| Guvnor

Enforced by: EHRC
Status: Amended (in force with amendments)
Penalty ceiling: Prosecution 5 of 23 obligations carry an unlimited fine. 18 have no criminal penalty — flagged in the list below.

Does it bind you?

Business-side roles with duties under this instrument.

Any Person10 Landlord1 Responsible Person1

Plus 11 duties on the regulator, Crown ministers and public bodies — folded into the section list below.

Other Acts binding the same actors

If a role above is yours, these are the other instruments that most often bind it.

Any Person — also bound by 2340 other Acts

Human Medicines Regulations 2012 184 duties

Merchant Shipping Act 1995 144 duties

Insolvency (England and Wales) Rules 2016 104 duties

Communications Act 2003 92 duties

Road Traffic Act 1988 92 duties

Landlord — also bound by 224 other Acts

Renting Homes (Wales) Act 2016 74 duties

Housing Act 1985 55 duties

Housing Act 1996 30 duties

The Service Charges (Consultation Requirements) (England) Regulations 2003 27 duties

The Service Charges (Consultation Requirements) (Wales) Regulations 2004 26 duties

Responsible Person — also bound by 108 other Acts

MH(CT)(S)A 2003 30 duties

Climate Change Levy (General) Regulations 2001 24 duties

Offshore Installations (Offshore Safety Directive) (Safety Case ) Regulations 2015 21 duties

The Offshore Installations (Prevention of Fire and Explosion, and Emergency Response) Regulations 1995 21 duties

The Offshore Installations (Safety Case) Regulations 2005 19 duties

What it requires

Sections 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.

Part 1

INTRODUCTORY

0 of 2 sections shown

2 other sections in this Part — procedural and definitional

s.001 Title and commencement

s.002 Interpretation

Part 2

DISCRIMINATION TO WHICH ORDER APPLIES

0 of 11 sections shown

11 other sections in this Part — procedural and definitional

s.003 Direct discrimination on the ground of sex

s.004 Sex discrimination against men

s.005 Discrimination against married persons and civil partners in employment field

s.006 Discrimination by way of victimisation

s.007 Basis of comparison

s.art005 Discrimination on the ground of pregnancy or maternity: goods, facilities, services or premises

s.direct discrimination on the grounds of gender rea Direct discrimination on the grounds of gender reassignment

s.discrimination on the ground of pregnancy or mater Discrimination on the ground of pregnancy or maternity leave

s.harassment, including sexual harassment Harassment, including sexual harassment

s.indirect discrimination on the ground of gender re Indirect discrimination on the ground of gender reassignment

s.indirect discrimination on the ground of sex Indirect discrimination on the ground of sex

Part 3

EMPLOYMENT FIELD

3 of 22 sections shown

s.015 Trade unions etc. Regulated

Trade unions/professional bodies must not discriminate against women in membershipAny Person

s.018 Employment agencies Prosecution

Provide a false statement to an employment agencyAny Person

Unlimited fine

s.relationships which have come to an end Relationships which have come to an end Regulated

Do not discriminate or harass after a relationship endsResponsible Person

19 other sections in this Part — procedural and definitional

s.008 Applicants and employees

s.009 Persons with statutory power to select employees for others

s.010 Exception where sex is a genuine occupational qualification

s.011 Equal Pay Act (Northern Ireland) 1970

s.012 Contract workers

s.013 Meaning of employment at establishment in Northern Ireland

s.014 Partnerships

s.016 Qualifying bodies

s.017 Persons concerned with provision of vocational training

s.020 Prison officers

s.021 Ministers of religion etc.

s.022 Midwives

s.023 Para. (1) rep. by 1990 NI 2 Para. (2) rep....

s.corresponding exception relating to gender reassig Corresponding exception relating to gender reassignment

s.exception relating to terms and conditions during Exception relating to terms and conditions during maternity leave

s.office holders Office holders

s.offices and posts to which article 13b applies Offices and posts to which Article 13B applies

s.paragraph/p10 Art. 19 rep. by 2000 c. 32

s.supplementary exceptions relating to gender reassi Supplementary exceptions relating to gender reassignment

