The resources and links on this page are available on the Commission’s website and from selected sources. These pages aim to bring those materials together in one place for advisers, so that you don’t have to search for them.
Please note, references to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query.
You are advised to contact our telephone support service, EHRC Adviser Support, if you are in any doubt.
Important legislation
The main laws that are relevant to equality and human rights cases.
-
Introduction to the Equality Act 2010: understanding legal definitions of discrimination and unlawful behaviour in the Equality Act
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Equality Act 2010 on legislation.gov.uk (external link): if using this version please check whether the provision you are looking at has been brought into force. If there is a grey bar at the top stating 'prospective' then there is likely to be doubt over whether the provision is in force or has been amended. Please contact us if you are unsure.
- Equality Act 2010 explanatory notes on legislation.gov.uk (external link)
If you need help or advice, please call the EHRC adviser support helpline.
Handbooks
A brief overview of the Equality Act 2010 for advisers and guidance on quantifying discrimination claims.
Codes of practice and technical guidance
Our Codes of Practice are statutory Codes, issued under section 14 of the Equality Act 2006. This means they have been approved by the Secretary of State and laid before Parliament. Tribunals and courts must take into account any part of the Code that appears to them relevant to any questions arising in proceedings.
Our Technical Guidance was prepared and issued on the basis of its powers to provide information and advice under s13 of the Equality Act 2006. They are not statutory codes, however they can still be used in evidence, and if education providers follow them, the codes will help them to avoid having adverse decisions made against them in legal proceedings.
- technical guidance for schools in England
- technical guidance: reasonable adjustments for disabled pupils in England
- technical guidance for schools in Scotland
- technical guidance: reasonable adjustments for disabled pupils in Scotland
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guidance for schools in Wales: what equality law means for you as an education provider in Wales (please note, this guide is not technical guidance but contains detailed information about equality law in schools in Wales and will be of assistance when advising on schools cases in Wales)
The public sector equality duty consists of a general equality duty and specific duties, which help authorities to meet the general duty.
The aim of the general equality duty is to incorporate equality considerations into the day-to-day business of public authorities. Those subject to the equality duty must have due regard to the need to:
- eliminate unlawful discrimination, harassment and victimisation, and other conduct that is prohibited by the Act
- advance equality of opportunity between people who share a characteristic and those who don't
- foster good relations between people who share a characteristic and those who don't
There are additional, specific duties which apply to devolved public authorities in Wales and Scotland. Please see our country-specific codes.
- technical guidance on the public sector equality duty in England
- technical guidance on the public sector equality duty in Scotland
- technical guidance on the public sector equality duty in Wales
For more information, see our section on the PSED below.
- services, public functions and associations: statutory code of practice and supplement: the supplement contains useful updates to the code. Please check both documents for information about your query
If you need help or advice, please call the EHRC adviser support helpline.
Search by subject
We've brought together advice and guidance on some of the most common subjects. Please contact us if you can’t find the information you need, need further guidance, or to tell us about any other topics you’d like to see featured.
You will find information about the following topics below:
Human rights
- Human Rights Act 1998 (legislation.gov.uk, external link)
- for the Commission’s powers and duties see the Equality Act 2006 (legislation.gov.uk, external link)
- the Commission's information on the Human Rights Act
- basic guidance on human rights for individuals
- a guide to the Human Rights Act for public authorities
- guide to the Human Rights Act for people with learning disabilities
- the United Nations Convention on the Rights of Persons with Disabilities: what does it mean for you?
- a guide to business and human rights
- human rights framework for adults in detention
Our employer's guide to religion or belief in the workplace, including:
- dress codes and religious symbols
- opting out of work duties (a basic guide for employers but helpful for individuals, too)
- a guide to the law for employers
- BASW (British Association of Social Workers, external link). BASW is the largest professional association for social work in the UK, with offices in England, Northern Ireland, Scotland and Wales
- guidance on human rights for commissioners of home care
- your home care and human rights
If you need help or advice, please call the EHRC adviser support helpline.
