ࡱ>  ibjbj΀ !t*%*%m2233333384l43@w*K5a5(555<~ =$-=vvvvvvvjz }v3A= <"-<^A=A=v2255Tv???A=28525v?A=v??~p23@v5`&3=svw0@wt}]>}v}3vLA=A=?A=A=A=A=A=vv?A=A=A=@wA=A=A=A=}A=A=A=A=A=A=A=A=A=*% 31:  Equality Act 2010TUC Briefing for Affiliates Equality and Employment Rights Department, TUC July 2010 Equality Act 2010 Background Discrimination law in Britain has come a long way since the first-ever race relations legislation was passed in 1965, albeit against fervent opposition, to tackle what was then the practice of banning non-white people from using public services or entering public places. Since the 1960s the law has developed in a piecemeal fashion with nine discrete pieces of discrimination legislation and over 100 statutory instruments currently in force, each designed to tackle inequality (e.g. in gender pay) and offer protection from discrimination. The overall legal framework is, however, fragmented, complex and marked by inconsistency. In February 2005, the Discrimination Law Review was set up to consider the scope for streamlining the existing discrimination law so as to more effectively support equality. Published in June 2007, the consultation paper A Framework for Fairness proposed the adoption of a single approach to equality to include the consolidation of the existing legislation alongside measures to strengthen and extend the law and to remove any anomalies or inconsistencies. The Equality Bill was subsequently published on 27 April 2009. A number of (mainly positive) amendments were made to the Equality Bill during its passage through Parliament. Some of the more controversial clauses (positive action, gender pay reporting and the socio-economic duty) had been at risk of being sacrificed in the final wash up stage of the Parliamentary process, but remained on the face of the Bill when, on 8 April 2010, it received Royal Assent and entered the statute books as the Equality Act 2010. At the time of writing it is unclear whether the new coalition Government will bring those sections of the Act into effect. Purpose and Scope of the Act The purpose of the Act is essentially to: Harmonise the existing discrimination law by consolidating separate discrimination legislation into a single Act; and Strengthen and streamline protection from discrimination, extending the scope of protection to areas beyond the field of employment while retaining specific provisions where a different approach is considered justified and in order to promote equality, for example, by preserving the positive duty on employers to make reasonable adjustments for disabled persons. The Act, which comprises 218 clauses and 28 schedules, became law on 8 April 2010 when it received Royal Assent but Ministers are required to make commencement orders bringing the various provisions into effect, at which point the existing legislation will be repealed. Once implemented, the Act will replace the following legislation (as amended); the Equal Pay Act 1970; Sex Discrimination Act 1975; Race Relations Act 1976; Disability Discrimination Act 1995; Employment Equality (Religion or Belief) Regulations 2003; Employment Equality (Sexual Orientation) Regulations 2003; Employment Equality (Age) Regulations 2006; Part 2, Equality Act 2006 and the Equality Act (Sexual Orientation) Regulations 2007. The Equality Act 2006, insofar as it relates to the constitution and operation of the Equality and Human Rights Commission (EHRC) and the application of the DDA 1995 (Northern Ireland), will remain in force. What are the main changes? The Act sets out a number of provisions which strengthen and extend protection from discrimination in the employment field, including: Improved protection for disabled people and their carers; Extended protection from discrimination to people who suffer because they associate with others who have a protected characteristic; Permitting employers to take positive action in recruitment and promotion; Requiring private sector employers, from 2013, to report on the gender pay gap whilst rendering pay gagging clauses in persons contracts, unenforceable; Extending the existing race, sex and disability duties on public bodies to religion or belief, sexual orientation and age; Permitting discrimination claims to be pursued on the basis of a combination of two protected characteristics; Enabling employment tribunals who find against employers to make recommendations that they should introduce or change workplace policies or practices so as to address discrimination and disadvantage. The Act goes beyond the employment field to protect against discrimination in the provision of goods and services, public procurement, in private members club rules and to provide additional protection for breastfeeding mothers in public places. Most notable of the non-employment related measures are: the new duty created by section 1 of the Act, which requires public bodies to take account of socio-economic disadvantage when taking strategic decisions about how to perform their public functions and the extension of the prohibition on age discrimination to the provision of goods, facilities and services for those aged 18 and over (from 2012) This briefing outlines the key concepts underpinning the Act and considers the employment-specific provisions, the likely effect of the Act on public bodies and considers some of the challenges that lie ahead for trades unions. Key Concepts Underpinning the Act are the key concepts of protected characteristics and prohibited conduct. Section 4 draws together all of the personal characteristics that are currently protected under existing legislation. Referred to in the