| 1 | Discrimination and harassment: a quick guide A quick guide to the law on unlawful discrimination in employment (including direct and indirect discrimination, harassment and victimisation), why it is important, and key pitfalls to avoid. This is one of a series of quick guides, see Quick guides. | Practice note: overview | Maintained |
| 2 | Discrimination in employment: overview (EqA 2010) This note provides an overview of discrimination in employment under the Equality Act 2010, most of which took effect on 1 October 2010. For information on the pre-October discrimination regime, see Toolkit, Pre-October 2010 discrimination law. | Practice note: overview | Maintained |
| 3 | Discrimination under the Equality Act 2010: toolkit Most of the provisions of the Equality Act 2010 came into force on 1 October 2010. This toolkit contains links to the PLC materials concerning discrimination, harassment and victimisation under the Act. For information on discrimination law before the Equality Act 2010, see Pre-October 2010 discrimination law: toolkit. | Practice note: overview | Maintained |
| 4 | Pre-October 2010 discrimination law: toolkit This toolkit concerns the discrimination law relating to sex, race, disability, religion or belief, sexual orientation and age that was in force in Great Britain before the Equality Act 2010 took effect on 1 October 2010. The pre-October 2010 discrimination regime is still relevant to some claims progressing through the tribunal system. For information on the Equality Act 2010, see Discrimination under the Equality Act 2010: toolkit. | Practice note: overview | 30-Sep-2010 |
| 5 | Public body decision-making and challenges to decision ... A toolkit to guide users through key maintained PLC content on public body decision-making and challenges to decision-making, including links to all the relevant materials. | Practice note: overview | Maintained |
| 6 | Retirement before 6 April 2011: toolkit A toolkit to guide users around PLC Employment retirement materials that were relevant before the abolition of the default retirement age (DRA) on 6 April 2011. | Practice note: overview | Maintained |
| 7 | Retirement since 6 April 2011: toolkit A toolkit to guide users around PLC Employment materials on the law governing compulsory retirement ages following the repeal of the default retirement age (DRA) laws on 6 April 2011. | Practice note: overview | 06-Apr-2011 |
| 8 | Age discrimination (EqA 2010) This note examines age discrimination in employment under the Equality Act 2010, most of which took effect on 1 October 2010. For information on the Employment Equality (Age) Regulations 2006, which contained the law on age discrimination that applied before October 2010, see Practice note, Age discrimination (pre-October 2010). | Practice notes | Maintained |
| 9 | Age discrimination and employee share schemes This practice note examines the impact of the statutory rules against age discrimination on employee share schemes. For a checklist based on this note, see Checklist, Age discrimination and employee share schemes. | Practice notes | Maintained |
| 10 | Avoiding discrimination and harassment claims A practical guide to drafting and reviewing non-discrimination and harassment policies in light of recent and forthcoming EU legislative changes. This practice note is periodically maintained. | Practice notes | 01-Oct-2005 |
| 11 | Default retirement age: implications of its abolition This note considers the implications of the abolition of the default retirement age (DRA) which took place in April 2011 and what employers need to do to in light of this change. | Practice notes | Maintained |
| 12 | Disability discrimination (EqA 2010) This note examines disability discrimination in employment under the Equality Act 2010, most of which took effect on 1 October 2010. It should be read in conjuction with Practice notes, Disability discrimination: the definition of disability (EqA 2010) and Disability discrimination: reasonable adjustments (EqA 2010). For information on the Disability Discrimination Act 1995, which contained the law on disability discrimination that applied before October 2010, see Practice note, Disability discrimination (pre-October 2010). | Practice notes | Maintained |
| 13 | Disability discrimination: reasonable adjustments (EqA 2010) This note examines the duty that the Equality Act 2010 places on employers to make reasonable adjustments for disabled job applicants and employees. For information on when a person is "disabled", see Practice note, Disability discrimination: the definition of disability (EqA 2010). For information on other aspects of disability discrimination, see Practice note, Disability discrimination (EqA 2010). | Practice notes | Maintained |
| 14 | Disability discrimination: the definition of disability (EqA 2010) This note examines when an individual might be disabled for the purposes of the Equality Act 2010. It supplements Practice note, Disability discrimination (EqA 2010) and Practice note, Disability discrimination: reasonable adjustments (EqA 2010), which deal with the protection of disabled employees and job applicants, and the duties of employers in relation to disabled people. | Practice notes | Maintained |
| 15 | Discrimination in employment: bringing and defending claims ... This note examines issues relevant to bringing or defending discrimination, harassment or victimisation claims under the Equality Act 2010. It covers discrimination questionnaires, the Acas Code of Practice on Disciplinary and Grievance Procedures, the relevant time limits and how to draft claim forms and responses. It also provides practical tips on litigating discrimination cases. | Practice notes | Maintained |
| 16 | Discrimination in employment: burden of proof (EqA 2010) This note examines the burden of proof in discrimination claims under the Equality Act 2010. | Practice notes | Maintained |
