The Equality Act 2010
This pages leads to the various parts of the website and outside soruces relating to the proposed Equality Act 2010. We also dioscuss our campaign to have it improved, and to conssider the benefits that trans people will get if it goes into law as it is.
The Act is intended to consoldiate all of the various anti-discrimination laws, and make instead one easily udnerstood piece of lehislation.
Equality Legislation relating to Trans issues, 2008
The Sex Discrimination (Gender Reassignment) Regulations 1999
The Act seeks to prevent sex discrimination relating to gender reassignment. It clarified the law for trans people in relation to equal pay and treatment in employment and training.
Gender Recognition Act 2004
The purpose of the Act is to provide trans people with legal recognition in their acquired gender. Legal recognition follows from the issue of a full gender recognition certificate (GRC) by a gender recognition panel. These regulations make it an offence for public bodies and officials to disclose information acquired in their official capacity about the gender history of a person holding a GRC. The holder of a GRC is not obliged to inform their employer that they hold a GRC, but if they do so the employer is obliged to hold this as protected information.
Equality Act 2006
The Act includes a requirement to pay due regard to the elimination of unlawful sex discrimination and harassment in relation to transsexual people. It also includes a positive duty on Public Sector Authorities to promote equality of opportunity between women and men, which has been regarded as including trans men and women.
The Sex Discrimination (Amendment of Legislation) Regulations 2008
The regulations add protection from discrimination for trans people in the areas of The Provision of Goods, Services, Facilities and Premises.
The Sex Discrimination Act 1975 (Amendment) Regulations 2008
The regulations eliminate the causal link between harassment and the sex of the person being harassed, enable employees who are not victims to the unwanted conduct themselves to bring a claim, and impose liability where an employer knowingly fails to protect an employee from repeated harassment by a third party.
