Equal Pay Act 1970 -  Act of Parliament which lays down that a woman must receive the same pay and conditions of work as a male worker in similar employment.

Equal Pay (Amendment) Act 1983 – This gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, where men and women are doing like work, work rated as equivalent or work that is proved to be of equal value.

Sex Discrimination Act 1975 – Unlawful to discriminate on the grounds of sex. Sex discrimination is unlawful in employment, education, advertising or when providing housing, goods, services or facilities. It is unlawful to discriminate because someone is married, in employment or advertisement for jobs

The Employment Equality (Sex Discrimination) Regulations 2005 – Introduces new definitions of indirect discrimination and harassment, explicitly prohibits discrimination on the grounds of pregnancy or maternity leave.
 
 

Sex Discrimination (Gender Reassignment) Regulations 1999 – Act seeks to prevent sex discrimination relating to gender reassignment. It clarified the law for transsexual people in relation to equal pay and treatment in employment and training

Gender Recognition Act 2004 – To provide transsexual people with legal recognition in their acquired gender. Legal recognition follows from the issue of a full gender recognition certificate by a gender recognition panel 

Race Relations Act 1976 – Prohibits discrimination on racial grounds in the areas of employment, educaton and the provision of goods, facilities, services and premises

Race Relations Amendment Act 2000 – Places statutory duty on all public bodies to promote equal opportunity, eliminate racial discrimination and promote good relations between different racial groups.

Race Relations Act 1976 (Amendment) Regulation 2003 – Introduces new definitions of indirect discrimination and harassment, new burden of proof requirements, continuing protection after employment ceases, new exemptions for a determinate job requirement and removal of certain other exemptions

Disability Discrimination Act 1995 – Outlaws discrimination of disabled people in employment, the provision of goods, facilities and services or in management of premises.

Disability Discrimination Amendment Act 2005 – Introduces positive duty on public bodies to promote equality for disabled people.

Disability duty -  Promote equality of opportunity between disabled persons and other persons; eliminate unlawful discrimination; eliminate harassment of disabled persons; promote positive attitudes towards disabled persons; encourage participation by disabled persons in public life; and take steps to take account of disabled persons’ disability, even where that involves treating disabled persons more favourably than others. This is the only way in which true equality of opportunity for disabled people can be delivered.

Protection from Harassment Act 1997 - The Act prohibits a course of conduct that a reasonable person would consider to be harassment, and allows the courts to issue restraining or non-harassment orders.Generally viewed as public order legislation, designed to combat stalking. However, an employer can be held liable for harassment committed by one of its employees in the course of their employment.

Human Rights Act 1998 -  This important piece of legislation came into force on 2 October 2000. It "incorporates" into UK law the European Convention on Human Rights. This means that if you believe your Convention rights have been violated you can for the first time ask a court in England or Wales to deal with it. The Convention consists of 18 articles and six protocols containing additional rights i.e. right to life, deprivation of liberty, protection against torture, private and family life and freedom of expression, thought conscience or religion.

Employment Equality (Religion or Belief) Regulation 2003 – Protects against discrimination on the grounds of religion and belief in employment, vocational training, promotion and working conditions

Racial and Religious Hatred Act 2006 – Act seeks to stop people from intentionally using threatening words or behaviour to stir up hatred against someone because of what they believe.

Employment Equality (Sexual Orientation) Regulations 2003 – protects against discrimination on the grounds of sexual orientation in employment, vocational training, promotion or working conditions

Civil Partnerships Act 2004 –Provides legal recognition and parity of treatment for same-sex couples and married couples, including employment benefits and pension rights.

Employment Equality (Age) Regulation 2006 – protects against discrimination on grounds of age in employment and vocational training. Prohibits direct and indirect discrimination, victimisation, harassment and instructions to discriminate.

The Equality Act 2006 - received Royal Assent on 16 February of that year, has three main purposes:

a)To establish the Commission for Equality and Human Rights (CEHR) 

b)To make discrimination unlawful on the grounds of religion or belief in the provision of goods, facilities and services, the disposal and management of premises, education, and the exercise of public functions

c)To create a positive duty on public authorities to promote equality of opportunity between men and women, and to prohibit sex discrimination in the exercise of public functions.

Equality Act Implications (doc)

In October 2010 a new Equality Act will come into force. The EHRC have created a series of guidance documents to help explain the Act and provide practical examples on how the law has changed. EHRC currently have guidance for employers, workers, service providers and service users, and will be adding guidance for education providers and students in September. A web based version of the guidance will be launched mid August. To access these guidance documents please click here...

CEHR - came into being on 1 October 2007. It combines the responsibilities and powers of the three previous equality commissions; Commission for Racial Equality (CRE), Disability Rights Commission (DRC) and Equal Opportunities Commission (EOC) who had responsibility for promoting racial, disability and sex equality in Britain. The new commission brings together the work of the three previous equality commissions and also takes on responsibility for the other aspects of equality: age, sexual orientation and religion or belief, as well as human rights.

The Equality and Human Rights Commission champions equality and human rights for all, working to eliminate discrimination, reduce inequality, protect human rights and to build good relations, ensuring that everyone has a fair chance to participate in society.