UK Act of Parliament 2010 United Kingdom

Equality Act 2010

What this means for your business

40 obligations
15 penalties
1 can imprison
31 guides
Applies to
United Kingdom
On this page
40 compliance obligations, 31 practical guides across 5 topics
Read full text on legislation.gov.uk

What you must do

40 compliance obligations under this legislation — 1 can result in imprisonment.

Management duties 21

Do not discriminate, harass or victimise tenants or applicants

If you own or manage a property, you must treat every occupant and every person applying to rent or use the premises fairly. You cannot deny them a benefit, evict them, or treat them worse because of a protected characteristic, nor can you harass or victimise them for those reasons.

Landlord/Property Owner s.35 HSE When you manage or control premises (e.g., as a landlord, managing agent …

Do not discriminate, harass or victimise when awarding qualifications

If your organisation awards qualifications (for example, as a professional or awarding body), you must treat everyone fairly. You cannot discriminate, harass or victimise anyone in deciding who gets a qualification, the terms you offer, or after the qualification has been awarded, and you must make reasonable adjustments for disabled people.

Employer s.53 HSE When deciding who to award a qualification, the terms offered, or after …

Do not discriminate, harass or victimise when disposing of premises

If you own, let or otherwise dispose of property, you must treat every prospective buyer or tenant the same, regardless of their protected characteristics. You cannot refuse, change terms, harass or victimise anyone because of those characteristics when you are offering your premises.

Landlord/Property Owner s.33 HSE When you are offering to sell, rent, lease or otherwise dispose of …

Make reasonable adjustments for disabled customers

If your business provides a service to the public or carries out a public function, you must look at how disabled people might be disadvantaged and take appropriate steps to remove or lessen that disadvantage. This could mean changing how you deliver the service, offering alternative methods, or providing auxiliary aids, as long as it doesn’t fundamentally alter the nature of what you offer.

Trader/Business Schedule 2 HSE When you provide a service or exercise a public function and a …

Make reasonable adjustments for disabled employees

If a disabled worker is disadvantaged by a company rule, a physical feature of the workplace, or lack of a support aid, you must take reasonable steps to remove or change that rule or feature, or provide the needed aid. You also have to ensure any information you give is in an accessible format and you cannot charge the employee for the cost of these adjustments.

Employer Schedule 20 HSE When a disabled employee would be at a substantial disadvantage because of …

Make reasonable adjustments for disabled employees and job applicants

If you employ people or recruit applicants who have a disability, you must take steps to remove any disadvantage they face. This means reviewing your hiring procedures, workplace layout and any policies or practices and changing them where it is reasonable to do so, so that disabled staff and candidates are not put at a substantial disadvantage.

Employer Schedule 8 HSE When a disabled person applies for a job, is employed, or is …

Make reasonable adjustments for disabled learners

If you run a school, college, university, training course or related facility, you must take steps to remove or lessen any barriers that prevent disabled people from accessing admission, education, services, or qualifications. This includes reviewing admission criteria, teaching methods, facilities and assessment processes and, where appropriate, respecting confidentiality requests about a person's disability.

Employer Schedule 13 HSE You are the responsible body of a school, further/higher education institution, course, …

Make reasonable adjustments for disabled members, associates and guests

If your organisation is an association, you must take steps to avoid disadvantaging disabled people who are members, associates or guests. This means adjusting access to benefits, facilities, services and membership rights, or offering a reasonable alternative, as long as you don’t fundamentally change what the benefit or the association is about.

Employer Schedule 15 HSE

Make reasonable adjustments for disabled tenants or occupants

If you control a property – for example as a landlord, letting agent or commonhold manager – you must respond to any request from a disabled tenant, prospective tenant or occupier to remove a disadvantage caused by the terms of the tenancy or the use of common parts. You may need to change the lease terms or provide auxiliary aid, but you never have to remove or alter a physical feature of the building.

Any Person Schedule 4 HSE You receive a request (or a request on behalf of a disabled …

Make reasonable adjustments for members and guests

If you run an association – for example a club, society or any organisation that has members or guests – you must take steps to adjust your services, premises or policies so that people with protected characteristics (except religion/belief and sexual orientation) are not disadvantaged. This means responding to reasonable adjustment requests and putting in place changes that enable those individuals to participate fully.