Part 4

DISCRIMINATION IN OTHER FIELDS

5 of 17 sections shown

s.024 Bodies in charge of educational establishments Regulated

Don't discriminate against women in admissions or treatmentAny Person

s.025 Other discrimination by the Education Authority Regulated

Other duties (1) — Crown / regulator

Education Authority must not discriminate on the basis of sexLocal authority

s.026 General duty in public sector of education Regulated

Public education bodies must provide services without sex discriminationAny Person

s.030 Discrimination in provision of goods, facilities or services Regulated

Do not discriminate against women when providing goods or servicesAny Person

s.032 Discrimination: consent for assignment or sub-letting Regulated

Do not discriminate against women when granting or refusing consent to assign or sub-letLandlord

12 other sections in this Part — procedural and definitional

s.027 Exception for single-sex establishments

s.028 Exception for single-sex establishments turning co-educational

s.031 Discrimination in disposal or management of premises

s.033 Exception for small dwellings

s.034 Exception for political parties

s.035 Exception for voluntary bodies

s.036 Further exceptions from Articles 30(1) and 31

s.037 Extent of Part IV

s.art036 Relationships which have come to an end

s.exception for ceremonies or events to mark a marri Exception for ceremonies or events to mark a marriage or civil partnership

s.excluded matters Excluded matters

s.paragraph/p12 Art. 29 rep. by SR 2005/426

Part 5

OTHER UNLAWFUL ACTS

2 of 6 sections shown

s.039 Discriminatory advertisements Prosecution

Make false statements to publish a discriminatory job advertAny Person

Unlimited fine

s.043 Aiding unlawful acts Prosecution

Make false statements about exemptions from sex discrimination lawsAny Person

Unlimited fine

4 other sections in this Part — procedural and definitional

s.038 Discriminatory practices

s.040 Instructions to discriminate

s.041 Pressure to discriminate

s.042 Liability of employers and principals

Part 6

GENERAL EXCEPTIONS FROM PARTS III TO V

0 of 14 sections shown

14 other sections in this Part — procedural and definitional

s.044 Charities

s.045 Sport etc.

s.046 Insurance etc.

s.047 Communal accommodation

s.048 Discriminatory training by certain bodies

s.049 Other discriminatory training etc.

s.050 Trade unions etc.: elective bodies

s.051 Indirect access to benefits etc.

s.052 Acts done for purposes of protection of women

s.053 Acts safeguarding national security, etc.

s.acts done under statutory authority to be exempt f Acts done under statutory authority to be exempt from certain provisions of Part IV

s.construction of references to vocational training Construction of references to vocational training

s.effect of certificates by secretary of state Effect of certificates by Secretary of State

s.selection of election candidates Selection of election candidates

Part 7

EQUAL OPPORTUNITIES COMMISSION FOR NORTHERN IRELAND

6 of 9 sections shown

s.054 Establishment and duties of Commission Regulated

Other duties (1) — Crown / regulator

Equality Commission must promote equality and review discrimination lawsStatutory regulator

s.056 Review of discriminatory provisions in health and safety legislation Regulated

Other duties (1) — Crown / regulator

EHRC must review and report on sex discrimination in health and safety lawStatutory regulator

s.058 Terms of reference Regulated

Other duties (1) — Crown / regulator

EHRC must provide notice and hearing rights before specific investigationsStatutory regulator

s.059 Power to obtain information Prosecution

Obstruct a formal investigation or provide false informationAny Person

Unlimited fine

s.060 Recommendations and reports on formal investigations Regulated

Other duties (1) — Crown / regulator

EHRC must issue reports and recommendations following investigationsStatutory regulator

s.061 Restriction on disclosure of information Prosecution

Unlawfully disclose information from a formal investigationAny Person

Unlimited fine

3 other sections in this Part — procedural and definitional

s.055 Research and education

s.057 Power to conduct formal investigations

s.codes of practice Codes of practice

Part 8

ENFORCEMENT

6 of 18 sections shown

s.065 Remedies on complaint under Article 63 Regulated

Other duties (1) — Crown / regulator

Industrial Tribunal must provide remedies for sex discriminationTribunal / Court

s.070 Register of non-discrimination notices Regulated

Other duties (1) — Crown / regulator

EHRC must maintain a public register of non-discrimination noticesStatutory regulator

s.073 Preliminary action in employment cases Regulated

Other duties (1) — Crown / regulator

Industrial tribunal may make orders or recommendations on Commission complaintTribunal / Court

s.075 Assistance by Commission Regulated

Other duties (1) — Crown / regulator

Equality Commission may provide legal assistance to claimantsStatutory regulator

s.art063 Burden of proof: industrial tribunals Regulated

Other duties (1) — Crown / regulator

Industrial Tribunal must shift burden of proof in discrimination casesTribunal / Court

s.art066 Burden of proof: county court Regulated

Other duties (1) — Crown / regulator

County court must uphold discrimination claims if respondent cannot disprove themTribunal / Court

