Advance order form for discounted copies of "Equality: The New Legal Framework" by ERT Chair Professor Sir Bob Hepple QC.
This is a case summary of the European Court of Human Rights decision in O'Donoghue and Others v The United Kingdom (Application no. 34848/07).
This document outlines the steps to present a claim on race discrimination in the field of employment in Great Britain. It takes into account the Race Discrimination employment law as at February 2010.
This is the article "The Equality Act 2010: Main Concepts", authored by Sue Ashtiany, published in Volume 5 of The Equal Rights Review.
This is the article "The New Single Equality Act in Britain", authored by Bob Hepple, published in Volume 5 of The Equal Rights Review.
On 8 April 2010, the United Kingdom (UK) Parliament passed the Equality Act 2010. The Act harmonises existing equality law which previously had been spread across numerous separate pieces of legislation.
The new Equality Act not only combines existing equality legislation into a single comprehensive Act but levels up protection for several grounds of discrimination such as age, disability, gender reassignment, religion or belief and sexual orientation. The Act provides protection from discrimination in employment, access to services and public functions, housing, education and health.
Some of the most notable aspects of the Equality Act 2010 include:
• The introduction of a new public sector duty related to socio-economic inequalities;
The Act, which was passed by the Scottish Parliament on 3 June 2009, creates new statutory offences to protect victims who are targeted because of their disability, sexual orientation or transgender identity.
On 24 March 2010, the Offences (Aggravation by Prejudice) (Scotland) Act 2009 came into force. The Act, which was passed by the Scottish Parliament on 3 June 2009, creates new statutory offences to protect victims who are targeted because of their disability, sexual orientation or transgender identity.
Articles 1 and 2 of the Act provide that if a crime is motivated by malice and ill-will towards a victim because of his or her actual or presumed disability, sexual orientation or transgender identity, then it constitutes an offence “aggravated by prejudice”. Under the Act if an offence has been found to be “aggravated by prejudice”, the court must:
This is an article by Christopher McCrudden, Raya Muttarak, Heather Hamill, and Anthony Heath entitled Affirmative Action without Quotas in Northern Ireland. It was published in Volume Four of The Equal Rights Review.
This document outlines legislation and case law in Great Britain that prohibit religious discrimination in the area of employment.
We are grateful to Shearman & Sterling LLP for preparing this document on a pro bono basis. Their contribution is extremely relevant to disseminating information on equality and anti-discrimination laws.