Any Person s.103 HSE When you operate an association that has members or guests

Prevent discrimination, harassment and victimisation of students and make reasonable adjustments

If you run the governing body of a university, college or 16‑19 academy, you must treat all applicants and students fairly – no discrimination when admitting them, no unfair treatment while they study, and no harassment or victimisation. You also have to make reasonable adjustments for disabled people so they can access education on an equal basis.

Director/Officer s.91 HSE When you are the governing body/board of a university, further‑education college, 16‑19 …

Prevent harassment of employees and job applicants

You must not harass anyone who works for you or anyone who applies for a job with your business. This means you need to keep the workplace free from unwanted conduct linked to protected characteristics and deal promptly with any complaints. Failing to do so can lead to employment tribunal claims for compensation.

Employer s.40 HSE

Provide non‑discriminatory employment services

If you run a recruitment agency or any business that provides employment services, you must treat everyone fairly – you cannot discriminate, harass or victimise candidates or clients, and you must make reasonable adjustments for disabled people. This means your recruitment processes, contracts and service delivery must be inclusive and you need policies and records to show compliance.

Trader/Business s.55 HSE

Take reasonable steps to prevent sexual harassment of employees

As an employer you must actively prevent unwanted sexual conduct at work. This means having clear policies, providing training, dealing promptly with complaints and creating a workplace where staff feel safe from sexual harassment.

Employer s.40A HSE

Treat all customers equally and make reasonable adjustments

If you provide any service to the public, you must not refuse service, change terms, end the service, harass or victimise anyone because of a protected characteristic. You also need to make reasonable adjustments for disabled customers so they can access your service on an equal basis.

Trader/Business s.29 HSE When you provide a service to the public or a section of …

Treat barristers, pupils and tenants without discrimination, harassment or victimisation

If you are a barrister (or run a chambers that employs a barrister’s clerk) you must ensure that every step of offering, granting and managing pupillages or tenancies is free from discrimination, harassment or victimisation. You also need to make reasonable adjustments for disabled people and treat existing pupils/tenants fairly in terms, training opportunities and day‑to‑day treatment.

Self-Employed s.47 HSE

Treat contract workers without discrimination, harassment or victimisation

If you engage workers through an agency or other supplier, you must treat those contract workers the same as your own staff. You cannot give them worse terms, stop them from working, deny them access to benefits, harass or victimise them, and you must make reasonable adjustments for any disability.

Any Person s.41 HSE when you engage contract workers supplied by another organisation

Treat guests without discrimination

If your business invites or allows guests, you must not discriminate when deciding who to invite, the terms you offer, or the access you provide. You must also ensure guests are not harassed or victimised. In practice this means having fair invitation policies and handling any complaints consistently.

Any Person s.102 HSE

Treat LLP members and applicants fairly and make reasonable adjustments

Your LLP must not discriminate, harass or victimise anyone when recruiting members, setting their terms, offering positions, or managing their employment – including decisions about promotion, training and benefits. You also have to make reasonable adjustments for disabled members or applicants. In practice this means having clear, non‑discriminatory policies and keeping records that show you are meeting these equality duties.

Employer s.45 HSE

Treat members, applicants and associates without discrimination

If your business runs a club, society, trade union or any other type of association, you must not treat people unfairly because of a protected characteristic. This means you must be fair when deciding who can join, what terms you offer, what benefits you provide, and you must not harass or victimise members, applicants or associates.

Trader/Business s.101 HSE

Treat partners and applicants without discrimination, harassment or victimisation

When you recruit a new partner or manage existing partners, you must make sure decisions about offers, terms, promotion, training, or any other treatment are free from discrimination, harassment or victimisation. You also need to make reasonable adjustments for disabled partners or applicants. In practice this means having clear, fair processes and keeping evidence that you have treated everyone equally.

Employer s.44 HSE

Other requirements 1

Comply with tribunal recommendations

If an employment tribunal finds that your business has breached the Equality Act, the tribunal can issue recommendations for you to follow. You must act on these recommendations within the period the tribunal sets, or the tribunal may order you to pay more compensation or impose further actions.

