The Equality Act came in to force in October 2010. The Act makes it clearer what you need to do to make your work place and services fair and comply with the law. It explains some of your duties as an employer or prospective employer.
The Equality Act 2010
The Equality Act clarifies what you need to do to make your workplace and services fair, and comply with the law. The Act puts a duty on you as an employer to make reasonable adjustments for your staff to help them overcome any disadvantage resulting from their disability.
The Equality Act aims to eliminate discrimination and promote equality. It does this in relation to what are called 'protected characteristics'. Disability is one of the protected characteristics. Most blind and partially sighted people are likely to be considered "disabled" within the meaning of the Act.
The Act applies to employers of any size, and covers temporary, part-time and permanent employees, and contract workers. It also covers applicants and potential applicants for employment. Volunteers are generally not covered by the Act.
Fairness in recruitment
The law states that an employer must not discriminate in the recruitment process - which includes the application process, sift and interview. This might include:
-
producing application forms in accessible formats (such as large print)
-
allowing the candidate more time for interview tests.
Reasonable adjustments
The law states that employers are required to make "reasonable adjustments" (changes) to the workplace. Many adjustments can be reasonably made at minimal cost and involve little inconvenience. Assistance with funding the adjustments is available through the government's Access to Work scheme.
Some examples of reasonable adjustment include:
-
providing specialist equipment (such as a video magnifier)
-
providing specialist software (such as screen magnification or a screen reader)
-
altering lighting levels around an employee's workstation
-
making small changes to a job description to reassign some duties to other staff
-
providing information in an accessible format.
Terms of employment, benefits, and dismissal
The law states that an employer must also not discriminate:
-
in the terms of the employment (such as salary)
-
by not offering access to opportunities for promotion, transfer or training or receiving any other benefit.
Further legal information
For more information on any of the above please contact RNIB's legal team at legalrights@rnib.org.uk
There are also a number of specialist organisations that can help you understand or resolve more complex queries.
The Advisory, Conciliation and Arbitration Service (ACAS)
ACAS aims to improve organisations and working life through better employment relations. Visit their equality section for more in-depth information about the Equality Act. Detailed information about what is covered in the Act is provided in their booklet, The Equality Act - what's new for employers?
The Equalities and Human Rights Commission (EHRC)
The EHRC can also give you information on the Equality Act, including guidance for customers, employees and service providers.