Act as protected characteristics, they are:- Age Disability Gender reassignment Marriage and Civil Partnership Pregnancy and Maternity Race Religion or belief Sex Sexual Orientation Each is defined and explained in Chapter 1 of the Act. Section 13 of Chapter 2 defines the range of conduct which will amount to unlawful discrimination under the Act known as prohibited conduct. Prohibited conduct includes: Direct discrimination Indirect discrimination Discrimination arising from disability Harassment Victimisation Failure to make reasonable adjustments in order to accommodate a persons disability It is important to note that not all of the protected characteristics are covered by the prohibited conduct set out above. For instance, there is no protection against harassment on grounds of marriage and civil partnership or pregnancy and maternity (although the latter is likely to amount to harassment because of sex, which is covered). Where certain protected characteristics are excluded the Act refers to the relevant protected characteristics. Direct discrimination arises where the reason for treating a person less favourably than someone else or others, is a protected characteristic. Other than in certain specified circumstances, it is of little consequence whether the person who is treated less favourably has the particular protected characteristic, provided that the protected characteristic is the reason for the treatment. A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favourably than A treats or would treat others. s.13 (1) EA 2010  The above definition is sufficiently broad to cover situations where the reason for the unfavourable treatment is because of a persons association with someone who has a protected characteristic (e.g. the carer of a disabled person) or because the person is perceived to have a protected characteristic (e.g. perceived to be gay). Discrimination by association or perception on grounds of marital and civil partnership status is excluded. A person must show that the reason for the unfavourable treatment is their actual marital or civil partnership status, i.e. because they are either married or a civil partner. It follows that no claim arises where the unfavourable treatment is because a person either associates with another who is either married or a civil partner, or because they are perceived to be either married or a civil partner. Combined discrimination section 14 Nothing in the existing legislation made it possible for someone who had experienced discrimination because of a combination of protected characteristics to pursue a tribunal claim. A black woman treated less favourably than a white man would have to bring separate claims of race and sex discrimination. During the Equality Bills passage through Parliament, the TUC argued in favour of provisions that would permit claims to be pursued on multiple grounds. In July 2009 the Bill was amended to include a new provision allowing claims of direct discrimination to be pursued on the basis of any two of the following protected characteristics: age, disability, race, gender, sexual orientation, gender reassignment and religion or belief. A person (A) discriminates against another (B) if, because of a combination of two relevant protected characteristics, A treats B less favourably than A treats or would treat a person who does not share either of those characteristics. s.14 (1) EA 2010  A claim of combination discrimination cannot be pursued in reliance on the protected characteristics of marriage and civil partnership or, pregnancy and maternity. Both are excluded from the scope of section 14, however, unfavourable treatment because of pregnancy and maternity will amount to sex discrimination so a person who is treated unfavourably because of a combination of pregnancy and maternity and another protected characteristic, e.g. race, could bring a combination discrimination claim. Nothing in the Act would prevent a single strand claim being pursued alongside a combination discrimination claim. Only claims involving direct discrimination may be pursued on dual grounds. Claims relating to indirect discrimination, harassment or victimisation (including claims of disability-related discrimination) must still be brought separately as single strand claims. In order for a combination discrimination claim to succeed a person must show that the reason for the less favourable treatment is the combination of protected characteristics alleged, however, they need not demonstrate that a claim of direct discrimination in relation to each protected characteristic would have succeeded had two separate claims been made. For example, a black woman who brings a discrimination claim on the basis of a combination of race and gender will not have to show that separate claims of race and sex discrimination (had she brought them) would have succeeded; it will be enough to show that the less favourable treatment was because of the combined characteristics, as compared with how someone who doesnt share that combination is or would have been treated, i.e. a white man. A combination discrimination claim is unlikely to succeed where either a justification or exception applies to one (or both) of the protected characteristics. For example, a claim pursued on dual grounds, one of which is sexual orientation, will not succeed where to be of a particular sexual orientation is an occupational requirement which is permitted under Schedule 9 to the Act. Similarly, a combination discrimination claim pursued on age grounds (and another characteristic) will not succeed where the unfavourable treatment can be