Employment Equality Regulations (other)
Employment Equality Regulations may refer to: *Employment Equality (Sexual Orientation) Regulations 2003 *Employment Equality (Religion or Belief) Regulations 2003 *Employment Equality (Age) Regulations 2006 The Employment Equality (Age) Regulations 2006 (SI 2006/2408) is a piece of secondary legislation in the United Kingdom, which prohibits employers unreasonably discriminating against employees on grounds of age. It came into force on 1 October 2006 ...

Employment Equality (Sexual Orientation) Regulations 2003
The Employment Equality (Sexual Orientation) Regulations 2003 were secondary legislation in the United Kingdom, which prohibited employers unreasonably discriminating against employees on grounds of sexual orientation, perceived sexual orientation, religion or belief and age. These Regulations have now been superseded by the Equality Act 2010. Outline The regulations were brought into force under the terms of the European Communities Act 1972 as they were intended to implement within the United Kingdom the provisions of the EU Equal Treatment Directive covering discrimination on the grounds mentioned in the Amsterdam Treaty (disability, religion or belief, sexual orientation and age - with race and sex discrimination dealt with in other Directives - See EU Anti-Discrimination Directive). The regulations, as implemented in Great Britain and Northern Ireland covered the following areas: *Direct *Indirect *victimisation *harassment They included employment, vocational training, ...
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Employment Equality (Religion Or Belief) Regulations 2003
The Employment Equality (Religion or Belief) Regulations 2003 is a plank of United Kingdom labour law designed to combat discrimination in relation to people's religion or belief, or absence of religion or belief. They were introduced in order to comply with the European Union Directive 2000/78/EC and complement similar measures on sexuality, age, disability, race and gender discrimination. The EU Directive in turn is similar to legislation passed in the United States. The Regulations have been revoked by, and the substantive provisions included in, the Equality Act 2010.Equality Act, 2010
sched. 27 part 2

Provisions

The main provisions of the regulations are to make direct and indirect discrimination against an employee or potential employee on the grounds of religion unlawful. They also make it unlawful to discriminate by ...
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