| 17 | Discrimination in employment: compensation and other ... This note examines how to assess compensation for discrimination under the Equality Act 2010, which took effect on 1 October 2010. It looks at general principles of compensation, heads of damage (both financial and non-financial), tax issues and interest. It also covers tribunals' powers under the Act to make declarations and recommendations. For information on compensation under the pre-October 2010 discrimination regime, see Practice note, Compensation in discrimination claims (pre-October 2010). | Practice notes | Maintained |
| 18 | Discrimination in employment: exceptions (EqA 2010) This note examines the various exceptions set out in the Equality Act 2010 that enable employers to discriminate lawfully in limited circumstances. The most prominent of these are the "occupational requirements" and "positive action" exceptions that apply across most of the protected characteristics. Most of the Equality Act 2010 took effect on 1 October 2010. For information on the pre-October 2010 discrimination regime, see A toolkit: pre-October 2010 discrimination law. | Practice notes | Maintained |
| 19 | Discrimination in employment: types of discrimination (EqA ... This note examines various types of discrimination and other potentially unlawful conduct that are set out in the Equality Act 2010. It covers direct and indirect discrimination; harassment; victimisation; and instructing, causing, inducing and knowingly helping discrimination. | Practice notes | Maintained |
| 20 | Discrimination in employment: who is protected and who is ... This note sets out the different categories of individual who are protected against work-related discrimination, harassment and victimisation by the Equality Act 2010. It also looks at when discrimination against job applicants and employees will be unlawful, and who (employers, employees and others) might be liable for such discrimination. Most of the Equality Act 2010 took effect on 1 October 2010. For information on the pre-October 2010 discrimination regime, see A toolkit: pre-October 2010 discrimination law. | Practice notes | Maintained |
| 21 | Equality Act 2010: education providers The Equality Act 2010 (EqA 2010) mostly came into force on 1 October 2010 and replaces the previous discrimination legislation in Great Britain relating to: Sex. Race. Disability. Sexual orientation. Religion or belief. Age. This note covers the provisions of the EqA 2010 relevant to education providers, including those relating to: Admissions and exclusions. The duty to make reasonable adjustments. Enforcement. | Practice notes | Maintained |
| 22 | Equality Act 2010: employment implications This note provides background to the Equality Act 2010 and brief analysis of the Act's key employment-related provisions. It is no longer maintained. PLC Employment has now published a suite of more detailed, maintained practice notes on the Act, which can be accessed via A toolkit: discrimination under the Equality Act 2010. | Practice notes | 30-Sep-2010 |
| 23 | Equality Act 2010: local government The majority of the Equality Act 2010 (EqA 2010) came into force on 1 October 2010. The Act replaces the previous discrimination legislation in Great Britain concerning: Sex. Race. Disability. Sexual orientation. Religion or belief. Age. This note covers various aspects of the EqA 2010 relevant to local authorities, including: In relation to their roles as education providers, service providers, landlords and employers. The duty to make reasonable adjustments. Enforcement. | Practice notes | Maintained |
| 24 | Equality and Human Rights Commission This note details the duties, powers and constitution of the Equality and Human Rights Commission. | Practice notes | Maintained |
| 25 | Fixed-term contracts This note examines the key provisions of UK law relating to fixed-term employees, including their right not to be treated less favourably than permanent employees and the use of successive fixed-term contracts. | Practice notes | Maintained |
| 26 | Gender reassignment discrimination (EqA 2010) This note examines gender reassignment discrimination in employment under the Equality Act 2010, which took effect on 1 October 2010. For information on the basis on which employees undergoing gender reassignment could bring discrimination claims before October 2010 under the Sex Discrimination Act 1975, see Practice note, Sex discrimination (pre-October 2010). | Practice notes | Maintained |
| 27 | Human Rights Act 1998: overview A note on the European Convention on Human Rights and its interaction with the Human Rights Act 1998 including links to relevant PLC content. | Practice notes | Maintained |
| 28 | Marriage and civil partnership discrimination (EqA 2010) This note examines marriage and civil partnership discrimination in employment under the Equality Act 2010, most of which took effect on 1 October 2010. For information on the basis on which employees could bring marriage and civil partnership discrimination claims before October 2010 under the Sex Discrimination Act 1975, see Practice note, Sex discrimination (pre-October 2010). | Practice notes | Maintained |
| 29 | Part-time working This note examines the key provisions of UK law relating to part-time working, focussing on the rights of part-time workers to equal treatment with full-time workers, and also covering the extent of a worker's right to go from full-time to part-time working or vice versa. | Practice notes | Maintained |
| 30 | Pensions and discrimination claims This practice note considers the various types of discrimination claims that affect occupational pension schemes. It examines sex discrimination issues, including in relation to GMP equalisation, part-time worker claims and the recent Test-Achats judgment, as well as issues in relation to discrimination because of age, employment status, sexual orientation, gender reassignment, disability and religion or belief. | Practice notes | Maintained |