justified. Section 14 of the Act is unlikely to be implemented until April 2011 (at the earliest). It also provides for Ministers to make orders specifying further what a person needs to show in order to prove combination discrimination or indeed, to restrict the circumstances in which combined discrimination is prohibited in the Act. Statutory Codes of Practice, to be published by the EHRC in due course, will undoubtedly assist trade unions and their representatives to recognise combination discrimination as it arises in the workplace and to bring the issues to the employers attention. Combined discrimination is more likely to arise in workplaces where employers treat people badly on the basis of assumptions or prejudices held about particular groups, i.e. black men are more likely to steal from their employers; gay men cannot be trusted around children; older women are slow to learn new skills. However, where there is evidence of unfavourable treatment because of e.g. disability and in addition, unfavourable treatment because of sex, this will not amount to combination discrimination, although single strand claims could be pursued. Indirect discrimination - section 19 is extended in the Act and now applies to gender reassignment and disability discrimination. The Act also harmonises the various definitions of indirect discrimination that exist in the current legislation. The Act does not extend the scope of indirect discrimination to pregnancy and maternity, however, this may amount to indirect sex discrimination. A person (A) discriminates against another (B) if A applies to B a provision, criterion or practice which is discriminatory in relation to a relevant protected characteristic of Bs s.19 EA 2010  This means that someone who is proposing to reassign their gender may be able to challenge as indirect discrimination a sickness absence policy that results in them being disciplined because of their absence from work. (NB: it would be good practice to record absence related to a gender reassignment procedure separately from sickness absence). Unlike direct discrimination which can never be justified (other than for age), a seemingly neutral policy that is applied to everyone but which disadvantages a group of people with a particular protected characteristic, will only amount to unlawful discrimination if it cannot be justified. For example, an employer who proposes to change the shift patterns of the entire workforce, the effect of which would be to disadvantage women with caring responsibilities, will not be liable for unlawful discrimination where the proposed changes are justified as being a proportionate means of achieving a legitimate aim. Discrimination arising from disability section 15 This new provision makes it unlawful to treat a disabled person unfavourably not because of the persons disability itself but for a reason which arises from, or in consequence of, the disability. For example, a disabled person who, after a long period of disability-related ill-health absence is dismissed may be able to pursue a claim of discrimination arising from disability. A person (A) discriminates against a disabled person (B) if- A treats B unfavourably because of something arising in consequence of Bs disability; and A cannot show that the treatment is a proportionate means of achieving a legitimate aim. s.15 EA 2010 However, an employer who is able to justify such treatment will not be liable for disability-related discriminated. Similarly, an employer who does not know (and could not have reasonably been expected to know) that the person has a disability, will not be liable. The extent to which an employer has knowledge of a disability is not always straightforward; a disabled person is under no obligation to disclose a disability to their employer and may decide not to do so. In such cases an employer may still have cause to suspect that a person has a disability. For example, where there is an uncharacteristic deterioration in the persons performance or attendance or where other factors are present which would cause a reasonable employer to consider whether the underlying cause might be disability-related, an employer who fails to take appropriate action in such circumstances is unlikely, when faced with a tribunal claim, to successfully assert that he had no knowledge of the disability. What might constitute appropriate action for an employer to take will of course depend upon the particular circumstances. Where an employer has no knowledge of a persons disability and could not have reasonably been expected to know then, as stated above, the employer will avoid liability for discrimination. Moreover, the disabled person will not be protected under the Act against unlawful discrimination. Employers should be encouraged to monitor disability in the workplace and disabled people given the necessary assurances (e.g. that any information disclosed will remain confidential and will not be used to the detriment of the disabled person) in order to facilitate disclosure. Trade Union Officers and reps asked to advise members, may find the Employment Statutory Code of Practice (soon to be published by the Government Equalities Office) helpful sources of further information. Harassment section 26 The broad approach taken by the Act in relation to direct discrimination is also adopted in section 26 which sets out three key forms of harassment, as follows: Harassment which applies to all protected characteristics apart from pregnancy and maternity and, marriage and civil partnership, involves unwanted conduct related to a protected characteristic which