Equality Act 2010 and Employee Rights: A Case Study

Equality act 2010
Project

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Introduction
The Equality Act 2010 was created in order to toughen, make simpler, in addition to harmonise
the existing legislation. This act delivers the Britain the novel discrimination law in order to
protect persons from biased conduct. It also endorses fair and more equivalent society. The main
purpose of this act is to legally protect the workers from unfair treatment at the workplace in
addition to the society in a wider sense. Previously there was anti-discrimination laws, but this
has been replaced by this single act, which is easy to understand and it has also strengthened the
protection in some cases.
Main body
Anti-Discrimination law
Workplace and societal discrimination is legally protected by the Equality Act 2010. Previously
there were anti-discrimination laws. This single Act has made the law relaxed and also it
increased the protection against discrimination in workplace (Advice, 2010)
Previously there were several acts covering the discrimination in workplace. For example: Sex
Discrimination act 1975, Race Relations Act 1976, and Disability Discrimination Act 1995.
The provisions for the equality act are:
 There is a protection against direct and indirect discernment, nuisance and persecution in
services and public functions, work, education, links and transport.
 It has changed the meaning of gender relocation, via removal of medical direction.
 Breastfeeding mothers are protected.
 Put on unvarying description of indirect discrimination to all protected features.
 Agreeing provisions letting intended optimistic action.
Work related provisions:
 Gender pay discrimination claims were allowed provided there is no actual comparator.
 Clause related to pay secrecy has been made unenforceable.
 Protection has been extended to religious conviction or trust, gestation and motherhood
and gender relocation.
 This act introduced new controls for employment court of law to make sanctions which
help the broader labor force.
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Law governing trade unions and their activities and their relationships with employers
Trade union is a membership-based organization. This is regulated by the United Kingdom
labour laws. Generally, workers are the members of the trade union. The Equality Act 2010
was created in order to toughen, make simpler, in addition to harmonise the existing
legislation. This act delivers the Britain the novel discrimination law in order to protect
persons from biased conduct
The main purpose of the trade union is to protect the interest of its members ta the workplace.
These unions are the independent one, they are not dependent on their employers. The
relationships of the employers and trade union are close one.
There are common interests and objectives between trade unions and the employers and
sometimes there can be a partnership agreement between them.
Trade unions generally negotiates in respect of pay and conditions with the employers. Work
place related issues such as large-scale redundancy was also discussed by them. They also
discuss members concerns with their employers.
When trade unions are recognised by the employers then the negotiations of members pay
and conditions takes place.
On the other hand, the terms and conditions are also discussed on the recognition of trade
union by the employers, and this is known as collective bargaining.
There are some responsibilities of the employer towards union representatives who are also
the employees. Employer’s relationship with the members of the trade union members and
their representatives can be improved by offering them the required help in their
administrative duties. The relationship can also be maintained by providing trade union
members time off work for trade unions duties, company facilities, and information and
consultation.
Activities of the trade unions includes:
 Ballot voting on industrial action.
 Union election voting.
 For the discussion of urgent matters meetings are arranged.
 Attending the annual conference.
Law related to welfare of the employees and their relationships with their employers
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