Equality Act 2010
What this means for your business
- Applies to
- United Kingdom
- On this page
- 54 compliance obligations, 33 practical guides across 5 topics
What you must do
54 compliance obligations under this legislation — 2 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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
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.
Policies 4
Prevent discrimination, harassment and victimisation of pupils at your school
Fine up to £25,000If 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.
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.
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.
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.
Offences and prohibitions 27
Aid another in breaching equality duties
Unlimited fineIf 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.
Aid another to breach Equality Act discrimination rules
Unlimited fineIf you knowingly help someone carry out an act that breaches the Equality Act (for example, providing instructions, resources or support for discriminatory treatment), you can be prosecuted. Making a false statement that the act is lawful is also an offence. Conviction leads to a fine – the maximum is an unlimited amount – and the case is dealt with in the magistrates' court.
Fail to assist disabled passenger to find vehicle
Fine up to £1,000If you operate a private hire vehicle or a pre‑booked taxi and you know a disabled passenger needs help locating the vehicle, you must take reasonable steps to assist them and you cannot charge extra for that help. Failing to do so is a criminal offence. On conviction in the magistrates' court you face a fine of up to £1,000.
Fail to assist disabled passenger to identify/find vehicle
Fine up to £1,000If 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.
Fail to carry disabled passenger or their equipment
Fine up to £1,000If a taxi or private‑hire driver does not transport a disabled passenger, their wheelchair or other mobility aids, or does not take reasonable steps to ensure the passenger’s safety, comfort and assistance, they breach their duties under the Equality Act. On summary conviction the driver faces a fine of up to £1,000.
Fail to carry disabled passenger, wheelchair or mobility aids
Fine up to £1,000If 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.
Fail to carry or allow assistance dog in taxi
Fine up to £1,000If 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.
Fail to carry wheelchair passenger as required
Fine up to £1,000If 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.
Fail to carry wheelchair passengers as required
Fine up to £1,000If you operate a designated taxi or private‑hire vehicle and you do not carry a wheelchair‑using passenger, their wheelchair, mobility aids or provide the required assistance (or you charge extra for doing so), you breach your legal duty. On summary conviction in a magistrates' court you face a fine of up to £1,000.
Fail to comply with PSV accessibility regulations
Fine up to £2,500If you use, cause to be used, or allow a regulated public service vehicle on a road that does not meet the required accessibility standards, you commit a criminal offence. The offence can apply to any person involved – for example the operator, driver, manager or director. On conviction in the Magistrates' Court you face a fine of up to £2,500.
Fail to comply with taxi accessibility regulations
Fine up to £1,000If a taxi driver operating a regulated taxi for hire does not follow the accessibility rules – for example, not providing a suitably sized door, ramp, wheelchair‑securement device or other required features – they commit a criminal offence. On summary conviction the driver can be fined up to £1,000. No jail term is attached to this offence.
Fail to comply with taxi accessibility regulations
Fine up to £1,000If 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.
Fail to comply with tribunal document or attendance requirements
Fine up to £1,000If 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.
Fail to comply with tribunal document or evidence requirements
Fine up to £1,000If you (for example, a school or its representative) do not follow a Welsh Education Tribunal’s order to disclose or allow inspection of documents, or to attend and provide evidence, you commit a criminal offence. On summary conviction you face a fine of up to £1,000.
Forge, alter or misuse exemption or accessibility certificates
2 years imprisonmentIf you or anyone acting for your business forges, changes, uses, lends or allows the use of exemption, notice, accessibility or approval certificates with the intention to deceive, you are committing a criminal offence. On conviction in the Crown Court you could face up to two years' imprisonment and an unlimited fine; on summary conviction you face a fine up to the statutory maximum. Making a false statement to obtain an accessibility or approval certificate also carries a fine (up to level 4 on the standard scale).
Forge or misuse exemption, accessibility or approval certificates
2 years imprisonmentIf 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.
Make false or misleading statement about a work offer
Unlimited fineIf 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.
