No Discrimination is Practiced

What you must do - law 1

The legal requirements – these are the MINIMUM standards you MUST implement on site to be legally compliant.


In the UK (including Wales and Scotland), the key piece of legislation related to this issue are The Human Rights Act 1998; The Treaty of Rome (EU Legislation, Article 141); The Sex Discrimination Act 1975 and any subsequent amendments;  The Race Relations Act 1976 and any subsequent amendments; The Equal Pay Act 1970; The Disability Discrimination Act 1995 and all subsequent amendments; Employment Equality (Sexual Orientation) Regulations 2003; Employment Equality (Religion or Belief) Regulations 2003, Employment Equality (Age) Regulations 2006.

The legislation above does relate to Northern Ireland. However, there are regulations in some areas that are specific to Northern Ireland. These include:
The Employment Equality (Age) Regulations (Northern Ireland) 2006; Disability Discrimination (Northern Ireland) Order 2006; Equal Pay Act 1970 (Northern Ireland) and all subsequent amendments; Employment Rights (Northern Ireland) Order 1996; Race Relations (Northern Ireland) Order 1997 and all subsequent amendments; Fair Employment and Treatment (Northern Ireland) Order 1998 and all subsequent amendments; The Employment Equality (Sexual Orientation) Regulations 2003 and all subsequent amendments.

Who is covered?
These laws apply to all employees and workers including agency workers on site.


  • Employers must not treat one employee less favourably than another on the basis of gender, disability, sexual orientation, marital status, pregnancy, race, colour, religion or belief, nationality or national or ethnic origins or age[1]. It is also illegal to treat people less favourably than other workers because they work part time or on a fixed term contract.

  • Employers must ensure that their working practices and conditions for workers, including recruitment, dismissal, pay, access to training and promotion are fair and do not discriminate against their employees on the grounds stated above.

  • Employers are also liable for all comments or actions that offend their employees, even if they are made by someone who is not within the company i.e. a customer; or if the action was not directed at the person who was offended by it.

  • The law against discrimination applies to all workers and employees.

  • Job applicants as well as former employees are also protected.

Image: Field workers

Click here for definitions of different types of discrimination (Displayed in a popup window.)


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