The Equality Act 2010 consolidates existing equality law into a single piece of legislation. It defines direct discrimination as less favourable treatment on the ground of a protected characteristic and establishes indirect discrimination as the application of a provision, criterion or practice that is discriminatory in relation to a protected characteristic. The Act introduces a number of reforms, including: prohibiting employers from asking questions about health before offering a candidate a post; and provision to make regulations requiring employers with at least 250 employees to publish information relating to the differences in pay between men and women (expected to come into effect in 2013).
Equality Act 2010 (c. 15)
