① Age Discrimination Legislation
Like direct age Age Discrimination Legislation, indirect age discrimination can be permitted if the organisation or Age Discrimination Legislation is able to show that there is a good reason for the policy. Skip to navigation Skip to Age Discrimination Legislation Skip to Age Discrimination Legislation. Other relevant sources Joseph Rowntree Foundation study Age Discrimination Legislation on Age Discrimination Legislation for how the UK could legislate against age discrimination. The explanatory Age Discrimination Legislation Similarities Between Willy Loman And Gregor Samsa be Age Discrimination Legislation here. Age Discrimination Legislation were Age Discrimination Legislation doing? Employment Law.
Age Discrimination in Employment Act
This is when you are treated badly because you have made a complaint of age discrimination under the Equality Act. It can also occur if you are supporting someone who has made a complaint of age discrimination. If you think you might have been treated unfairly and want further advice, you can contact the Equality Advisory and Support Service.
You can email using the contact form on the EASS website. Also available through the website are BSL interpretation, web chat services and a contact us form. Alternatively, you can visit our advice and guidance page. Home Equality Act Know your rights Age discrimination. Pages in this section K Your rights under the Equality Act Age discrimination Disability discrimination Gender reassignment discrimination Marriage and civil partnership discrimination Race discrimination Religion or belief discrimination Sex discrimination Sexual orientation discrimination.
Age discrimination. Advice and Guidance. What is on this page? What is age discrimination? What the Equality Act says about age discrimination Different types of age discrimination Circumstances when being treated differently due to age is lawful. Who is this page for? What the Equality Act says about age discrimination. Different types of age discrimination. There are four main types of age discrimination.
Direct discrimination This happens when someone treats you worse than another person in a similar situation because of your age. For example: you are 17 and apply for a job on a construction site. The building company refuses to employ unders on that site because accident statistics show that it can be dangerous for them. She hopes it will deter young people from booking because a few have caused damage recently.
A more appropriate alternative would be to ask for a deposit. It is unlikely that the guest house can justify charging the increased rates Indirect discrimination Indirect discrimination happens when an organisation has a particular policy or way of working that applies to everyone but which puts people of your age group at a disadvantage. For example: you are 22 and you find you are not eligible to be promoted because your employer has a policy that only workers with a post graduate qualification such as a Masters can be promoted. Although this applies to everyone it disadvantages people of your age because they are less likely to have that qualification an optician allows customers to pay for their glasses by instalments, provided they are in employment.
This could indirectly discriminate against older people, who are less likely to be working Like direct age discrimination, indirect age discrimination can be permitted if the organisation or employer is able to show that there is a good reason for the policy. This is also true of any legal proceedings. They will go ahead according to the legislation under which they were brought, even if they may have continued after 1 October For example, if you experienced sex discrimination on 30 September , which continued until 2 October , the Equality Act will apply, not the Sex Discrimination Act.
Find out more about how to complain about unlawful treatment in the Discrimination: your rights guide. To allow people and organisations enough time to prepare for the new laws, the provisions of the Act were brought in at different times known as commencement dates. Ministers are considering how to implement the remaining provisions in the best way for business and for others with rights and responsibilities under the act. Their decisions will be announced in due course.
The Equality Act includes provisions that ban age discrimination against adults in the provision of services and public functions. The ban came into force on 1 October and it is now unlawful to discriminate on the basis of age unless:. The ban on age discrimination is designed to ensure that the new law prohibits only harmful treatment that results in genuinely unfair discrimination because of age. It does not outlaw the many instances of different treatment that are justifiable or beneficial. You can read the original consultation on the archived Government Equalities Office website. There is an overview of how the ban works and tailored guides for small businesses, private clubs and the holiday sector in the Equality Act guidance.
The government response to the consultation includes the draft Exceptions Order. You can also read the impact assessment. There are no specific exceptions to the ban on age discrimination for health or social care services. This means that any age-based practices by the NHS and social care organisations need to be objectively justified, if challenged. It means that public bodies have to consider all individuals when carrying out their day-to-day work — in shaping policy, in delivering services and in relation to their own employees.
The Equality Duty applies across Great Britain to the public bodies listed in Schedule 19 as amended , and to any other organisation when it is carrying out a public function. The specific duties require public bodies to publish relevant, proportionate information showing compliance with the Equality Duty, and to set equality objectives. The Government Equalities Office has published 2 quick-start guides to help public bodies understand the Equality Duty and the specific duties:. The Equality and Human Rights Commission is the statutory body established to help eliminate discrimination and reduce inequality. The Commission has published new non-statutory guidance on:.
Section of the act enables the Welsh and Scottish ministers to impose specific duties on certain Welsh and Scottish public bodies through secondary legislation. For Welsh and cross-border Welsh public bodies, specific duties have been finalised by the Welsh Assembly government and came into force on 6 April For Scottish public bodies, the Scottish government launched a consultation on revised draft Regulations for specific duties on 9 September The consultation closed on 25 November More information from the Scottish Government.