Sex discrimination act 1975 amendment regulations 2008

The original version of the legislation as it stood when it was enacted or made. Original As Enacted or Made: Dependent on the legislation item being viewed this may include: Where an employee is known to have been harassed by a third party on at least two other occasions the employer will have a legal duty to take steps to protect him or her from further harassment. They aim to make the Statutory Instrument accessible to readers who are not legally qualified and accompany any Statutory Instrument or Draft Statutory Instrument laid before Parliament from June onwards. The latest available updated version of the legislation incorporating changes made by subsequent legislation and applied by our editorial team. Web page The Whole Instrument Legislation is available in different versions:

Sex discrimination act 1975 amendment regulations 2008


United Kingdom April 4 The regulations came into force on 6 April and extend the rights principally of women on maternity leave but also of women and men more generally. Web page The Whole Instrument Legislation is available in different versions: For employees whose expected week of childbirth is on or after 5 October the regulations facilitate claims of discrimination in respect of remuneration by way of bonus whilst on compulsory maternity leave, and extend the right to claim discrimination in relation to terms and conditions for women on additional maternity leave to the same extent that it exists for women on ordinary maternity leave. The regulations remove the requirement for such a woman to find a comparator who is not pregnant or is not on maternity leave in order to show that she has been discriminated against on the grounds of her pregnancy or maternity leave. The latest available updated version of the legislation incorporating changes made by subsequent legislation and applied by our editorial team. Web page The Whole Instrument Legislation is available in different versions: Opening Options Different options to open legislation in order to view more content on screen at once Draft Explanatory Memorandum Draft Explanatory Memorandum sets out a brief statement of the purpose of a Draft Statutory Instrument and provides information about its policy objective and policy implications. Dependent on the legislation item being viewed this may include: Original As Enacted or Made: They aim to make the Draft Statutory Instrument accessible to readers who are not legally qualified and accompany any Statutory Instrument or Draft Statutory Instrument laid before Parliament from June onwards. They aim to make the Statutory Instrument accessible to readers who are not legally qualified and accompany any Statutory Instrument or Draft Statutory Instrument laid before Parliament from June onwards. For further information follow this link. They also remove the causal link between harassment and the sex of the person alleging harassment, so that someone who is not actually being harassed himself or herself but whose dignity is nonetheless violated, or who is intimidated, may bring a claim. More Resources Access essential accompanying documents and information for this legislation item from this tab. This was particularly difficult in the case of pregnant women or women on maternity leave since there is no male equivalent. Original As Enacted or Made: Dependent on the legislation item being viewed this may include: Opening Options Different options to open legislation in order to view more content on screen at once Explanatory Memorandum Explanatory Memorandum sets out a brief statement of the purpose of a Statutory Instrument and provides information about its policy objective and policy implications. More Resources Access essential accompanying documents and information for this legislation item from this tab. The latest available updated version of the legislation incorporating changes made by subsequent legislation and applied by our editorial team. Where an employee is known to have been harassed by a third party on at least two other occasions the employer will have a legal duty to take steps to protect him or her from further harassment. Under the SDA the general rule is that a person who claims discrimination must show that he or she has been treated differently from someone of the opposite sex, who was otherwise in a comparable situation. The original version of the legislation as it stood when it was enacted or made. No changes have been applied to the text. No changes have been applied to the text.

Sex discrimination act 1975 amendment regulations 2008

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