- Enforced by
- EHRC
- Status
- Amended (in force with amendments)
- Penalty ceiling
- Prosecution 4 of 21 obligations carry an unlimited fine. 1 carries different penalties and 16 have no criminal penalty — flagged in the list below.
Does it bind you?
Business-side roles with duties under this instrument.
Other Acts binding the same actors
If a role above is yours, these are the other instruments that most often bind it.
Employer — also bound by 682 other Acts
Any Person — also bound by 2340 other Acts
What it requires
Regulations creating concrete business duties or carrying penalties, grouped as the instrument is structured. Titles link to the source text — blue means you’re leaving for legislation.gov.uk.
INTRODUCTION
0 of 4 sections shown4 other sections in this Part — procedural and definitional
MONITORING RETURNS
7 of 11 sections shown- Submit monitoring returns with religious and community background dataEmployer
- Obtain equality monitoring information within specific timeframesEmployer
- Determine the religious community of job applicantsEmployer
- Classify former employees by community for monitoring returnsEmployer
- Notify employees of their community background monitoring statusEmployer
- Correct employee's community classification when they flag an inaccuracyEmployer
- Comply with monitoring method directions from the CommissionEmployer
4 other sections in this Part — procedural and definitional
OBTAINING AND RETAINING MONITORING INFORMATION AND OFFENCES
5 of 6 sections shown- Disclose confidential monitoring informationEmployer
Unlimited fine
- Fail to retain employee monitoring recordsAny Person
Unlimited fine
- Fail to retain applicant data or give false informationEmployer
Unlimited fine
- Fail to submit a correct monitoring returnEmployer
Fine up to £10,000
- Provide false information on employment monitoring returnAny Person
Unlimited fine
1 other section in this Part — procedural and definitional
Schedules
9 of 19 shown- Submit annual monitoring returns on workforce community backgroundEmployer
- Monitor and record the community background of employees and applicantsEmployer
- Honour employee's written statement of community affiliationEmployer
- Ask employees in writing about their community backgroundEmployer
- Treat employees as belonging to their declared community for monitoringEmployer
- Do not classify employee's religion if they don't declare itEmployer
- Ask job applicants about their religious community membershipEmployer
- Treat applicants according to their stated communityEmployer
- Do not assess applicants who refuse to state their religion or say they are neither Protestant nor Roman CatholicEmployer
10 other schedules
Help complying
Guvnor’s practical routes through this instrument.
Employing people in Northern Ireland
Complete guide to NI employment law including fair employment monitoring, equality obligations, and how NI legislation differs from Great Britain. Covers the …
Starting a business in Northern Ireland
Complete guide to NI-specific requirements when starting a business. Covers devolved differences in employment law, business rates, planning, health and safety, and …
Fair employment monitoring compliance problems
Troubleshooting fair employment monitoring and ECNI compliance for Northern Ireland employers. Covers registration failures, missed monitoring returns, triennial review problems, and responding …
Quick check: Northern Ireland-specific requirements
Quick checklist of key Northern Ireland differences from Great Britain. Check employment law, health and safety, planning, business rates, and equality obligations …
1 more guide that reference this instrument
Connected legislation
The wider family of instruments made under the same parent Act.
Duty extraction and severity labels are Guvnor’s analysis of the instrument, not the instrument itself. Always verify against the linked source text.