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The Equality Act 2010 officially adds "gender reassignment" as a "protected characteristic", stating: "A person has the protected characteristic of gender reassignment if the person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person's sex by changing physiological ...
Section 7 of the Equality Act 2010 lists the protected characteristic of gender reassignment:. 1) A person has the protected characteristic of gender reassignment if the person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person's sex by changing physiological or other attributes of sex.
The Equality Act 2010 [1] (c. 15), often erroneously called the Equalities Act 2010, is an act of Parliament of the United Kingdom passed during the Brown ministry with the primary purpose of consolidating, updating and supplementing the numerous prior Acts and Regulations, that formed the basis of anti-discrimination law in mostly England ...
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 ...
The Equality Act 2010 added "gender reassignment" as a "protected characteristic". [198] The Gender Recognition Act 2004 effectively granted full legal recognition for binary transgender people. [197] In contrast to some systems elsewhere in the world, the gender recognition process under the Act does not require applicants to be post-operative.
The Equality Act 2010 defines 9 protected characteristics: Race; Religion or Belief; Disability; Sex; Gender Reassignment; Sexual Orientation; Age; Marriage or Civil Partnership; Pregnancy and Maternity; Within the UK, EqIAs is a means of ensuring that the public sector equality duty is met. [2]
On 14 September 2020 an employment tribunal ruled that a non-binary employee was protected under the gender reassignment characteristic of the Equality Act 2010, the first legal confirmation that non-binary people are protected by the Act. [182] [183]
The 2006 act is a precursor to the Equality Act 2010, which combines all of the equality enactments within the United Kingdom and provide comparable protections across all equality strands. Those explicitly mentioned by the Equality Act 2006 include age; disability; gender; proposed, commenced or completed gender reassignment; race; religion or ...