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The Agency Workers Regulations 2010 are a statutory instrument forming part of United Kingdom labour law.They aim to combat discrimination against people who work for employment agencies, by stating that agency workers should be no less favourably treated in pay and working time than their full-time counterparts who undertake the same work.
The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 (SI 2002/2034) are a UK statutory instrument aimed at protecting employees who have fixed-term contracts of employment. The regulations are in part intended to implement the European Union's Fixed-term Work Directive 1999 (99/70/EC) on fixed term workers. [1]
A disparate treatment violation is made out when an individual of a protected group is shown to have been singled out and treated less favorably than others similarly situated on the basis of an impermissible criterion under Title VII. The issue is whether the employer's actions were motivated by discriminatory intent.
The Part-time Work Directive 1997, Fixed-term Work Directive 1999 and Temporary Agency Work Directive 2008 generally require that people who do not have ordinary full-time, permanent contracts are treated no less favourably than their colleagues.
United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and ...
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less favourable treatment for a reason related to a disabled person's disability; and failure to make a " reasonable adjustment ". "Reasonable adjustment" or, as it is known in some other jurisdictions, 'reasonable accommodation', is the radical [ citation needed ] concept that makes the DDA 1995 so different from the older legislation.
There are many reasons for working part-time, including the desire for a less stressful schedule, having one's hours cut back by an employer and being unable to find a full-time job. The International Labour Organisation Convention 175 requires that part-time workers be treated no less favourably than full-time workers. [3]