has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for the recipient or otherwise violates their dignity; Sexual harassment unwanted conduct as defined above which is of a sexual nature; and Harassment which is unfavourable treatment because someone has either submitted to, or rejected sexual harassment or harassment which is related to sex or gender reassignment. Whether the person harassed actually has the protected characteristic which is the reason for the unfavourable treatment is irrelevant. It is enough to show that the unfavourable treatment relates to a relevant protected characteristic. The question for consideration is not therefore, Has this person been harassed because they are black, gay, a woman...etc, but, Is the unwanted conduct related to a (relevant) protected characteristic? In a recent case the Court of Appeal decided that the homophobic bullying of a man by his colleagues all of whom were aware that he was heterosexual; (indeed, the victim knew that his colleagues were aware that he was heterosexual) nevertheless amounted to unlawful harassment on grounds of sexual orientation. Section 26 extends the scope of harassment in employment to colour or nationality (where no protection currently exists) and Section 40 extends the liability of employers for repeated harassment of their employees by third parties to all the protected characteristics covered by harassment, whereas at present, such protection is limited to sexual and sex-related harassment. That said; protection from harassment under section 40 is an unfortunate three strikes type of provision. Liability only arises if a third party harasses an employee (in the course of their employment) on at least two other occasions which has been reported to the employer and in respect of which the employer has failed to take appropriate action to address. Victimisation section 27 sets out the type of conduct that will amount to unlawful victimisation under the Act. The Act takes a slightly different approach to the existing legislation where a person suffers victimisation. The current law defines victimisation as a form of discrimination so in order to succeed in a claim, a person must show that s/he has been treated less favourably than the employer treats or would treat others in the same circumstances and that the treatment relates to a protected act which the person either intends to do, or has done. The Act defines victimisation as follows: A person (A) victimises another person (B) if A subjects B to a detriment because B does a protected act, or A believes that B has done, or may do, a protected act. s.27 EA 2010 Section 27 above effectively removes the need to consider the difference in treatment between a person who has done a protected act (or intended to) and another who has not. It also allows for a victimisation claim to be pursued where a person is treated unfavourably because they are suspected of having done a protected act. Protected acts include complaining about discrimination, giving evidence or information on behalf of others who have pursued claims under the Act or, bringing court or tribunal proceedings for discrimination. Duty to make reasonable adjustments section 20 The Act consolidates the reasonable adjustment provisions in the DDA 1995 and harmonises the legal language used. Wherever a disabled person is placed at a substantial disadvantage in comparison to a non-disabled person, the duty to make reasonable adjustments will arise. This is a positive duty which means that an employer is required to take active steps in order to reduce the disadvantage suffered by disabled employees. The duty to make reasonable adjustments does not mean treating everyone the same rather, it will more often involve treating disabled employees more favourably than non-disabled employees. An employer who treats disabled employees more favourably than non-disabled employees will not be discriminating against non-disabled employees and no claim to a tribunal can be pursued on that basis. The requirements of the duty are threefold and may involve:- Doing things differently, e.g. changing policies or practices so as to accommodate a persons disability, altering working hours, reallocating duties or tasks etc. Altering the physical environment, e.g. rearranging office interiors or providing access to a building Providing equipment (auxiliary aids) or services, e.g. specialist IT equipment, additional training, providing a reader or interpreter. A failure to comply with one of the reasonable adjustment requirements will amount to discrimination against a disabled person. Pre-employment health and disability enquiries section 60 The need to respond to health or disability related questions as part of the recruitment and selection process has had a disincentive effect on some disabled people applying for work. It is also considered to be one of the main reasons why disabled people are not shortlisted for interview. While the DDA 1995 offered protection against discrimination on grounds of disability in the recruitment process, it did nothing to limit an employers ability to ask health or disability questions on application forms and thereafter, exclude from the shortlist for interview those candidates with disabilities, notwithstanding their capacity to fulfil the role in question. The new Clause 60 prohibits prospective employers asking health questions of applicants (including whether an applicant has a disability), until the applicant has been able to successfully pass an interview, or some other assessment, to show that they meet some of the non-health requirements of the job. Certain