Services and public functions
For the legal provisions see part 3 of the Equality Act 2010 (legislation.gov.uk, external link), see part 4 for Premises, part 7 for Associations, part 12 for Disabled persons transport and the relevant schedules to the Act referred to in these parts. (Please note, there are numerous schedules to the Act.)
References to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query. Discrimination law can be very complex, please contact EHRC Adviser Support to discuss your query.
- Equality Act 2010: summary guidance on services, public functions and associations
- how to work out the value of a discrimination claim (Scotland)
Some other guidance you may find useful:
See paragraphs 7.59, 11.51 to 11.52 and 13.104 of the code on services (note that the code on services does not deal with transport services).
See part 12 of the Equality Act 2010:
- chapter 1 for taxis (legislation.gov.uk, external link)
- chapter 2 for public services (legislation.gov.uk, external link)
- chapter 3 for rail (legislation.gov.uk, external link)
New – Regulations regarding exemptions for taxi drivers:
See our quick guide to reasonable adjustments in transport.
Please note, references to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query.
Discrimination law can be very complex, please contact EHRC Adviser Support to discuss your query.
The main provisions of the Equality Act 2010 which are relevant to housing are listed below, however other provisions may have effect depending on the circumstances of the case. Please contact the EHRC Adviser Support Service to discuss your query.
Equality Act 2010: premises provisions (legislation.gov.uk, external link)
- section 189 of the Equality Act 2010 (legislation.gov.uk, external link)
- section 190 of the Equality Act 2010 (legislation.gov.uk, external link)
- schedule 4 of the Equality Act 2010 (legislation.gov.uk, external link)
- schedule 5 of the Equality Act 2010 (legislation.gov.uk, external link)
See our guidance:
- guidance for social housing providers on human rights
- guidance for businesses: estate agents and letting agents
We have also commissioned Citizens Advice to produce guidance on discrimination in housing.
See our guide to human rights in home care:
- pages 12 to 17 for human rights
- pages 19 to 29 for help on how to complain
If you need help or advice, please call the EHRC adviser support helpline.
Education
The Commission is currently running a project to provide legal support in education cases. If your client would benefit from this support please contact our education team:
- England and Wales
Telephone: 0161 829 8140
Email the legal support team in England and Wales - Scotland
Telephone: 0141 228 5951
Email the legal support team in Scotland
There is no code of practice for schools, instead we have technical guidance. This technical guidance covers the Equality Act 2010.
Schools complaints can be complicated and you are encouraged to contact us if you are new to dealing with discrimination in schools. You may find it more helpful to look at our technical guidance first before looking at the legislation.
Legislation
For the relevant Equality legislation on discrimination in schools see Equality Act 2010, Part 6 (on legislation.gov.uk, external link), Sections 84-89 and 98 and Schedule 10 (accessibility for disabled pupils), 11 (schools, exceptions), 13 (education, reasonable adjustments) and 14 (educational charities and endowments).
Please note, references to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query.
Discrimination law can be very complex, please contact EHRC Adviser Support to discuss your query.
Human rights in Education
Technical Guidance
There is technical guidance for England, Scotland and Wales:
- technical guidance for schools in England
- technical guidance: reasonable adjustments for disabled pupils in England
- technical guidance for schools in Scotland
- technical guidance: reasonable adjustments for disabled pupils in Scotland
- guidance for schools in Wales
These guides are written for schools but contain useful information about what schools should do to meet their duties, and may be helpful in advising an individual.
Education providers
There is no code of practice for higher and further education providers, however this document provides information about the steps education providers should take to meet their duties under the Equality Act 2010 and may be used in working out whether an education provider has met their duties in respect of your client.
- technical guidance for further and higher education providers
- online guide for higher education providers
- what equality law means for you as an education provider in further and higher education
- higher education admissions
For higher education legislative provisions see Equality Act 2010, Part 6 (legislation.gov.uk, external link) sections 90-94 and schedules 12 (further and high education, exceptions), 13 (education, reasonable adjustments) and 14 (educational charities and endowments).
Please note, references to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query.
Discrimination law can be very complex, please contact EHRC Adviser Support to discuss your query.
