The Equality Act 2010 is a UK law that prohibits discrimination on the grounds of certain characteristics, including:
- age,
- disability,
- gender reassignment,
- marriage and civil partnership,
- pregnancy and maternity,
- race,
- religion or belief,
- sex, and
- sexual orientation.
These are known as “Protected Characteristics“.
Definition of Disability:
The Equality Act 2010 defines disability as a physical or mental impairment that has a substantial and long-term adverse effect on an individual’s ability to carry out normal day-to-day activities.
‘substantial’ is more than minor or trivial, eg it takes much longer than it usually would to complete a daily task like getting dressed
‘long-term’ means 12 months or more, eg a breathing condition that develops as a result of a lung infection
This includes conditions such as blindness, deafness, mobility impairments, learning disabilities, and mental health conditions.
There are also special rules about recurring or fluctuating conditions.
A progressive condition is one that gets worse over time. People with progressive conditions can be classed as disabled. However, you automatically meet the disability definition under the Equality Act 2010 from the day you’re diagnosed with HIV infection, cancer or multiple sclerosis.
Types of Discrimination:
Under the Equality Act 2010, it is unlawful to discriminate against a person on the grounds of disability (or other protected characteristics) in the areas of employment, education, as a consumer, when using public services, when buying or renting a property as a a member or guest of a private club or association.
This includes direct discrimination, indirect discrimination, harassment, victimisation, failure to make reasonable adjustments, and discrimination arising from disability.
Discrimination At Work:
The law protects you against discrimination at work, including:
- dismissal
- employment terms and conditions
- pay and benefits
- promotion and transfer opportunities
- training
- recruitment
- redundancy
Reasonable Adjustments:
If you are disabled you have the same rights as other workers. Employers should also make ‘reasonable adjustments’ to help disabled employees and job applicants with:
- application forms, for example providing forms in Braille or audio formats
- aptitude tests, for example giving extra time to complete the tests
- dismissal or redundancy
- discipline and grievances
- interview arrangements, such as providing wheelchair access, communicator support
- making sure the workplace has the right facilities and equipment for disabled workers or someone offered a job
- promotion, transfer and training opportunities
- terms of employment, including pay
- work-related benefits like access to recreation or refreshment facilities
Find out more about reasonable adjustments here.
The Equality Act 2010 is an important law that helps to promote the rights and opportunities of disabled people in the UK.