1. The act came into force in October 2010
The Equality Act 2010
The act came into force in October 2010
In respect to disability the Act uses similar definitions to those in the Disability Discrimination Act 1995 / 2005 which it replaces. Some new provisions are introduced in respect of direct discrimination, harassment and indirect discrimination.

2. Legal definitions
disability is defined as a physical or mental impairment which has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities.’
‘physical impairment’ includes sensory impairment;
‘mental impairment’  includes learning difficulties and an impairment resulting from or consisting of a mental illness.

3. The legal definition can include a wide range of impairments, including hidden impairments such as dyslexia, autism, speech and language impairments and Attention Deficit Hyperactivity Disorder (ADHD), fluctuating impairments and progressive impairments.

4. For the purposes of the Act
substantial means neither minor nor trivial and beyond the normal differences in ability that exist
long term means that the effect of the impairment has lasted or is likely to last for at least 12 months (or the rest of a persons life) (there are special rules covering recurring or fluctuating conditions)
normal day-to-day activities include everyday things like eating, washing, walking, using the phone, using the computer, travelling, social activities and shopping

5. Legal obligations
There are new provisions on direct discrimination, discrimination arising from disability, harassment and indirect discrimination.
The disability Quick Start Guide tells you how the Equality Act 2010 changes what you have to do in order to prevent and address disability discrimination and disability-related harassment when you provide goods, facilities and services to the public.