Employer s.124 HSE If subjected to a tribunal ruling that finds a breach of the …

Payments and fees 1

Fund occupational pension scheme to meet court‑ordered arrears

If a pensioner brings a claim that an occupational pension scheme has breached an Equality Act duty and a court or employment tribunal orders arrears or damages, you as the employer must pay the amount into the scheme. The payment must be made without asking the member or other scheme members to contribute.

Employer s.134 HSE When a court or employment tribunal orders an award of arrears or …

Policies 4

Prevent discrimination, harassment and victimisation of pupils at your school

Fine up to £25,000

If you run or manage a school, you must treat all pupils fairly. That means you cannot treat anyone differently when deciding on admission, providing education or offering any benefits, and you must not harass or victimise pupils in any way. The duty is ongoing and covers all protected characteristics listed in the Equality Act.

Employer s.85 HSE All admissions, education, and benefit decisions at your school

Prevent discrimination, harassment, victimisation and make reasonable adjustments

If you are a practising advocate (or run a firm that employs advocates) you must treat everyone fairly – in recruitment, contract terms, training, access to services and any other dealings. You must not discriminate, harass or victimise anyone, and you must make reasonable adjustments for disabled people. In practice this means having clear non‑discriminatory policies and keeping records to show you are complying.

Any Person s.48 HSE

Take reasonable steps to prevent sexual harassment at work

If you employ staff, you must stop sexual harassment. A tribunal can add up to 25 % extra payment to a victim if you fail to do so. This means you need a clear harassment policy, training and procedures so that employees feel safe and know how to report abuse.

Employer s.124A HSE

Treat members and applicants fairly and make reasonable adjustments

If your business runs a trade organisation – for example a trade association or professional body – you must not discriminate against anyone applying for membership or any existing member in how you decide who joins, the terms you offer, the benefits you provide, or the way you treat them. You also must not harass or victimise them and you need to make reasonable adjustments for disabled people.

Trader/Business s.57 HSE When you operate a trade organisation (e.g., trade association, professional body)

Offences and prohibitions 13

Aid another in breaching equality duties

Unlimited fine

If you knowingly help someone else to break the Equality Act – for example by assisting in discriminatory treatment covered by Parts 3‑7 or sections 108‑111 – you commit an offence. It also applies if you give a false statement that the act you are helping with does not breach the Act. On conviction you face an unlimited fine (level 5) on summary conviction.

Any Person s.112 ICO

Fail to assist disabled passenger to identify/find vehicle

Fine up to £1,000

If you drive a private‑hire vehicle or pre‑booked taxi that has been hired for a disabled person (or someone travelling with a disabled person) and you have been told before the journey that the passenger needs help locating the vehicle, you must take reasonable steps to help them and you cannot charge extra for that help. Failing to do so is a criminal offence. On conviction you face a fine of up to £1,000, tried in the magistrates' court.

Any Person s.165A ICO

Fail to carry disabled passenger, wheelchair or mobility aids

Fine up to £1,000

If you run a taxi or private‑hire vehicle and do not carry a disabled passenger, their wheelchair, or any mobility aids they have, you are committing an offence. The same applies if you charge them extra for providing this assistance. Conviction in the magistrates’ court can result in a fine of up to £1,000, but there is no custodial sentence.

Any Person s.164A ICO

Fail to carry or allow assistance dog in taxi

Fine up to £1,000

If a taxi driver does not let a disabled passenger travel with their assistance dog, or charges extra for the dog, they have broken the Equality Act. On conviction in the Magistrates' Court the driver can be fined up to £1,000. No prison term is attached to this offence.

Any Person s.168 ICO

Fail to carry wheelchair passenger as required

Fine up to £1,000

If you operate a designated taxi or private‑hire vehicle and do not carry a wheelchair‑using passenger (or their wheelchair, mobility aids, or provide required assistance) as the law obliges, you commit a criminal offence. On conviction in the Magistrates' Court you face a fine of up to £1,000, but no prison term.

