These Regulations reproduce the effects of retained EU law in relation to several aspects of the Equality Act 2010 (c. 15). They amend the Equality Act 2010 to ensure that current rights continue once the interpretive effects of EU law on the United Kingdom’s statute book have been removed, at the end of 2023, by the Retained EU Law (Revocation and Reform) Act 2023 (c. 28).
New duty under the Equality Act 2010 will require employers to take “reasonable steps” to prevent sexual harassment of their employees. ... Updates to this page. Published 26 October 2024 ...
Equality Act 2010 (Amendment) Regulations 2023. Using its powers under the REUL, the Department for Business and Trade recently laid draft regulations before parliament - Draft Equality Act 2010 (Amendment) Regulations 2023 (EAAR). The EAAR will, subject to parliamentary approval, make key amendments to the Equality Act 2010 from 1 January 2024.
The Equality Act 2010 (Amendment) Regulations 2023 1 on its own caused numerous amendments at the start of the year, some consequential and others substantial, including reworking definitions of direct and indirect discrimination.
The U.K. Equality Act updates — what’s coming in January 2024 and how to prepare. ... The Equality Act 2010 (Amendment) Regulations 2023 are intended to enshrine existing EU-derived protections that have stayed in place until now under the REUL Act, and are set to expire at midnight on December 31st, 2023. ...
Following the UK Supreme Court judgment in For Women Scotland v The Scottish Ministers, we are working to update our statutory and non-statutory guidance. ... we will continue to regulate and enforce the Equality Act 2010, ensuring protection for all protected characteristics including those of sex, gender reassignment and sexual orientation.
Equality Act 2010 is up to date with all changes known to be in force on or before 03 November 2024. There are changes that may be brought into force at a future date. Changes to Legislation. Revised legislation carried on this site may not be fully up to date. Changes and effects are recorded by our editorial team in lists which can be found ...
The Government has released a draft version of legislation which seeks to modify the Equality Act 2010 and is due to be in force from 1 January 2024. The Equality Act 2010 (Amendment) Regulations 2023 solidify specific discrimination protections derived from EU law which would have otherwise ceased to apply at the end of the year (due to Brexit).
On 8 November 2023, The Equality Act 2010 (Amendment) Regulations 2023 were published in draft. They are due to come into effect on 1 January 2024, and their purpose is to update the existing legislation, and enshrine protections from EU law, which would otherwise have ceased.
The Regulations are intended to reproduce in UK law a number of equality protections that had previously been protected under EU case law. Under the Retained EU Law Act these protections would otherwise have fallen away when rights, powers and liabilities derived from EU case law cease to have effect at the end of 2023.
Supreme Court ruling. The case of For Women Scotland Ltd v Scottish Ministers [2022] was long running and complex. People professionals are urged to read through the CIPD briefing on this matter, which outlines the judgement on clarifying the meaning of "sex" in the Equality Act 2010. Further, we are providing a briefing following the EHRC interim update.
However, clarification of the wording of the Equality Act 2010 in the above key areas is likely to be positive for both workers and employers. Contact our employment law solicitors. If you are concerned about how the draft Equality Act 2010 (Amendment) Regulations 2023 will affect your business, how employment team can provide comprehensive advice.
The table below sets out a summary of the changes made by to the Equality Act 2010 (EqA 2010) by the Equality Act 2010 (Amendment) Regulations 2023, SI 2023/1425, in force 1 January 2024. Further details are available in the Explanatory Memorandum to the Regulations.
Discover the key changes to the UK’s Equality Act 2010 coming into effect in October 2024. This article outlines essential updates, including expanded harassment protections, new definitions of gender reassignment, and enhanced support for disabled workers. Learn how these changes impact businesses and find practical steps to ensure compliance and foster a culture of diversity and inclusion.
The Worker Protection (Amendment of Equality Act 2010) Bill 2022-23, Bill 28 of the 2022-23 session, was introduced on 15 June 2022 by Liberal Democrat MP Wera Hobhouse as a Private Member’s Bill, presented to Parliament through the ballot procedure.. The Bill passed all Commons stages without opposition, though with Government amendments made to Clause 1 on report stage.
The government has committed to commencing section 14 of the Equality Act 2010, which prohibits direct discrimination because of a combination of two protected characteristics. As far back as 2014, the Labour Party has called for the “dual discrimination” provisions in Section 14 to be enacted.
The Amendment Regulations came into effect on 1 January 2024. The purpose of the Amendment Regulations is to reproduce in the Equality Act 2010 (EqA) certain interpretive effects of retained EU law which provide protection against discrimination, and which would otherwise have ceased to apply from the end of 2023 because of the Retained EU Law (Revocation and Reform) Act 2023.
Jump to: Latest Updates » ... In this first blog, we highlight the legislative changes to the Equality Act 2010, which came into effect on 1 January 2024. The changes have been introduced in a ...
