Equality and human rights resources for advisers

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.

The main laws that are relevant to equality and human rights cases.

Equality Act 2010

• 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)

Human Rights Act 1998

• Human Rights Act 1998 on legislation.gov.uk (external link)
• our information on the Human Rights Act

Equality Act 2006: the Commission's powers and duties

• Equality Act 2006 on legislation.gov.uk (external link)
• information about the Equality and Human Rights Commission's powers

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.

Education

• technical guidance for schools in England
• technical guidance for schools in Scotland
• 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)

Employment

• employment: statutory code of practice
• equal pay: statutory code of practice

Public sector equality duty (PSED)

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

• 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 

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
• services and public functions
• education
• employment
• public sector equality duty (PSED)
• popular topics 
• resolving complaints

Human rights

Legislation

• 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)

Basic guidance

• the Commission's information on the Human Rights Act
• the United Nations Convention on the Rights of Persons with Disabilities: what does it mean for you?
• a guide to business and human rights

Religion or belief

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

Education

• Article 2 of the first protocol of the Human Rights Act: the right to education

Home care

• 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

Services and public functions

Services, public functions and associations

• services, public functions and associations code of practice and supplement

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.

• How to work out the value of a discrimination claim

Transport

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:

Equality Act 2010 (Taxis and Private Hire Vehicles) (Passengers in Wheelchairs - Notices of Exemption) Regulations 2017/342

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.

Housing

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 businesses: estate agents and letting agents

We have also commissioned Citizens Advice to produce guidance on discrimination in housing. 

Education

Schools

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

• basic information about Article 2 of the First Protocol of the Human Rights Act: the right to education

Technical guidance

There is technical guidance for England, Scotland and Wales:

• technical guidance for schools in England
• technical guidance for schools in Scotland
• guidance for schools in Wales

Further and higher education

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

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.

Qualification bodies

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.

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. 

Legislation

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.

Codes of practice

• code of practice and supplement on employment
• code of practice and supplement on equal pay

Protected characteristics

This section explains the definitions of the different characteristics which are protected under the Equality Act 2010.

• the Commission's guidance on protected characteristics

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

• gender reassignment discrimination

Prohibited conduct

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

Recruitment

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:

• chapter 10.28 to 10.38, pages 127 to 130 of the employment code of practice

Our publications:

• guidance for applicants on pre-employment health checks

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.

Pregnancy and maternity

• 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.

Religion or belief

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

Equal pay

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 gender pay gap reporting regulations.  

Public sector equality duty (PSED)

PSED in England

• technical guidance on the public sector equality duty in England

PSED in Scotland

• 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

There are many useful publications and guides about the PSED in Scotland.

PSED in Wales

• technical guidance on the public sector equality duty in Wales

We also have some specific pages about the public sector equality duty in Wales.

Popular topics

Reasonable adjustments

• 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

Positive action

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)

Positive action in services

• chapter 10 of the code of practice on services

Positive action in education

Please see our technical guidance on education section, above, which contain sections on positive action.

Exceptions

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)

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.

Employment

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

• employment code of practice and supplement, see chapter 15
• equal pay code of practice and supplement, pages 37 to 45

Services, public functions and associations

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

• code of practice on services, public functions and associations and the supplement to the Code (see chapter 14 and paragraph 14.10 to 14.11 and 14.27 to 14.31 of the supplement)

You may also find these resources helpful:

• How to work out the value of a discrimination claim
• asking and responding to questions of discrimination in the provision of goods and services (GOV.UK, external link)

Education

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.