specific purpose exceptions apply, but generally the provision covers any enquiries made before an offer of employment, conditional or unconditional, is made. Enquiries made, other than for a specific purpose, are banned. The Equality and Human Rights Commission is responsible for enforcing the ban. Additionally, an applicant who believes that a prospective employer has relied on information given in response to a non-specific purpose enquiry (e.g. withdrawing an offer or not offering employment) may pursue a claim in the tribunal. The specific purpose exceptions include: Finding out whether a job applicant would be able to participate in an assessment to test their suitability for the particular job; Enquiries as would help an employer to assess whether reasonable adjustments need to be made to enable the disabled applicant to participate in an interview; Questions designed to assess whether the applicant would be able to carry out a core function of the job, with reasonable adjustments having been made as appropriate; Enquiries for the purpose of monitoring diversity (in which case applicants ought to be advised how the information disclosed will remain secure) Enquiries as would assist an employer to take positive action in employment for disabled people; Identifying suitable candidates for a job where there is an occupational requirement for the person to be disabled. There is also an exception relating to enquiries made for the purposes of national security vetting. Equal Pay Unfortunately, the Act retains the distinctive approach to gender discrimination in pay and contractual terms by broadly replicating the existing provisions of the Equal Pay Act 1970. The TUC had persistently called for a thorough review of the effectiveness of equal pay law in the Equality Bill to address the slow progress that has been made over recent years in narrowing the gender pay gap. It specifically called for mandatory equal pay audits, hypothetical comparators and the ability for unions to pursue representative actions and it is disappointing that no such provisions found their way into the Act. There are an estimated 45,000 equal pay claims currently lodged in the employment tribunals, the majority of which are backed by trade unions. Such claims are notoriously complex, requiring frequent referrals to the appellate courts on points of law causing long delays to the final determination of the claims. It has become increasingly apparent that efforts to tackle the gender pay gap through litigation alone are insufficient and that a more structural approach is required. Moreover, the current complaints-led model is burdensome; not only on the women seeking individual redress and tribunals tasked with enforcing the law, but also on unions and employers who must balance the desire to reach mutually beneficial pay agreements collectively with a rights-based legal framework. The time to address systemic pay inequality and the culture of pay secrecy that permeates the private sector is long overdue. The Labour Government made out the business case for gender pay transparency and reporting and the Coalition Government has promised bold measures to tackle gender pay inequality, yet employers struggle to understand that discrimination is costly, not only to workplace morale but to productivity and turnover and that litigation can damage business reputation. Closing the gender pay gap can benefit employers. Employers who promote gender equality in the workplace create better places to work for everyone. Paying men and women for their skills and valuing their contribution to business on an equal basis leads to the recruitment and retention of the best and most talented employees. Governments failure to overhaul the Equal Pay Act during the Equality Bills passage through Parliament represents a missed opportunity. While falling some way short of mandatory equal pay audits, the provisions relating to gender pay transparency and gender metrics reporting as set out in sections 77 and 78 of the Act are nevertheless welcomed by the TUC as vital tools in the group of measures needed to close the gender pay gap. Gagging Clauses section 77 This new provision renders unenforceable any term of employment, appointment or service which is designed to prevent people from disclosing their pay to others or alternatively from asking their colleagues how much they are paid where the purpose of the discussion is to check whether there is any connection between pay and a protected characteristic. For example, a woman who wishes to ascertain whether she is paid less than a male colleague for doing equal work is protected under the Act from unfavourable treatment by her employer, even if her contract of employment says that pay discussions are prohibited. Section 77 is sufficiently broad so as to cover pay discussions, not only between colleagues, but between an employee and a trade union representative or officer, provided that the purpose of the discussion is to ascertain whether the difference in pay is for a reason connected with a protected characteristic (e.g. gender). Any action taken against an employee is treated as victimisation (see section 27 above). Once section 77 comes into effect, unions may wish to encourage their workplace representatives to keep up to date written records of all pay-related discussions with members as such records are likely to be persuasive evidence for members wishing to pursue tribunal claims. Gender pay gap information section 78 The TUC had urged the previous Government to include on the face of the Equality Bill provisions as would compel employers to