Any Person s.165 ICO

Fail to comply with taxi accessibility regulations

Fine up to £1,000

If a taxi driver (or the taxi operator) does not meet the accessibility requirements set out in the Equality Act – for example, providing a suitable door opening, wheelchair restraints, ramps or positioning – the driver commits a criminal offence. On conviction in the Magistrates' Court the driver faces a fine of up to £1,000. No imprisonment is provided for this offence.

Any Person s.160 ICO

Fail to comply with tribunal document or attendance requirements

Fine up to £1,000

If you do not provide documents for inspection or refuse to attend and give evidence when the Welsh Tribunal (or its regulations) requires you to, you commit a criminal offence. On conviction in the Magistrates' Court you face a fine of up to £1,000. The offence applies to any person involved in the tribunal process, including schools or other responsible bodies.

Any Person Schedule 17 ICO

Forge or misuse exemption, accessibility or approval certificates

2 years imprisonment

If you or anyone acting for your business forges, alters, uses, lends or allows the use of an exemption, notice, accessibility or approval certificate, or if you knowingly give a false statement to obtain such a certificate, you commit a criminal offence. On conviction you can be fined (the fine is unlimited on indictment) and/or face up to two years’ imprisonment.

Any Person s.188 ICO

Make false or misleading statement about a work offer

Unlimited fine

If you (or your business) tell someone that you are relying on a statement made by a person with the power to offer work, and that statement is false or misleading, you commit an offence. The offence is tried in the Magistrates' Court and carries an unlimited fine. No imprisonment is provided for this breach.

Any Person Schedule 9 ICO

Make false statement to employee/agent about Equality Act compliance

Unlimited fine

If you tell an employee or agent that a particular act is not a breach of the Equality Act, and that statement is false or misleading, you commit a criminal offence. On conviction in the magistrates' court you face an unlimited fine. No jail term is provided for this offence.

Any Person s.110 ICO

Refuse booking or charge extra for assistance dogs

Fine up to £1,000

If you run a private hire service and you refuse to accept a booking because the passenger will be accompanied by an assistance dog, or you try to add an extra charge for the dog, you are committing an offence. The same applies if a driver, after a booking has been accepted, refuses to carry out the journey for that reason. On conviction you face a fine of up to £1,000, dealt with in the Magistrates' Court.

Any Person s.170 ICO

Use a public service vehicle without required accessibility certificate

Fine up to £2,500

If you run a regulated public service vehicle (for example a bus or coach) you must have an accessibility certificate – or an approval certificate under s.177 – before the vehicle is used on the road. Using the vehicle without that certificate breaches the Equality Act. On conviction in the magistrates' court you could be fined up to £2,500.

Any Person s.176 ICO

Use or allow a non‑accessible public service vehicle

Fine up to £2,500

If you or your company use a public service vehicle that does not meet the required accessibility standards, or let such a vehicle be used on a road, you commit a criminal offence. The offence also applies to anyone who causes or permits the use of a non‑compliant vehicle. On conviction in a magistrates' court you can be fined up to £2,500, and directors or other responsible persons can be held liable alongside the business.

Any Person s.175 ICO

Penalties for non-compliance

15 penalties under this legislation. 1 can result in imprisonment. 4 carry an unlimited fine.

Prison risk

Forge or misuse exemption, accessibility or approval certificates

Unlimited fine and/or 2 years imprisonment

Either way s.188 Penalises: Forge or misuse exemption, accessibility or approval certificates
Unlimited fine

Aid another in breaching equality duties

Unlimited fine

Summary only s.112 Penalises: Aid another in breaching equality duties
Unlimited fine

Make false or misleading statement about a work offer

Unlimited fine

Summary only Schedule 9 Penalises: Make false or misleading statement about a work …
Unlimited fine

Make false statement to employee/agent about Equality Act compliance

Unlimited fine

Summary only s.110 Penalises: Make false statement to employee/agent about Equality Act …
Significant fine

Prevent discrimination, harassment and victimisation of pupils at your school

Fine up to £25,000

s.85 Penalises: Prevent discrimination, harassment and victimisation of pupils at …
Fine

