United Kingdom Equality Act (UKEA) 2010

    Overview 

    The United Kingdom Equality Act (UKEA) 2010 is the primary anti-discrimination law in the United Kingdom, consolidating previous equality legislation into a single framework. The Act provides protections against discrimination, harassment, and victimization based on protected characteristics, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

    The Act applies to public and private sector entities, covering workplaces, education providers, public authorities, businesses, service providers, and landlords. It also mandates that reasonable adjustments be made to ensure accessibility, particularly for people with disabilities. 

    Regulation Summary

    Timeline
    • April 8, 2010 – The Equality Act 2010 received Royal Assent.
    • October 1, 2010 – Most provisions of the Act came into force.
    • September 1, 2012 – Duty to make reasonable adjustments for disabled students took effect.
    • October 1, 2012 – Specific public sector equality duties introduced.
    • December 1, 2020 – Additional amendments addressing gender pay gap reporting.
    What Businesses Are Affected
    • All employers, regardless of size
    • Public authorities and government institutions
    • Businesses and service providers offering goods, facilities, or services to the public
    • Educational institutions, including schools, colleges, and universities
    • Landlords and housing providers
    Exemptions
    • Religious organizations may have limited exemptions related to religious practices.
    • Occupational requirements allowing for discrimination in cases where a characteristic is essential for a role.
    • Positive action measures designed to address underrepresentation or disadvantage.
    • National security provisions allowing exemptions in certain government roles.
    Responsibilities for Businesses
    • Prohibit discrimination in hiring, promotions, and workplace policies
    • Ensure workplace accommodations for employees with disabilities
    • Adopt fair pay policies and gender pay gap reporting
    • Provide training and awareness programs on diversity and inclusion
    • Implement accessible website and digital services
    Specific Responsibilities for Website Owners
    • Ensure web content is perceivable, operable, understandable, and robust
    • Provide alternative text for images and multimedia content
    • Implement keyboard navigation and screen reader compatibility
    • Maintain sufficient color contrast and readable text sizing
    • Publish clear accessibility statements
    Additional Requirements
    • Public Sector Equality Duty (PSED): Requires public bodies to eliminate discrimination, advance equality, and foster good relations.
    • Reasonable Adjustments: Businesses must make accommodations to avoid disadvantaging individuals with disabilities.
    • Positive Action Measures: Employers may take steps to reduce disparities in employment and representation.
    Data Subject Rights
    • Right to non-discrimination in employment, services, and public functions
    • Right to reasonable accommodations for disabilities
    • Right to equal pay for equal work
    • Right to legal recourse in cases of discrimination
    Enforcement
    • Enforced by the Equality and Human Rights Commission (EHRC)
    • Fines and compensation orders for breaches of the Act
    • Employment tribunals for workplace discrimination cases
    • Legal consequences for non-compliance with accessibility and equality requirements
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