Trade Union and Labour Relations

Running head: EU LAW
EU Law
Name of the Student
Name of the University
Authors Note

EU LAW1
Answer- 1
Issue
In this paper, the issue to be discussed is whether Anita, Basanti, Carmen, Darcy and
Emilia have any rights under the Employment equality law of the UK or not.
Rule
The employment equality law of the UK is considered to be a body of law that establishes
against damage-based actions in the place of work. As per the provisions of the UK Labour Law
it has been observed that it is illegal to discriminate an individual or group of individual within
the workplace, school, colleges and other places only because of their ‘protected characteristics’
which includes sex, race, caste, creed, religion, age, disability both mental and physical, colour
and sexual orientation. In UK, the key regulation which prohibits discrimination in right to use
education, private goods, premises or services and public services in relation to employment is
the Equality Act, 2010. Three vital European Union Directives are also followed by this Act.
Apart from that there are also some other Acts which play an active role in prohibiting
discrimination from various parts of the society, such as the Equal Pay Act, 1970, the Sex
Discrimination Act, 1975, the Protection from Harassment Act, 1997, the Trade Union and
Labour Relations (Consolidation) Act, 1992. The Equality and Human Rights Commission is
established by the Equality Act, 2006 and this commission helps to strengthen implementation of
equality laws. Apart from that UK complied with several treaties and EU Directives in order to
control sexual discrimination at workplace1.
1 Bernaz, Nadia. "Enhancing corporate accountability for human rights violations: is extraterritoriality the magic
potion?." (2013) Journal of Business Ethics 117.3: 493-511.

EU LAW2
Many authors are of the view that discrimination is illegal when an individual is hired by
an employer, in the terms and conditions of agreement which are usually presented, in making
pronouncement in order to fire an employee or any other type of damage. There are certain
circumstances which are protected by the Equality Act, 2010 when an individual treated by
another person whether employer or others differently due to his/her sex. It includes some
conditions such as:
 The behaviour may be one of the actions or might be due to a rule or policy;
 It does not need any intention to be illegal as it is itself illegal;
However, there are certain circumstances in which different treatment because of sex is not
illegal2. According to the provisions of the Equality Act, 2010, an individual must not be
discriminated on the following grounds, such as:
 That individual is or is not a specific sex;
 Someone is of the view that such person is the opposite sex (it is acknowledged as
discrimination by perception);
 Such person is related to someone of a specific sex (it is acknowledged as discrimination
by association).
Under the above-mentioned Act3, sex means a male or a female, or a group of individuals
like boys or men, or girls and women. The act of discrimination can be divided into four
categories, such as:
2 Papadima, Raluca. "Recent Developments regarding Gender Balance on EU Corporate Boards." (2015) European
Company Law 12.5: 245-252.
3 The Equality Act, 2010