Make false or misleading statement about lawful work treatment
Unlimited fineIf you knowingly or recklessly give a false or misleading statement that you were relying on a promised lawful treatment in employment (for example, saying a colleague told you the action was lawful when it was not), you commit an offence. On conviction you face a summary‑court fine of up to level 5 on the standard scale (unlimited).
Make false statement to employee/agent about Equality Act compliance
Unlimited fineIf 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.
Make false statement to employee/agent about Equality Act compliance
Unlimited fineIf you, as an employer or principal, 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 (provided the employee reasonably relies on it). On conviction you face an unlimited fine, dealt with in the magistrates’ court. There is no custodial sentence.
Operate a public service vehicle without required accessibility certificate
Fine up to £2,500If you run a regulated public service vehicle – such as a bus or coach – you must have an accessibility certificate (or an approval certificate under s.177) before you can use it on the road. Using the vehicle without the certificate is a criminal offence. On summary conviction you could be fined up to £2,500.
Refuse booking for disabled passenger or charge extra duty
Fine up to £1,000If you run a private‑hire vehicle service and you refuse a booking when the request comes from a disabled person (or someone travelling with them), or you try to add an extra charge for duties that the driver would otherwise have under sections 164A, 165 or 165A, you commit a criminal offence. On conviction in the Magistrates’ Court you face a fine of up to £1,000. You can defend yourself only by showing that you had no suitably equipped vehicle available.
Refuse booking or charge extra for assistance dogs
Fine up to £1,000If 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.
Refuse booking or charge extra for assistance dogs in private hire
Fine up to £1,000If you run or drive a private‑hire vehicle and you turn down a booking because the passenger will have an assistance dog, or you try to add a surcharge for the dog, you are committing an offence. The same applies if a driver refuses to honour a booking that includes an assistance dog. On conviction you face a fine of up to £1,000, dealt with in the magistrates’ court.
Refuse to carry assistance dog in taxi
Fine up to £1,000If you drive a taxi that is hired by a disabled person who is travelling with an assistance dog, you must let the dog stay in the vehicle and you cannot charge any extra fee for this. Failing to do so constitutes a criminal offence. On summary conviction in a magistrates' court you face a fine of up to £1,000.
Use a public service vehicle without required accessibility certificate
Fine up to £2,500If 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.
Use or allow a non‑accessible public service vehicle
Fine up to £2,500If 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.
Penalties for non-compliance
29 penalties under this legislation. 2 can result in imprisonment. 8 carry an unlimited fine.
Forge, alter or misuse exemption or accessibility certificates
Unlimited fine and/or 2 years imprisonment
Forge or misuse exemption, accessibility or approval certificates
Unlimited fine and/or 2 years imprisonment
Aid another in breaching equality duties
Unlimited fine
Aid another to breach Equality Act discrimination rules
Unlimited fine
Make false or misleading statement about a work offer
Unlimited fine
Make false or misleading statement about lawful work treatment
Unlimited fine
Make false statement to employee/agent about Equality Act compliance
Unlimited fine
Make false statement to employee/agent about Equality Act compliance
Unlimited fine
Prevent discrimination, harassment and victimisation of pupils at your school
Fine up to £25,000
Fail to comply with PSV accessibility regulations
Fine up to £2,500
Operate a public service vehicle without required accessibility certificate
Fine up to £2,500
Use a public service vehicle without required accessibility certificate
Fine up to £2,500
Use or allow a non‑accessible public service vehicle
Fine up to £2,500
Fail to assist disabled passenger to find vehicle
Fine up to £1,000
Fail to assist disabled passenger to identify/find vehicle
Fine up to £1,000
Fail to carry disabled passenger or their equipment
Fine up to £1,000
Fail to carry disabled passenger, wheelchair or mobility aids
Fine up to £1,000
Refuse booking or charge extra for disabled passengers
Fine up to £1,000
Fail to carry or allow assistance dog in taxi
Fine up to £1,000
Fail to carry wheelchair passenger as required
Fine up to £1,000
Fail to carry wheelchair passengers as required
Fine up to £1,000
Fail to comply with taxi accessibility regulations
Fine up to £1,000
Fail to comply with taxi accessibility regulations
Fine up to £1,000
Fail to comply with tribunal document or attendance requirements
Fine up to £1,000
Fail to comply with tribunal document or evidence requirements
Fine up to £1,000
Refuse booking for disabled passenger or charge extra duty
Fine up to £1,000
Refuse booking or charge extra for assistance dogs
Fine up to £1,000
Refuse booking or charge extra for assistance dogs in private hire
Fine up to £1,000
Refuse to carry assistance dog in taxi
Fine up to £1,000
Practical guidance
Our guides explain how to comply with the requirements above.
