings, regardless of race, sex, nationality, ethnicity, language, religion, or any other status. Guidance on the Equality Duty specific to Wales and Scotland is available from the Equality and Human Rights Commission. For example, if you experienced sex discrimination on 30 September 2010, which continued until 2 October 2010, the Equality Act will apply, not the Sex Discrimination Act. For example, if you experienced race discrimination on 30 September 2010 and want to make a complaint or bring legal proceedings, the Race Relations Act 1976 will apply, not the Equality Act. The government response to the consultation includes the draft Exceptions Order. Quick start guide: public sector Equality Duty, The essential guide to the public sector Equality Duty, Meeting the Equality Duty in policy and decision-making, Equality objectives and the Equality Duty, Equality information and the Equality Duty, Technical guidance on the public sector Equality Duty - England, guides outlining the key changes in the law made by the act, Equality Act 2010: Schedule 19 (consolidated) - April 2011, Equality Act 2010: how it might affect you, Easy Read: The Equality Act - making equality real, Public sector: quick start guide to the public sector Equality Duty, Coronavirus (COVID-19): guidance and support, Transparency and freedom of information releases, the basic framework of protection against direct and indirect discrimination, harassment and victimisation in services and public functions, premi, work, education, associations and transport, changing the definition of gender reassignment, by removing the requirement for medical supervision, providing protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic, clearer protection for breastfeeding mothers, applying a uniform definition of indirect discrimination to all protected characteristics, harmonising provisions allowing voluntary positive action, extending protection against indirect discrimination to disability, introducing the concept of “discrimination arising from disability” to replace protection under previous legislation lost as a result of a legal judgment, applying the detriment model to victimisation protection (aligning with the approach in employment law), harmonising the thresholds for the duty to make reasonable adjustments for disabled people, extending protection against harassment of employees by third parties to all protected characteristics, making it more difficult for disabled people to be unfairly screened out when applying for jobs, by restricting the circumstances in which employers can ask job applicants questions about disability or health, allowing claims for direct gender pay discrimination where there is no actual comparator, extending protection in private clubs to sex, religion or belief, pregnancy and maternity, and gender reassignment, introducing new powers for employment tribunals to make recommendations which benefit the wider workforce, positive action - recruitment and promotion, public sector Equality Duty (see section below), public sector duty regarding socio-economic inequalities, combined discrimination - dual characteristics, the practice is covered by an exception from the ban, good reason can be shown for the differential treatment (‘objective justification’), general exceptions already allowed by the Act, foster good relations between different people when carrying out their activities.

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