Legislation: the Equality Act (2010).

The idea

The Equality Act 2010 consolidates earlier anti-discrimination laws into one framework. It protects people from unfair treatment because of nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. It covers recruitment, pay, promotion, training and dismissal, and also requires reasonable adjustments for disabled workers. For a business, compliance means fair policies, staff training and accessible premises; breaches can lead to employment tribunals, compensation and reputational harm. Example: a firm that rejects a disabled applicant without considering adjustments may face a tribunal claim. Learners should apply the Act to recruitment and workplace scenarios and evaluate the costs and benefits of compliance.

What earns the marks

• Names the Equality Act 2010 and states that it protects against discrimination.
• Lists at least four protected characteristics, such as age, disability, race and sex.
• Explains that the Act covers recruitment, pay, promotion, training and dismissal.
• States that employers must make reasonable adjustments for disabled workers.
• Identifies consequences of non-compliance: employment tribunal claims, compensation and reputational damage.
• Applies the Act to a business scenario, for example a recruitment or promotion decision.
• Evaluates the costs and benefits of complying, such as training costs versus a diverse, motivated workforce.

Common mistakes and how to put them right

• Listing only one or two protected characteristics.

  Put it right: Recall all nine, including marriage and civil partnership, and pregnancy and maternity.

• Thinking the Act applies only to recruitment.

  Put it right: It covers pay, promotion, training and dismissal too.

• Believing reasonable adjustments are optional.

  Put it right: Employers have a legal duty to make them where reasonable.

Exam tips

• Use the exact term 'protected characteristics' and give named examples in context.
• When applying the Act, refer to a specific stage such as shortlisting or promotion.
• For evaluation, weigh the cost of compliance against the risk of tribunal claims and reputational damage.