| 31 | Pensions: age discrimination This practice note considers the pensions aspects of the age discrimination legislation. Since 1 December 2006, it has been unlawful for employers and trustees of occupational pension schemes to discriminate against, or to harass members, on grounds of their age. This note examines the age discrimination rules and the exemptions, the implications for scheme trustees and employers and areas, such as flexible retirement, where the effect of the legislation is uncertain. | Practice notes | Maintained |
| 32 | Pregnancy and maternity discrimination (EqA 2010) This note examines pregnancy and maternity discrimination in employment under the Equality Act 2010, most of which took effect on 1 October 2010. For information on the legal framework that applies to pregnant employees and to maternity leave, see Practice note, Pregnancy and maternity: the legal framework. | Practice notes | Maintained |
| 33 | PSED (Equality Act 2010): significant cases This note provides information on significant cases dealing with the public sector equality duty under the Equality Act 2010 and the prior equality legislation (the Disability Discrimination Act 1995 and 2005, the Race Relations Act 1976 and the Sex Discrimination Act 1975). It also provides links to legal updates on these cases, where they have been covered by PLC. | Practice notes | Maintained |
| 34 | PSED: general public sector equality duty under section 149 ... A note on the public sector equality duty (PSED) introduced under section 149 of the Equality Act 2010. The note covers the background to the PSED and which public authorities it applies to. The note also considers the meaning of "due regard" and how the PSED will be enforced. | Practice notes | Maintained |
| 35 | PSED: specific duties in England A note on the specific equality duties introduced as a way of public authorities meeting the requirements under the general public sector equality duty set out in section 149 of the Equality Act 2010. This note covers England only. | Practice notes | Maintained |
| 36 | PSED: specific duties in Scotland A note on the specific duties under the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 (SSI 2012/162) and how they ensure public authority compliance with the general public sector equality duty (PSED) introduced under section 149 of the Equality Act 2010. This note only applies to the implementation of the specific duties in Scotland. | Practice notes | Maintained |
| 37 | PSED: specific duties in Wales A note on how the public sector equality duties introduced under the Equality Act 2010 have been implemented in Wales with particular reference to the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 (WSI 2011/1064). | Practice notes | Maintained |
| 38 | Public sector equality duty toolkit A toolkit with links to PLC materials dealing with the public sector equality duty (PSED) under section 149 of the Equality Act 2010 and the specific duties set out in section 153 of the Equality Act 2010. | Practice notes | Maintained |
| 39 | Race discrimination (EqA 2010) This note examines race discrimination under the Equality Act 2010, most of which took effect on 1 October 2010. For information on the Race Relations Act 1976, which contained the law on race discrimination in employment that applied before October 2010, see Practice note, Race discrimination (pre-October 2010). | Practice notes | Maintained |
| 40 | Religion or belief discrimination (EqA 2010) This note examines religion or belief discrimination in employment under the Equality Act 2010, most of which took effect on 1 October 2010. For information on the Employment Equality (Religion or Belief) Regulations 2003, which contained the law on religion or belief discrimination in employment that applied before October 2010, see Practice note, Discrimination on grounds of religion or belief (pre-October 2010). | Practice notes | Maintained |
| 41 | Retirement before 6 April 2011 This note considers the issues relating to the retirement of employees, where the process was initiated before 6 April 2011 (the date when the default retirement age was abolished). It considers the statutory procedures employers needed to follow and how to deal with requests by employees to remain in employment beyond retirement age. It also considers the claims that might arise in relation to the old law. For the law on retirement post-abolition of the default retirement age (DRA), see Practice note, Default retirement age: implications of its abolition. | Practice notes | 17-Apr-2012 |
| 42 | Sex discrimination (EqA 2010) This note examines sex discrimination in employment under the Equality Act 2010, most of which took effect on 1 October 2010. For information on the Sex Discrimination Act 1975, which contained the law on sex discrimination that applied before October 2010, see Practice note, Sex discrimination (pre-October 2010). | Practice notes | Maintained |
| 43 | Sexual orientation discrimination (EqA 2010) This note examines sexual orientation discrimination in employment under the Equality Act 2010, most of which took effect on 1 October 2010. For information on the Employment Equality (Sexual Orientation) Regulations 2003, which contained the law on sexual orientation discrimination in employment that applied before October 2010, see Practice note, Discrimination on grounds of sexual orientation (pre-October 2010). | Practice notes | Maintained |
| 44 | Vicarious liability This practice note addresses the circumstances in which vicarious liability arises, at common law and under statute. It also looks at the implications of vicarious liability, and the alternative bases for attributing liability where vicarious liability is not applicable. | Practice notes | Maintained |
| 45 | Volunteering and internships: employment law issues A note exploring the legal and practical employment law issues relevant to volunteering and internships (or work experience). The note considers the status of volunteers and interns and whether organisations have any legal obligations towards them (including whether they need to be paid the national minimum wage). It also considers the implications for employers whose employees volunteer in other organisations. | Practice notes | Maintained |