Use a public service vehicle without required accessibility certificate

Fine up to £2,500

Summary only s.176 Penalises: Use a public service vehicle without required accessibility …
Fine

Use or allow a non‑accessible public service vehicle

Fine up to £2,500

Summary only s.175 Penalises: Use or allow a non‑accessible public service vehicle
Fine

Fail to assist disabled passenger to identify/find vehicle

Fine up to £1,000

Summary only s.165A Penalises: Fail to assist disabled passenger to identify/find vehicle
Fine

Fail to carry disabled passenger, wheelchair or mobility aids

Fine up to £1,000

Summary only s.164A Penalises: Fail to carry disabled passenger, wheelchair or mobility …
Fine

Refuse booking or charge extra for disabled passengers

Fine up to £1,000

Summary only s.167A Penalises: Fail to carry disabled passenger, wheelchair or mobility …
Fine

Fail to carry or allow assistance dog in taxi

Fine up to £1,000

Summary only s.168 Penalises: Fail to carry or allow assistance dog in …
Fine

Fail to carry wheelchair passenger as required

Fine up to £1,000

Summary only s.165 Penalises: Fail to carry wheelchair passenger as required
Fine

Fail to comply with taxi accessibility regulations

Fine up to £1,000

Summary only s.160 Penalises: Fail to comply with taxi accessibility regulations
Fine

Fail to comply with tribunal document or attendance requirements

Fine up to £1,000

Summary only Schedule 17 Penalises: Fail to comply with tribunal document or attendance …
Fine

Refuse booking or charge extra for assistance dogs

Fine up to £1,000

Summary only s.170 Penalises: Refuse booking or charge extra for assistance dogs

Practical guidance

Our guides explain how to comply with the requirements above.

Employment & HR 15

The complete employment lifecycle: employer responsibilities from hire to exit

A comprehensive guide to employer responsibilities across every stage of the employment relationship, from lawful advertising and recruitment …

Equality Act 2010 employer compliance

Your legal duties under the Equality Act 2010 including protected characteristics, discrimination types, reasonable adjustments, harassment prevention, and …

Reasonable adjustments: employer duties for disabled employees

Your legal duty under the Equality Act 2010 to make reasonable adjustments for disabled employees. Covers when the …

Settlement agreements

How to use settlement agreements to resolve employment disputes. Covers legal requirements, tax treatment of payments, ACAS early …

Preventing workplace harassment: employer duties

How to comply with strengthened harassment prevention duties from October 2026, including third-party harassment liability and 'all reasonable …

Preventing discrimination at work

Your duties under the Equality Act 2010 to prevent workplace discrimination. Covers the nine protected characteristics, types of …

Equal pay: legal requirements for employers

Your legal duties to provide equal pay for equal work under the Equality Act 2010. Covers like work, …

Employment Contracts and Written Statements

Your legal duty to provide written employment terms. Covers the day-1 requirement, mandatory terms, contract types, zero-hours protections, …

Prevent sexual harassment in the workplace

Your legal duty to take reasonable steps to prevent sexual harassment at work, effective from 26 October 2024. …

Make employees redundant when closing your business

How to make employees redundant when closing your business. Covers statutory redundancy pay calculations, consultation requirements, notice periods, …

Respond to an employment tribunal claim

What to do when a current or former employee brings an employment tribunal claim against your business. Covers …

Employment Rights Act 2025: what employers need to know

Overview of all 28 reforms in the Employment Rights Act 2025, with implementation timeline from April 2026 to …

Employment law in Northern Ireland: key differences from Great Britain

How employment law in Northern Ireland differs from Great Britain. Covers the Orders in Council legislative framework, the …

Fair employment monitoring requirements in Northern Ireland

Step-by-step guide to complying with fair employment monitoring obligations in Northern Ireland. If you employ 11 or more …

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, …

Sections and provisions

261 classified provisions from this legislation.

