EQUALITY ACT

Equality Act 2010

Table of Contents

Introduction3

Question 1: Discussion of the Law3

Illustrative Review4

Equal pay5

Section 715

Section 775

Section 786

Question No 28

Application and Evaluation of the Law8

Helen's Case8

Legal issue8

Indirect Discrimination8

Provision, Criterion Or Practice8

Particular Disadvantage9

Employer's Defence9

Dave/ Gary Case9

Legal issue9

Direct Discrimination10

Coleman v Attridge Law11

English v Sanderson Blinds11

Cases under Equality Act of Judith12

Issues12

Assessment of the Case12

Final Verdict13

Requirements for Discrimination in the Equality Act13

Arising Consequences14

Proportionate Means14

Duties of an Employee14

Final Verdict15

Impact of Equality Act on Equal Pay15

Impact of Equality Act on Pension15

Changes in Policies and Procedures16

Conclusion16

References18

Equality Act 2010

Introduction

The paper discusses the Equality Act of 2010 along with the application and evaluation of the cases in relation to the act. The questions which we would be referring in this paper would involve the decisions, which were taken by the present government not to require private employers to produce a pay audit. Another important point which we would be conferring in this paper is regarding the statutory enforcement of equal pay between men and women. Such legislation was introduced in the UK first by the 1970 act which came about due to pressures, exerted by the government at the time, due to the disparities which they were experiencing. The major issue which we would be addressing is related to the question of equal pay, and how transparency is considered to be an important factor in uncovering the gender-related pay disparities. I will discuss this issue in relationship to the sections 71, 77 and 78 of the Equality Act 2010 (DUGGAN, 2010).

Question 1: Discussion of the Law

The main aim behind the creation of the Equality Act was to consolidate the numerous and complicated arrays of the Regulation. Discrimination which came in the year 1955, along with that this act also included three foremost constitutional instruments, which were protecting all sorts of discrimination in the employment on the basis of religion, age, and belief (Sexual Discrimination Act, 1975).

Under the Equality Act 2010 (the Act) a person who thinks they might have a discrimination claim can send written questions to the potential respondent (for example, their employer). There were four major parts of this act which were essential to be satisfied by the government, which includes the equal treatment of employment both in the public and private sectors, regardless of the characteristics such as;

Age of the person

Disability

Gender reassignment

Marriage and civil partnership

Pregnancy and maternity

Race

Religion or belief

Sex

Sexual point of reference

Illustrative Review

The illustrative review regarding the Equality Bill provides a coherent environment regarding, how the Equality Act came into being, it notes, inter alia. The main highlights, and the reasons the reasons of why, and how the Equality Act 2010 came in to existence includes, a more clear and “streamlined” framework of equality legislation which would enable the government to produce a lot better outcomes for those who are experiencing certain amount of disadvantages in the employment sector due to certain set of reasons. The main aim behind the establishment of this act is to guarantee the statutory enforcement of equal pay among men and ...