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United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and maternity, and sexual orientation. The primary legislation is the Equality Act 2010, which outlaws discrimination in access to education, public services, private goods and services, transport or premises in addition to employment. This follows three major European Union Directives, and is supplement by other Acts like the Protection from Harassment Act 1997. Furthermore, discrimination on the grounds of work status, as a part-time worker, fixed term employee, agency worker or union membership is banned as a result of a combination of statutory instruments and the Trade Union and Labour Relations (Consolidation) Act 1992, again following European law. Disputes are typically resolved in the workplace in consultation with an employer or trade union, or with advice from a solicitor, ACAS or the Citizens Advice Bureau a claim may be brought in an employment tribunal. The Equality Act 2006 established the Equality and Human Rights Commission, a body designed to strengthen enforcement of equality laws.
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Forstater v Centre for Global Development Europe is a UK employment and discrimination case brought by Maya Forstater against the Center for Global Development (CGD). The Employment Appeal Tribunal decided that gender-critical views are capable of being protected as a belief under the Equality Act 2010. The tribunal further clarified that this finding does not mean that people with gender-critical beliefs can express them in a manner that discriminates against trans people.
Maya Forstater is a British business studies and international development researcher who was the claimant in Forstater v Centre for Global Development Europe. The case established that gender critical views are protected as a belief under the Equality Act 2010, while stating that the judgment does not permit misgendering transgender people with impunity. At a subsequent full merits hearing, the Employment Tribunal upheld Forstater's case, concluding that she had suffered direct discrimination on the basis of her gender critical beliefs. The judgement for remedies was handed down in June 2023, with Forstater awarded compensation of £91,500 for loss of earnings, injury to feelings and aggravated damages, with an additional £14,900 added as interest.
References
- 1 2 3 4 5 6 7 "M&S Profile: Camilla Palmer", New Law Journal, 28 January 2015
- 1 2 John Plunkett (18 January 2012), "Miriam O'Reilly to leave BBC one year after ageism victory", The Guardian
- ↑ Gabriella Jozwiak (25 February 2014), "Charity set to offer low-cost legal advice", HR Magazine
- ↑ "Camilla Palmer KC (Hon) (Associate)", www.doughtystreet.co.uk, 19 April 2023
- ↑ Liddle, David (3 October 2023), Managing Conflict: A Practical Guide to Resolution in the Workplace, Kogan Page Publishers, pp. 225–226, ISBN 978-1-3986-0946-4
- ↑ Grace Saunders (2008), The Fabulous Mum's Handbook, Random House, p. 289, ISBN 9780099498384