Our guidance for students
How to use Prevent
- a guide for higher education providers in Wales on how to use equality and human rights law in the context of Prevent
- a guide for higher education providers in England on how to use equality and human rights law in the context of Prevent
Gender segregation
The guide covers the legal obligations under equality law that universities and students’ unions have in relation to gender segregation at events and meetings.
For the law on qualifications bodies, see sections 95 to 97, 98 to 99, and schedule 13 of the Equality Act 2010 (legislation.gov.uk, external link).
The technical guidance, above, deals with qualifications bodies at appendix 1 (General) and appendix 2 (qualifications bodies duties).
Please note, references to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query.
Discrimination law can be very complex, please contact EHRC Adviser Support to discuss your query.
If you need help or advice, please call the EHRC adviser support helpline.
Employment
Please note, references to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query.
Discrimination law can be very complex, please contact EHRC Adviser Support to discuss your query.
We have also commissioned Citizens Advice to produce guidance for advisers on discrimination in the workplace.
See part 5 of the Equality Act 2010 (legislation.gov.uk, external link) for the provisions on work. If you’re using the act, check whether any schedules are also relevant. You may find it helpful to look at the code of practice and supplement first if you are unfamiliar with the area of law.
This section explains the definitions of the different characteristics which are protected under the Equality Act 2010.
Protected characteristics and discrimination
- see chapter 1 of the Equality Act 2010
- see chapter 2 pages 30 to 43 of the code of practice and supplement on employment
For the definition of disability:
- section 6 of the Equality Act 2010
- schedule 1 of the Equality Act 2010
- Equality Act 2010: guidance on matters to be taken into account in determining questions relating to the definition of disability on GOV.UK (external link)
Gender reassignment
Direct discrimination
- see section 13 of the Equality Act 2010 (legislation.gov.uk, external link)
- chapter 3, page 44 of the code of practice
Exceptions
Justifiable direct discrimination because of age:
- section 13(2) of the Equality Act 2010 (legislation.gov.uk, external link)
- section 197 of the Equality Act 2010 (legislation.gov.uk, external link)
- schedule 9, part 2 of the Equality Act 2010 (legislation.gov.uk, external link)
- chapter 3 pages 56 to 58 of the code of practice and paragraphs 3.36 to 3.41 of the supplement
Occupational Requirements
- schedule 9 of the Equality Act 2010 (legislation.gov.uk, external link)
- chapter 13 pages 171 to 177 of the code of practice
Indirect discrimination
- section 19 of the Equality Act 2010 (legislation.gov.uk, external link)
- chapter 4, page 59 of the code of practice and paragraph 4.20 of the supplement
Disability Arising from Discrimination
- section 15 of the Equality Act 2010 (legislation.gov.uk, external link)
- chapter 5, page 71 of the code of practice and paragraphs 5.14 and 5.15 of the supplement
Failure to make reasonable adjustments:
- section 20 of the Equality Act 2010 (legislation.gov.uk, external link)
- section 21 of the Equality Act 2010 (legislation.gov.uk, external link)
- schedule 8 of the Equality Act 2010 (legislation.gov.uk, external link)
- schedule 21 of the Equality Act 2010 (legislation.gov.uk, external link)
- chapter 6, page 78 the code of practice and paragraphs 6.19 and 6.20 of the supplement
- proving disability and reasonable adjustments
- the United Nations Convention on the Rights of Persons with Disabilities: what does it mean for you?
Pregnancy discrimination
- section 18 of the Equality Act 2010 (legislation.gov.uk, external link)
- code of practice chapter 8, page 99 to 108 and paragraph 8.36 of the supplement
Harassment
- section 26 of the Equality Act 2010 (legislation.gov.uk, external link)
- section 40 of the Equality Act 2010 (legislation.gov.uk, external link)
- section 108 of the Equality Act 2010 (legislation.gov.uk, external link)
- code of practice on employment chapter 7, pages 92 to 98 and paragraphs 10.20 to 10.24 of the supplement
Victimisation
- section 27 of the Equality Act 2010 (legislation.gov.uk, external link)
- chapter 9, page 110 of the employment code of practice and paragraphs 9.4, 10.57 and 10.62 of the supplement
Causing or inducing Discrimination and instructions to discriminate
See the following sections of the Equality Act 2010:
- section 109 of the Equality Act 2010 (legislation.gov.uk, external link)
- section 110 of the Equality Act 2010 (legislation.gov.uk, external link)
- section 111 of the Equality Act 2010 (legislation.gov.uk, external link)
See the employment code of practice, paragraphs 9.16 to 9.24, pages 113 to 115.