12 other sections in this Part — procedural and definitional

s.062 Restriction of proceedings for breach of Order

s.063 Jurisdiction of industrial tribunals

s.066 Claims under Part IV

s.067 Issue of non-discrimination notice

s.068 Appeal against non-discrimination notice

s.069 Investigation as to compliance with non-discrimination notice

s.071 Persistent discrimination

s.072 Enforcement of Articles 39 to 41

s.074 Help for aggrieved persons in obtaining information etc.

s.076 Period within which proceedings to be brought

s.extension of time limit: mediation Extension of time limit: mediation

s.paragraph/p16 Art. 64 rep. by 1996 NI 18

Part 9

SUPPLEMENTAL

0 of 10 sections shown

10 other sections in this Part — procedural and definitional

s.077 Validity and revision of contracts

s.078 Educational charities

s.079 Power to amend certain provisions of Order

s.080 Orders and regulations

s.081 Transitional provisions; amendments and repeals

s.082 Application to Crown

s.084 The Police Service of Northern Ireland and the Police Service of Northern Ireland Reserve

s.085 Other police bodies

s.collective agreements and rules of undertakings Collective agreements and rules of undertakings

s.paragraph/p20 Art. 83 rep. by SR 2005/426

Schedules

1 of 14 shown

s.sch002 TRANSITIONAL EXEMPTION ORDERS FOR EDUCATIONAL ADMISSIONS Regulated

Apply for a transitional exemption order when moving to co-educationAny Person

13 other schedules

s.sch002 Any application for a transitional exemption order made by the responsible body in relation to...

s.sch002 An application under paragraph 1 shall specify the transitional period proposed by the responsible body...

s.sch002 The Department of Education on any application under paragraph 1 may make a transitional exemption...

s.sch002 The Commission on any application under paragraph 1 may if it thinks fit make a...

s.sch004 STATUTORY PROVISIONS RELEVANT FOR PURPOSES OF ARTICLE 56

s.sch004 The provisions of the Acts mentioned in the following table which are specified in the...

s.sch004 The provisions of any regulations, orders or other instruments of a legislative character made or...

s.sch004 The provisions of Part II of the Health and Safety at Work (Northern Ireland) Order...

s.sch005 TRANSITIONAL PROVISIONS

s.sch005 (1) Until a date specified by order made by the Department of Health and Social...

s.sch005 (1) Section 6 of the Equal Pay Act (Northern Ireland) 1970 (as amended by paragraph...

s.sch005 Paras.1, 2 spent

s.sch005 Paras.4, 5 spent

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 …

Anti-discrimination law in Northern Ireland

Reference guide to Northern Ireland's separate anti-discrimination statutes. NI does not have the Equality Act 2010 -- instead, employers must comply with …

2 more guides that reference this instrument

Employment law in Northern Ireland: key differences from Great Britain Fair employment monitoring requirements in Northern Ireland

Duty extraction and severity labels are Guvnor’s analysis of the instrument, not the instrument itself. Always verify against the linked source text.

Sex Discrimination (Northern Ireland) Order 1976

Does it bind you?

Other Acts binding the same actors

What it requires

INTRODUCTORY

DISCRIMINATION TO WHICH ORDER APPLIES

EMPLOYMENT FIELD

DISCRIMINATION IN OTHER FIELDS

OTHER UNLAWFUL ACTS

GENERAL EXCEPTIONS FROM PARTS III TO V

EQUAL OPPORTUNITIES COMMISSION FOR NORTHERN IRELAND

ENFORCEMENT

SUPPLEMENTAL

Schedules

Help complying

Employing people in Northern Ireland

Starting a business in Northern Ireland

Fair employment monitoring compliance problems

Quick check: Northern Ireland-specific requirements

Anti-discrimination law in Northern Ireland