Legislation overview

The main piece of legislation governing sex discrimination in Great Britain is the Equality Act 2010. (For cases arising before 1 October 2010 the key legislation was the Sex Discrimination Act 1975 and the numerous statutory instruments which amended and supported that Act).

UK courts and tribunals must interpret the Equality Act 2010 and other legislation in a way that is consistent with European Union (EU) legislation.

There is also a helpful and detailed Code of practice on employment and other non-statutory guidance available on the Equality and Human Rights Commission (EHRC) website.

Q: Who does the sex discrimination aspects of the Equality Act 2010 cover?

Q: Is there case law guidance on the amount of compensation an employer will have to pay an employee who succeeds in a sex discrimination claim?

Q: Can an employee bring a claim of sex discrimination post-employment?

Q: What types of sex discrimination are covered under the Equality Act 2010?

Q: Will an employer always be liable for sex discrimination when it has failed to prevent harassment on the grounds of sex or sexual harassment of one employee by a third party?

Q: Is positive action on the basis of a person's sex lawful?

Q: Can employers introduce a dress code without being sex discriminatory?

Q: Is it sex discriminatory to treat a woman differently on the basis of pregnancy or maternity?

Q: Is it sex discriminatory to dismiss an employee as the result of an affair with a colleague?

Q: How can an employer justify or defend a claim of sex discrimination?

Q: Are transsexuals or those contemplating gender reassignment covered by the Equality Act 2010?

Q: Are there any future developments expected in the area of sex discrimination?

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