Relationships that have ended
- section 108 of the Equality Act 2010 (legislation.gov.uk, external link)
- employment code of practice, paragraphs 10.57 to 10.62 and paragraph 10.62 of the supplement
Pre-employment health checks
- section 60 of the Equality Act 2010 (legislation.gov.uk, external link)
- chapter 10.25 and 10.26, page 126 of the employment code of practice
Exceptions to the general rule prohibiting disability or health-related questions:
Our publications:
- guidance for applicants on pre-employment health checks
- your rights to equality at work: when you apply for a job
For the definition of disability see section 6 and schedule 1 of the Equality Act 2010:
- section 6 of the Equality Act 2010 (legislation.gov.uk, external link)
- schedule 1 of the Equality Act 2010 (legislation.gov.uk, external link)
Guidance on the definition of disability (GOV.UK, external link).
Discriminatory adverts
See section 39 of the Equality Act 2010 (legislation.gov.uk, external link), which should be read in conjunction with paragraph 10.8, page 121 of the employment code of practice.
Only the Commission can take enforcement action against a person who placed a discriminatory advertisement, however the fact of a discriminatory advertisement can be used in evidence in a discrimination claim.
Commission's guides to your rights at work
- see section 18, sections 72 to 76, and part 5 of the Equality Act 2010 (legislation.gov.uk, external link) pregnancy and maternity questions for employees
- see chapter 8, page 99 of our code of practice on employment, and paragraph 8.36 of the supplement
Advisers may also find it useful to visit our pregnancy and maternity pages.
See section 10 of the Equality Act 2010 (legislation.gov.uk, external link).
See chapter 2, pages 39 to 41 of the employment code and supplement and paragraph 2.6.1, and 4.20 of the supplement.
Our employer's guide to religion or belief in the workplace, including:
- dress codes and religious symbols
- opting out of work duties (a basic guide for employers but helpful for individuals, too)
- a guide to the law for employers
Marriage and Civil Partnership (Scotland) Act 2014: religious or belief bodies.
- Marriage (Same Sex Couples) Act 2013: quick guide
- Marriage (Same Sex Couples) Act 2013: workplaces and service delivery
- Marriage (Same Sex Couples) Act 2013: implications for religious authorities
- Marriage and Civil Partnership (Scotland) Act 2014: guidance on the equality and human rights implications for workplaces and service delivery in Scotland
See the Equality Act 2010:
- chapter 3 of the Equality Act 2010 (legislation.gov.uk, external link)
- schedule 7 of the Equality Act 2010 (legislation.gov.uk, external link)
- schedule 9 of the Equality Act 2010 (legislation.gov.uk, external link)
See our code of practice and supplement on equal pay.
See new Gender Pay Gap Reporting Regulations.
If you need help or advice, please call the EHRC adviser support helpline.
Public sector equality duty (PSED)
- the essential guide to the public sector equality duty
- easy read explanation of the public sector duty: a law about making things better for people from different groups
- your rights to equality from local councils, government departments and immigration
Guidance for public authorities
This guide is for public authorities and explains more about how authorities could set objectives for themselves to help fulfil their duties under the PSED:
- technical guidance on the public sector equality duty in Scotland
- essential guide to the public sector equality duty in Scotland
- employee information and the public sector equality duty: a guide for public authorities in Scotland
- board diversity and the public sector equality duty: a guide for public authorities in Scotland
- the Marriage and Civil Partnership (Scotland) Act 2014: guidance on the equality and human rights implications for public authorities in Scotland
There are many useful publications and guides about the PSED in Scotland on our website.
If you need help or advice, please call the EHRC adviser support helpline.