publish data that would enable meaningful comparisons to be made between men and women doing equal work. It is disappointing to note that section 78 of the Act goes no further than to empower Ministers to make regulations requiring private and third sector employers with a minimum 250 employees (in GB) to publish information about the differences in mens and womens pay after 2013. Prior to the general election, the Conservative Party made apparent its lack of support for tackling gender pay inequality by legislative means, declaring that, if elected to Government, they would not bring section 78 into effect. The Coalition Governments commitment to the implementation of section 78 is presently unclear and it appears doubtful that section 78 will be brought into effect in the foreseeable future. Positive action sections 158 and 159 Section 158 effectively restates the current law with regard to taking positive action, i.e. employers may target training and encourage applications from groups which are under-represented in the workplace and additionally, take positive action in respect of employees who share a protected characteristic, e.g. are disabled, where they encounter disadvantage as a result of the protected characteristic. Positive Action: General This section applies if a person (P) reasonably thinks that (a) persons who share a protected characteristic suffer a disadvantage connected to the characteristic, (b) persons who share a protected characteristic have needs that are different from the needs of persons who do not share it, or (c) participation in an activity by persons who share a protected characteristic is disproportionately low. s.158 EA 2010 Nothing in the existing legislation would specifically allow an employer to take positive action in the selection process. However, Section 159 of the Act will permit an employer to treat a job applicant with a particular protected characteristic more favourably than others if the employer reasonably thinks that people with that protected characteristic suffer disadvantage or are under-represented in the workplace. For example, an employer seeking to redress the underrepresentation of women employed in senior positions within the organisation may, if faced with a male and female candidate as qualified as each other, appoint the woman candidate. But the employer must not operate a blanket policy of appointing women over men and be able to demonstrate, if challenged, that the positive action taken is a proportionate means of achieving a legitimate aim. Deciding whether two candidates are as qualified as each other is unlikely to be straightforward but there would appear to be considerable scope for unions to encourage and support employers (by, e.g. reaching agreements on selection criteria) who may wish to tackle the under-representation of particular groups in the workplace, but who remain cautious about taking positive action. It is not anticipated that candidates should match each other identically in terms of qualification, skill or ability or achieve identical scores on a selection matrix, before an employer can take positive action, so an employer will have some latitude to argue, if challenged, that a candidate is as qualified as another according to the selection criteria that was agreed with the recognised union. Employment Tribunal recommendations Section 124 of the Act allows employment tribunals to make recommendations, where an employer has failed to defend a discrimination claim, to take specified steps to alleviate the adverse effect of discrimination by, for example, introducing or changing their policies or practices to address discrimination and disadvantage. Tribunal recommendations need not be confined to the successful claimant, but may benefit a category of workers or the entire workforce. Section 124 is welcomed by the TUC as an important positive step in the promotion of good equalities practice in the workplace. Exceptions The Act simplifies and streamlines the limited exceptions to the non-discrimination rule currently available, by incorporating a single occupational requirement test applicable to all equality strands. The exceptions are set out in Schedule 9 to the Act. Certain specific exceptions have been retained, e.g. the default retirement age and other age-related exceptions. Current exceptions governing non-contractual payments to women on maternity leave and payments dependent upon marriage (or civil partnership) status have been retained, as have the exceptions for organised religions. The default retirement age looks set to be withdrawn with the Coalition Government proposing to consult with business on phasing it out. The exceptions in respect of organised religions remain controversial with a Reasoned Opinion having been issued to the Government by the European Commission in November 2009. The Commission has asserted that the exceptions to the principle of non-discrimination on the basis of sexual orientation for employment for the purposes of an organised religion set out in the current law are too broad and therefore contravene the EU Equal Treatment Framework Directive (2000/78). This was something several trade unions attempted to challenge in the Amicus judicial review case that was co-ordinated by the TUC when the Sexual Orientation Regulations took effect in 2003. An attempt by the previous Government to clarify the definition of employment for the purposes of an organised religion as confined to persons who either lead or assist in the observation of liturgical or ritualistic practices of the religion or otherwise promote or explain the doctrine of the