Watch our film to find out more about your right to request flexible working. It has been successfully argued that, because women tend to have more childcare responsibilities than men, insisting that women work long or inflexible hours can be indirect sex discrimination. The same principles could apply where women employees need flexible work because of other caring situations.
Employees are protected from discrimination at all stages of employment including recruitmentworkplace terms and conditions and dismissal. Sex discrimination may be direct or indirect. Direct sex discrimination is when an employee is treating unfavourably because of their sex.
It is mostly women who experience sex discrimination, however sex discrimination against men does happen sometimes and it is also against the law. Dress rules do not have to be exactly the same in terms of individual garments, as dress norms are different for men and women. More on pregnancy and breastfeeding discrimination.
There are 4 main types of sex discrimination: direct discrimination, indirect discrimination, harassment and victimisation. These are explained in more detail below. Direct discrimination occurs when an employer treats or would treat an employee less favourably because of their sex. An example of this could be an employer giving a male employee a promotion over a female employee, even though the male has less experience and qualifications.
There are two kinds of discrimination that are against the law, direct and indirect discrimination. For example, if a real estate agent tells an Aboriginal person they have no properties for rent but tells a Caucasian person that they do, this may be direct race discrimination. You may be trying to access this site from a secured browser on the server.
There are some circumstances when being treated differently due to sex is lawful. The Equality Act says you must not be discriminated against because:. In the Equality Act, sex can mean either male or female, or a group of people like men or boys, or women or girls.
The Equality Act bans employers from committing direct and indirect discrimination, harassment and victimisation against individuals because of their sex. However, employers can justify indirect sex discrimination to achieve a legitimate aim through proportionate means. Prior to the implementation of the Equality Act on 1 Octoberdiscrimination on the grounds of pregnancy and maternity, gender reassignment and marriage and civil partnership was set out in the now repealed Sex Discrimination Act
Equal Opportunities Commission Archives. The Equality Act protects every individual from being discriminated against, directly or indirectly, on account of their gender. As with other types of discrimination, the law is very strict regarding gender or sex discrimination whether it is in the classroom, the workplace, the sports field or anywhere else.