Popular topics
- for reasonable adjustments in employment see the employment code of practice, chapter 6, page 78
- for reasonable adjustments in services see the code of practice on services
- for the law on reasonable adjustments see section 6, section 20 and 21, and schedule 21 of the Equality Act 2010 (legislation.gov.uk, external link)
- for services, see schedule 2
- for premises, see schedule 4 (some provisions, including common parts, are no yet in force and there are separate provisions for Scotland)
- for work, see schedule 8
- for education, see schedule 13
- reasonable adjustments in employment: quick guide
- reasonable adjustments in services
- proving disability and reasonable adjustments
Positive action is when measures are taken to increase the participation of underrepresented groups, which do not unlawfully discriminate against another group, and is lawful.
Positive discrimination is treating one group more favourably than another and is unlawful.
Positive action in employment
- employment code of practice, chapter 12
- Equality Act 2010, part 11, chapter 2, sections 158 to 159 (legilsation.gov.uk, external link)
- legal guidance: appointments to boards and equality law (this publication contains principles of positive action that can be applied in other employment recruitment and promotion contexts)
General guidance on positive action
Positive action in services
Positive action in Education
Please see our technical guidance on education section, above, which contain sections on positive action.
This section includes links to the Schedules of the Equality Act 2010 which describe all the exceptions to the provisions.
See Equality Act 2010 schedules:
- schedule 3 for services (legislation.gov.uk, external link)
- schedule 5 for premises (legislation.gov.uk, external link)
- schedule 7 for equality of terms (legislation.gov.uk, external link)
- schedule 9 for work (legislation.gov.uk, external link)
- schedule 11 for schools (legislation.gov.uk, external link)
- schedule 12 for further and higher education (legislation.gov.uk, external link)
- schedule 16 for associations (legislation.gov.uk, external link)
- schedule 18 for public sector equality duty (legislation.gov.uk, external link)
- schedule 23 for general exceptions (legislation.gov.uk, external link)
If you need help or advice, please call the EHRC adviser support helpline.
Resolving complaints
See Equality Act 2010, part 9 (legislation.gov.uk, external link) for enforcement, time limits and which court:
- see chapter 3 for employment tribunals
- see chapter 2 for services, public functions and education
- see chapter 4 for Equality of terms including pensions
- see also chapter 5 for miscellaneous provisions
Please note, references to the Equality Act 2010 are to the main provisions only, other exceptions, schedules and provisions could apply depending on the particular context of your query.
Discrimination law can be very complex, please contact EHRC Adviser Support to discuss your query.
The deadline for bringing a claim in employment is three months less one day unless the claim is about equal pay or redundancy, in which case it’s six months less one day. Your claim will not be accepted unless you have an early conciliation certificate from ACAS. Please see the ACAS website for more information.
Note: equal pay claims can also be brought in the civil courts, the deadline for bringing an equal pay claim in the civil courts is 6 years. Please see paragraph 133 of the supplement to the equal pay code of practice.
Codes of practice
The deadline for bringing a claim in the County Court or Sheriff Court for goods, facilities, services and public functions is six months less one day.
Code of practice
You may also find these resources helpful:
- dealing with discrimination when using a service
- how to work out the value of a discrimination claim (Scotland)
- asking and responding to questions of discrimination in the provision of goods and services (GOV.UK, external link)
The deadline for bringing a school’s disability discrimination case is six months less one day in the first tier tribunal (Special Educational Needs and Disability (England), the Special Educational Needs Tribunal (Wales) or the Additional Support Needs Tribunals (Scotland).
The deadline for bringing a schools case, other than disability, in the county court or Sheriff Court is 6 months less one day.
The deadline for bringing a further and higher education case in the county court or Sheriff Court is 6 months less one day.
For schools cases in England see Chapter 8 of the Technical Guidance for Schools in England in our Codes and Technical Guidance section above.
For schools cases in Scotland see Chapter 8 of the Technical Guidance for Schools in Scotland in our Codes and Technical Guidance section above.
For schools cases in Wales see Chapter 6 of the Guide ‘What Equality Law Means For You As An Education Provider: Schools’ in our Education section above.
For further and higher education cases see Chapter 8 of the Technical Guidance for further and higher education, above in our Codes and Technical Guidance section above.
Last updated: 11 Feb 2019