religion (i.e. clergy) were successfully challenged by Conservative Peers during the Equality Bills Committee stage in the House of Lords. . The Act now simply refers to employment for the purposes of an organised religion without further definition. The previous Government had also tried to narrow the exemption further by requiring that it could only be relied upon where it was proportionate to do so, but the test of proportionality was also removed during Committee Stage in the House of Lords. Should the European Commission remain of the view that UK domestic law is in breach of the Directive, it may take further legal action against the UK Government. How will the Act affect public bodies? Socio-economic inequalities section 1. This is a new provision requiring public bodies and certain private bodies that perform public functions (listed in Schedule 19) to have due regard to socio-economic disadvantage when making strategic decisions about how to exercise their public functions. Socio-economic disadvantage may be experienced as a direct result of inequalities in income, education, health and housing, etc. Prior to the general election the Conservative Party gave a clear indication that were they to win the election they would not bring section 1 of the Act into effect. Since the formation of the coalition Government, the Liberal Democrat Party has echoed the Conservative position. It remains unlikely (in the absence of evidence to the contrary) that section 1 of the Act will be brought into effect in the foreseeable future. Public Sector Equality Duty The Act consolidates the existing public sector equality duties which cover race, disability and gender into a single duty which is extended to age, sexual orientation, religion or belief, gender reassignment and pregnancy and maternity. It is not extended so as to cover marriage and civil partnership. The consolidation and extension of the duty is much welcomed by the TUC. However, there remains some concern over what the Regulations governing the specific duties will ultimately contain. The current specific equality duties are helpfully prescriptive in that they direct public bodies on the action they are required to take in order to comply with the general equality duty. Trade unions have also played an active role in raising awareness of the duties within public bodies by providing information on inequalities that need to be addressed, and by seeking enforcement of the duties where there has been a clear violation of them. A number of the existing specific duties have been invaluable in trade unions efforts to ensure accountability and to get effective action from public bodies. In particular, the duty to consult trade unions in the gender duty, the duty to involve disabled people in the disability duty, the evidence-gathering requirements that are in all the existing duties, the impact assessment requirements that are in all the existing duties, the duty to provide training to staff on the general and specific duties in the race duty, and the duty to consider the need for objectives to address the causes of the gender pay gap in the gender duty. The TUC will continue to lobby Government to include these aspects in the specific duties framework during any formal consultation on draft Regulations. It had been anticipated that draft Regulations outlining the specific duties would be published in autumn 2010 but it is not yet clear what the Coalition Governments plans are in this respect. Prior to the General Election, the Government Equalities Office published a policy statement setting out proposals for what the Regulations on the Specific Duties should contain. The proposals differed from the current specific equality duties in that a number of the specific requirements (e.g. to consult trade unions, consider action to address the gender pay gap, train staff on duty requirements and involve disabled people) would no longer be set out in legislation but would be outlined in accompanying guidance. Even if the Coalition Government accepts the specific duty proposals in their current form, the TUC remains concerned that much of the good equalities practice presently operating within the public sector may be lost. Therefore, affiliates are encouraged, where possible, to get such practice embedded in workplace collective agreements. Proposed implementation timetable The Coalition Government, having reviewed the implementation timetable set by the previous Government to bring the main provisions of the Act (including Part 5 Work) into effect on 1 October 2010, has recently confirmed that implementation of the majority of the Equality Act will commence from that date, as originally planned. It remains unclear however, whether implementation dates for the public sector duties; the combined discrimination provisions and the socio-economic duty all of which were proposed to take effect in April 2011, will go ahead as planned. Similarly, it is unsure whether provisions extending age discrimination to services and public functions, education and associations which were originally on course for implementation in 2012 will remain unchanged. Moreover, the Coalition Governments commitment to implementing the private sector gender pay reporting provisions is uncertain, if not doubtful. Whereas the previous Government proposed not to implement the provisions before 2013, reference to the 2013 commencement date had entirely disappeared from a GEO paper on the Act which was circulated at a conference in June 2010. In the absence of a definitive timetable for implementation of the Act, affiliates are urged to call on