32 Duties 14 Offences and penalties 38 Powers 49 Definitions 62 Exemptions

Duties 32

  • s.1 Public sector duty regarding socio-economic inequalities
  • Schedule 4 Premises: reasonable adjustments A
  • Schedule 8 Work: reasonable adjustments of them
  • Schedule 13 Education: reasonable adjustments A
  • Schedule 15 Associations: reasonable adjustments A
  • Schedule 20 Duty to make adjustments
  • s.29 Provision of services, etc. A service-provider
  • s.33 Disposals, etc.
  • s.35 Management who manages premises
  • s.40A Employer duty to prevent sexual harassment of employees
  • s.40 Employees and applicants: harassment
  • s.41 Contract workers A principal
  • s.44 Partnerships
  • s.45 Limited liability partnerships
  • s.47 Barristers A barrister
  • s.48 Advocates An advocate
  • s.53 Qualifications bodies A qualifications body
  • s.55 Employment service-providers
  • s.57 Trade organisations A trade organisation
  • s.58 Official business of members A local authority
  • ... and 12 more duties

Offences and penalties 14

  • s.110 Liability of employees and agents
  • s.112 Aiding contraventions
  • s.160 Taxi accessibility regulations
  • s.164A Disabled passengers: duties of drivers
  • s.165 Disabled passengers in wheelchairs: duties of drivers of designated vehicles
  • s.165A Disabled passengers: assistance to identify and find vehicle
  • s.167A Disabled passengers: duties of operators of private hire vehicles
  • s.168 Assistance dogs in taxis
  • s.170 Assistance dogs in private hire vehicles
  • s.175 Offence of contravening PSV accessibility regulations
  • s.176 Accessibility certificates
  • s.188 Forgery, etc.
  • Schedule 9 Work: exceptions
  • Schedule 17 Disabled pupils: enforcement

Powers 38

  • s.2 Power to amend section 1
  • s.9 Race
  • s.37 Adjustments to common parts in Scotland
  • s.51 Public offices: recommendations for appointments, etc.
  • s.62 Non-discrimination alterations
  • s.68 Sex equality rule: consequential alteration of schemes
  • s.82 Offshore work
  • s.105 Time-limited provision
  • s.115 Immigration cases
  • s.119 Remedies
  • s.122 References by court to tribunal, etc.
  • s.126 Remedies: occupational pension schemes
  • s.128 References by court to tribunal, etc.
  • s.132 Remedies in non-pensions cases
  • s.139 Interest
  • s.151 Power to specify public authorities
  • s.152 Power to specify public authorities: consultation ...
  • s.153 Power to impose specific duties
  • s.154 Power to impose specific duties: cross-border authorities
  • s.155 Power to impose specific duties: supplementary
  • ... and 18 more powers

Definitions 49

  • s.5 Age
  • s.6 Disability
  • s.10 Religion or belief
  • s.12 Sexual orientation
  • s.13 Direct discrimination
  • s.19 Indirect discrimination
  • s.19A Indirect discrimination: same disadvantage
  • s.20 Duty to make adjustments
  • Schedule 21 Reasonable adjustments: supplementary
  • s.21 Failure to comply with duty
  • s.26 Harassment
  • s.27 Victimisation
  • s.31 Interpretation and exceptions
  • s.38 Interpretation and exceptions
  • s.43 Interpretation
  • s.46 Interpretation
  • s.54 Interpretation
  • s.56 Interpretation
  • s.59 Interpretation
  • s.60A Discriminatory statements
  • ... and 29 more definitions

Exemptions 62

  • Schedule 11 Schools: exceptions
  • s.14 Combined discrimination: dual characteristics
  • s.15 Discrimination arising from disability
  • s.17 Pregnancy and maternity discrimination: non-work cases
  • s.18 Pregnancy and maternity discrimination: work cases
  • Schedule 18 Public sector equality duty: exceptions
  • s.22 Regulations
  • Schedule 23 General exceptions
  • Schedule 25 Information society services
  • s.28 Application of this Part
  • s.32 Application of this Part
  • s.34 Permission for disposal
  • s.36 Leasehold and commonhold premises and common parts
  • s.39 Employees and applicants
  • s.42 Identity of employer
  • s.49 Personal offices: appointments, etc.
  • s.50 Public offices: appointments, etc.
  • s.52 Interpretation and exceptions
  • s.60 Enquiries about disability and health
  • s.61 Non-discrimination rule
  • ... and 42 more exemptions