Feb 27, 2013 · Information and guidance on the Equality Act 2010, ... for the duty to make reasonable adjustments for disabled people ... to the ban on age discrimination for health or social care services. .... Where someone meets the definition of a disabled person in the Equality Act 2010 (the Act) employers are required to make reasonable adjustments to any elements of the job which place a disabled person at a substantial disadvantage compared to non-disabled people. Employers are only required to make adjustments that are reasonable.. An Introduction to the Equality Act 2010. The Equalities Act 2010 was passed on 8 April 2010 and most of the provisions of the Act have now come into force. The Act simplifies and has replaced the large number of Acts and Regulations, which formed the basis of anti-discrimination law such as the Equal Pay Act 1970, the Sex Discrimination Act.
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. ... The duty to make reasonable adjustments arises in three situations: Where any.
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The new Money and Mental Health report (supported by Impact on Urban Health) examines the legal obligations under the Equality Act 2010 that essential services firms such.
Under the Equality Act 2010 a person is recognised as disabled if they have a physical or mental impairment or condition that is either visible or hidden, that has a substantial (more than trivial) and long-term (12 months or longer) impact on their ability to do normal daily activities.
The Equality Act 2010 makes it unlawful to discriminate against employees because of a mental or physical disability. Under the Act, a person is disabled if they have a physical or mental impairment, which has a substantially adverse and long-term effect on their ability to carry out normal day-to-day activities.
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