the Coalition Government to give full effect to all of the provisions of the Act and without delay. Statutory Codes of Practice The Equality and Human Rights Commission is finalising draft Statutory Codes of Practice which will accompany the Act. Once the Act is brought into effect the Codes will be available to download from the Commissions website; HYPERLINK "http://www.equalityhumanrights.org.uk"www.equalityhumanrights.org.uk or in hard copy (including in Braille, large print etc) from the EHRC and Government Equalities Office (GEO). The TUC has representation on the GEO Senior Stakeholder Group which is inputting on the Equality Act and which recently met with Ministers, Theresa May (Conservative) and Lynne Featherstone (Lib Dem). The TUC has also been working closely with EHRC to produce the Codes, most recently as part of the EHRCs Expert Reference Group to address both legal and practical issues arising from the Act. There will be a single Code of Practice on Employment covering all aspects of work and a separate Code of Practice on Equal Pay. Public Sector and Education affiliate unions have, alongside the TUC, assisted EHRC to produce the Codes for the new Public Sector Equality Duty and Education sector and will continue to provide input for the PSED Code which cannot be finalised until such time as Regulations governing the public sector specific duties have been drafted and laid before Parliament.   A Framework for Fairness: Proposals for a Single Equality Bill for Great Britain Department for Communities and Local Government, June 2007.  Stephen English v Thomas Sanderson Ltd [2008] EWCA Civ 1421   Equality Bill: Making it Work, Policy Proposals For Specific Duties Policy Statement January 2010 HYPERLINK "http://sta.geo.useconnect.co.uk/staimm6geo/pdf/psdresp_GEO_MakingItWork_acc.pdf"http://sta.geo.useconnect.co.uk/staimm6geo/pdf/psdresp_GEO_MakingItWork_acc.pdf       STYLEREF T5MainTitleEquality Act 2010 Equality and Employment Rights Dept, TUC PAGE 22  679st    abݰ{nfnXAXnf,jh5>h5>0J6CJOJQJUaJh5>h5>6OJQJaJh5>CJaJh5>h5>OJQJaJh5>h5>5CJOJQJaJh5>h5>5OJQJaJh5>5OJQJaJhsDh5>5CJ$aJ$h5>h5>5CJ$OJQJaJ$h"sAOJQJ h15h"sAh\5h"sAh5>5h\jhcCJUmHnHuh1CJhmHnHtH u$If]kd$$Ifl$-J0J64 laO$If789,*okd,$$Ifl!-J  0J64 laOp yt1$If]kd$$Ifl|-J0J64 laO9   ab !XY)vgdgv & Fgdgdgdggd5>$-DM Ya$gd5> -DM Ygd"sAb~)*EFu'(˼˭}t}fYLBLh5>OJQJaJh5>h5>OJQJaJhghgOJQJaJhgh5>5OJQJaJh 5CJ$aJ$h5>5CJ$aJ$h5>CJaJh5>h5>CJOJQJaJhgh5>5CJOJQJaJhgh5>CJOJQJaJhgh5>CJOJQJaJhgh5>OJQJaJh5>h35OJQJaJh5>5OJQJaJh5>h5>5OJQJaJ)*EFu_'(gd5> vd^gd5> w & Fdgd3v & Fgd3v^gd3v^gdg,1DH[%&Cv & Fgd5>v & Fgd5>dgd5>gd5>[#%&9C !!!!!!U#V#W#X#$$$$$$$$$ %%%U%V% &鑁tieh5>h5>h$QCJaJh5>56OJQJaJh5>h5>56OJQJaJh$Q56OJQJaJh5>hgOJQJaJh5>h5>6OJQJaJh5>5OJQJaJh5>CJaJh5>h5>CJOJQJaJh5>h5>5OJQJaJh5>h5>OJQJaJh5>OJQJaJ'CYq !!!V#W#X##$$$d$Ifa$gd$Qgd5>dgd5>v & Fgd5>v & Fgd5>$$$U%V%W'X'}'((b*c*d*zzzzzdgd5>gd5>wkd$$Ifl$  t 0644 lap yt5> &&W'X'|'}'((b*d*e*S+c+d+e+f+g+,,2222225588ܩl`\RRRh3OJQJaJh5>h5>h$Q6CJaJ)h5>56OJQJaJfHq /h5>h5>56OJQJaJfHq h5>h5>56OJQJaJh$Q56OJQJaJh5>OJQJaJh5>h35OJQJaJh3h5>5OJQJaJh5>CJaJh5>h5>OJQJaJh5>h5>6OJQJaJd*e*S+d+e+f+g+--.]XPPPdgd3gd5>wkd$$Ifl$  t 0644 lap yt5>$d$Ifa$gd3$d$Ifa$gd$Q d$Ifgd$Q ..2222-4.488+:,:.:::: d$Ifgd5>$d$Ifa$gd$Q$d$Ifa$gd$Q $Ifgd5>5>3888888+:,:-:.:/:::::::<R<S<>>??谪簪@ǿҳԲxxS$5>6Oϴ$$ϴ5>ϴ$5>ϴ5>5>$䴳$56Oϴ$5>56Oϴ$5>5Oϴ$䴳5>5>䴳5>䴳3ϴ5>5>ϴ5>5>5Oϴ:::<S<>>>p@q@r@zzzzzn d$Ifgd$Qdgd3gd5>wkd$$Ifl$  t 0644 lap yt5> r@@ AeArAsAtABBZUMMdgd$Qgd5>wkd$$Ifl$  t 0644 lap yt5> v$$Ifa$gd$Qv$ & F$Ifa$gd$Q$d$Ifa$gd$Q@qArAsAtACCFFHHHHHHIIILLMLLLLOOOOOPPɿɵɫɫuiTKɐh5>5CJaJ)jh$Qh5>0JCJOJQJUaJh$QCJOJQJaJhgCJOJQJaJh$Qh5>CJOJQJaJh$Qh5>5OJQJaJh$Qh$QOJQJaJh5>OJQJaJh$QOJQJaJh OJQJaJh$Qh5>OJQJaJh5>CJaJh5>hch5>6CJaJ"hch5>56CJOJQJaJBCCEEFFHHHHHII K KcKdKMLLOOyRzRRTv^gdgvgd$Qv & Fgd$Qgd5>dgd$QPzRRTTTTT4UUUUUWWWWWW[[[U[V[ƶqqcYLLhnh3OJQJaJh5>OJQJaJhnh35OJQJaJhnh5>5OJQJaJhnh5>OJQJaJh5>CJaJh5>hch5>6CJaJ"hch5>56CJOJQJaJh$Qh5>56OJQJaJh5>h5>CJaJhgOJQJaJh$QOJQJaJh$Qh5>5OJQJaJh$Qh5>OJQJaJTTTTT4UOUUU v$$Ifa$gd$Qv$ & F d$Ifa$gd$Q $$Ifa$gd$Q $Ifgd\dgd$QUUUWWW[[V[[a\\\zzzzzzrrrzv & F!gdndgdngd5>wkdW$$Ifl$  t 0644 lap yt5> V[\\\n]]]]]C`E`F`!b"b#bccc^g_ghgig!h"h#hii乮tg[L[hnhgCJOJQJaJh5>CJOJQJaJhn5CJOJQJaJhg5CJOJQJaJ hghghg5OJQJh5>5Cϴn5>5Cϴ<h5>CJaJh5>CJaJh5>5OJQJaJhnh5>5OJQJaJhgOJQJaJhnh5>OJQJaJhnh5>CJOJQJaJ\m]n]]E`F`"b#bcccMdde$fff^g_gig"h#hiiwdgdgwdgdn y & F"dgdnydgdnygdgzdgdgdgdgiippppqq1q@qSqqq w5wxxz{||||$~=~N~O~]~^~_~~庨ok\h3h5>CJOJQJaJh5>&h3h5>56CJOJQJ^JaJ h356CJOJQJ^JaJ&hnh5>56CJOJQJ^JaJ"hnh5>56OJQJ^JaJh356OJQJ^JaJhnh5>5CJOJQJaJh5>CJOJQJaJhnh5>CJOJQJaJhgCJOJQJaJifmgmppqqqUtVtuu w w5wxxzz{|||||||ydgd5>ydgdnwdgdnwdgdg|||@}a}}}$~O~]~y$d$Ifa$gdn yd$Ifgd d$7$8$H$Ifgd $d$7$8$H$Ifa$gd3 ]~^~_~ÁڄۄRS^`awwwwwwwwwdgd3ydgd3wkd$$Ifl$  t 0644 lap yt5> ~~WXۄ S]^_`Š\c،QtŐ|pcSEEh3h5>5OJQJaJh3h5>5CJOJQJaJh3hgOJQJaJh5>OJQJ^JaJh3h5>OJQJ^JaJh3h5>6OJQJaJh3h5>OJQJaJh3h5>6CJOJQJaJ h3h5>CJOJQJ^JaJh35CJOJQJaJh5>CJOJQJaJh3h5>CJOJQJaJh3h5>5CJOJQJaJ78׌،Őr =n-.pqdgdgdgd3ydgd3 dxgd3wdgd3 =mn,-.oq̛͛Λם؝ٝ+,NܣݣޣʤŸū١ūwiiū١ūūh5>OJQJaJnH tH 1jh3h5>0JCJOJQJUaJnH tH  h3h5>OJQJaJnH tH h3OJQJaJh3h3OJQJaJh3hgOJQJaJh5>OJQJaJhgOJQJaJh3h5>OJQJaJh3h5>5OJQJaJh 5OJQJaJ$q͛Λ؝ٝ,Nݣޣˤnoddd[$\$gd3 d^gd3dgd3ʤˤߥnoͪΪϪЪѪҪӪժ֪;<䲧{uuummdmhh[rh5>0J>jh5>U h5>aJhYDh5>\ hYDh5>jh5>0JUhch PJaJh h5>hh5>CJaJh5>CJaJh OJQJaJh3h5>0J>OJQJaJ!jh3h5>OJQJUaJh3h5>OJQJaJh3h35OJQJaJ%$Ifgd5>l gd5>gd5>dgd3ΪϪ}ui $$Ifa$gd\ $a$gd5> gd5>gd5>wkd$$Iflf  t v<0644 lap v<ytcϪЪѪҪӪcHkd$$IfTB t634Bayt\T $$Ifa$gd\Hkd+$$IfTB t634Bayt\TӪԪժYZdgd\ gd5>Hkd$$IfTB t634Bayt\T#$%MNOTUWXZ[`aghițh jhcUmHnHuh6)CJmHnHu h\CJjh\CJUh5>h}mHnHujh\UhmHnHujhcCJUmHnHujh\Uh\ Z]^_`abcdefghigd5>$a$  !6^6 @ 00P&P BP. 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