Employment & HR 16
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 …
Manage redundancies correctly
How to make employees redundant fairly and legally. Covers collective consultation requirements, fair selection criteria, statutory redundancy pay …
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 …
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, …
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 …
Respond to an employment tribunal claim
What to do when a current or former employee brings an employment tribunal claim against your business. Covers …
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, …
Compliance & Legal 8
Gender pay gap reporting
Mandatory gender pay gap reporting for large employers and transparency obligations.
Protect new and expectant mothers at work
Your legal duties under Regulations 16-18 of the Management of Health and Safety at Work Regulations 1999 to …
Using AI in recruitment and HR
Compliance requirements when using AI for recruitment, screening, and HR decisions. Covers equality law risks, data protection obligations, …
AI bias and equality law
How the Equality Act 2010 applies to AI systems and what businesses must do to prevent algorithmic discrimination. …
Assess your AI compliance obligations
Step-by-step guide to assessing what AI compliance obligations apply to your business. Covers inventorying AI systems, identifying personal …
AI compliance checklist
Quick verification checklist covering all major AI compliance obligations. Use this checklist to confirm your business meets its …
Equality and menopause action plans for large employers
Requirements for mandatory gender pay gap action plans and menopause support action plans for employers with 250 or …
Checklist for protecting new and expectant mothers
Compliance checklist for employers when an employee is pregnant, has recently given birth, or is breastfeeding. Covers the …
Sector-Specific 6
Healthcare premises and equipment requirements
CQC Regulation 15 premises and equipment requirements, radiation protection under IRR 2017, healthcare ventilation, medical gas systems, decontamination …
Support Children with SEND in Early Years Settings
Legal requirements and practical guidance for identifying and supporting children with Special Educational Needs and Disabilities (SEND) in …
Retail sector market overview
UK retail market statistics, ecommerce growth trends, and investment opportunities for retailers operating in Great Britain.
Equality and accessibility for retail businesses
Understand your obligations under the Equality Act 2010 as a retail service provider. Covers protected characteristics, reasonable adjustments …
Employment law for hospitality businesses
Tips and service charge distribution, DBS checks for staff working with children, workplace pensions, and employment law considerations …
Accessibility requirements for businesses
Legal obligations to make your business accessible to disabled people under the Equality Act 2010, including premises, websites, …
Digital & Technology 2
Tech Sector Compliance Overview
Comprehensive guide to regulatory compliance for technology businesses - UK GDPR, data protection, online safety, cybersecurity, and sector-specific …
AI Regulation Framework
The UK takes a principles-based, sector-specific approach to AI regulation. There is no single AI law. Instead, existing …
Sections and provisions
261 classified provisions from this legislation.
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 13
- s.110 Liability of employees and agents
- s.112 Aiding contraventions
- s.160 Taxi accessibility regulations
- s.164A Disabled passengers: duties of drivers
- s.165A Disabled passengers: assistance to identify and find vehicle
- s.165 Disabled passengers in wheelchairs: duties of drivers of designated vehicles
- 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
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 50
- 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 Vocational training
- s.59 Interpretation Local authority
- s.60A Discriminatory statements
- ... and 30 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