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

Prevent discrimination in recruitment, promotions, and internal policies.
Make reasonable accommodations for employees and users with disabilities.
Ensure websites and digital services are accessible.
Follow WCAG 2.1 Level AA for online content.
Offer screen reader and keyboard navigation support.
Provide alternative text for images and multimedia.
Maintain clear forms with labels and real-time error feedback.
Use high-contrast visual options and allow text resizing.
Include a mechanism for users to report accessibility issues.

Specific Responsibilities for Website Owners

Ensure online content is perceivable, operable, understandable, and robust.
Implement WCAG 2.1 Level AA standards.
Provide alternative text for visual content.
Enable full keyboard navigation and screen reader compatibility.
Use semantic HTML for structured content.
Maintain readable text with adjustable font sizes and sufficient contrast.
Provide captions and transcripts for video and audio content.

Additional Requirements

Public Sector Equality Duty (PSED) applies to public bodies.
Businesses must publish accessibility statements outlining compliance.
Conduct regular digital accessibility audits.
Train staff and digital teams on accessibility best practices.
Respond to user feedback regarding accessibility barriers.

Individual 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