1. Welcoming the Equality Act 2010 Equality Law Conference 8 December 2010 John Wadham Group Legal Director Equality and Human Rights Commission

2. The Joint Human Rights Committee “ The Equality Bill is one of the most significant human rights measures introduced into Parliament in recent years. It harmonises and simplifies discrimination law and also introduces a number of new measures, including a single equality duty on the public sector, extended protection from discrimination in a number of areas.......”

3. Overview This presentation will cover : Key features of the Equality Act The role of the EHRC Codes of Practice and Guidance The public sector equality duty EHRC Litigation and enforcement strate gy

4. Key new provisions Discrimination ‘because of a protected characteristic’ covers association and perception (s.13) Definition of disability (s.6 and Schedule 1) Discrimination arising out of disability (s.15) Pre-employment disability and health enquiries (s.60) and EHRC power to enforce ban (s.60(2)) Gender reassignment (s.7) Protected pay disclosures (s.77) Third party harassment now applies to all protected characteristics (s.40(2))

5. Public sector equality duty - General duty Scheduled public authorities must, in the exercise of their functions, have due regard to the need to – –Eliminate discrimination, harassment, victimisation and any other conduct prohibited by the Act –Advance equality of opportunity –Foster good relations between persons who share a relevant protected characteristic and those who do not Duty applies to bodies which are not public authorities but which exercise public functions

6. Specific duties Section 153 - Ministerial power to impose specific duties to help public authorities meet their ‘general duty’ Consultation on draft regulations closed10 November The proposals for the specific duties – –Transparency – public authorities required to publish data on equality in relation to their workforce and services they provide –Equality outcome objectives - public authorities will be required to set equality outcome objectives, informed by the evidence and data they publish

7. Role of Equality and Human Rights Commission EHRC has a remit across Britain and: –Provides advice and guidance –Works to implement an effective legislative framework –Raises awareness and understanding of everyone’s rights –Monitors progress - Triennial Review 11 October 2010 Tripartite mandate: to promote and protect equality and human rights, and to foster good relations between groups Legal enforcement powers and grant-funding programme Statutory powers and duties in Equality Act 2006

8. EHRC’s Codes of Practice Codes of Practice for Employment, for Equal Pay, and for Services, Public Functions and Associations were laid in Parliament on12 October Consultation on Draft Code for Public Sector Equality Duty - now; timetable for Scotland and Wales PSED Codes depends on devolved administrations Consultation on Code for Further and Higher Education in Great Britain and Codes for Schools in England & Wales, and Schools in Scotland –in 2011 Codes for Housing and Premises, and for Transport – in 2011/2012

9. EHRC’s Non-statutory guidance The non-statutory guidance is intended for a wider public audience, and is being made available in web and hard copy, accessible versions, and in Welsh translation Tranche 1 – published in July 2010 – 2 guides for Employers, and for Employees –2 guides for Service Providers, and for Service Users –1 guide for ‘What’s New’ in the Act Tranche 2 - for publication before January 2011 –Guides for Public Sector Duty and Procurement Previous guidance to be updated for age protection by January 2012

10. Enforcement powers (Equality Act 2006) Judicial review in Commission’s name Formal inquiries, binding agreements, investigations and assessments – disclosure powers (Equality Act 2006 Schedule 2), can lead to further legal action, compliance notice, unlawful act notices and action plans Interventions Apply to county court for an injunction to restrain unlawful acts e.g. Pre- employment disability and health questionnaires

11. How we’ve used powers so far Individual cases Interventions Judicial reviews Formal Inquiries – Human Rights, Race and Construction, Finance Sector and Gender Equality, Meat Processing industry (migrant workers) Injunctions to prevent unlawful acts – BNP Investigations and Assessments - disclosure powers apply

12. Equality Act Litigation strategy The Commission will consider using its litigation powers where the case: –Would address significant disadvantage in relation to the characteristics protected by the EA 2010 or human rights –Would have a positive public impact, securing greater understanding of rights and obligations –Would contribute substantially to other areas of the Commission’s work –Is cost effective

13. Equality Act litigation strategy We may seek to test law on areas such as: -Association and perception -Positive action -Pre-employment disability and health enquiries -Equal pay - hypothetical comparators, material factor defence, pay protection; protected pay disclosures If you think you have a good case to test these or other points please contact the Commission

14. The Equality Act 2010 John Wadham Group Director Legal Equality and Human Rights Commission Institute of Employment Rights Conference 8 December 2010