Library : Legislation - Gender

Equal Pay Act 1970 The Equal Pay Act 1970 made it unlawful to pay men and women differently for the same or like work or on work rated as equivalent. The Act gives men and women the right to equality in the terms of their contract of employment. It covers both pay and other terms and conditions such as piecework, output and bonus payments, holidays and sick leave. The Act applies to both full-time and part-time employees.
Protection from Harassment Act 1997 The Protection from Harassment Act 1997 has become known as the "Stalking Act". It aims to gives protection against "stalkers" and creates two new criminal offences. Firstly, a "high-level" offence of putting people in fear of violence and secondly a new "lower-level" crime of harassment. This harassment includes behaviour in the workplace which has the effect of causing alarm or distress.
Sex Discrimination Act 1975 The Sex Discrimination Act 1975 (SDA) makes sex discrimination unlawful in employment, vocational training, education, the provision and sale of goods, facilities and services and premises. In employment and vocational training, it is also unlawful to discriminate against someone on the grounds that a person is married or a civil partner, or on the grounds of gender reassignment. The SDA prohibits direct and indirect discrimination, victimisation, discrimination on the grounds of pregnancy or maternity leave, sexual harassment and harassment on the grounds of sex.
Equality Act 2010 The Equality Act came into force from October 2010 providing a modern, single legal framework with clear, streamlined law to more effectively tackle disadvantage and discrimination.
The Sex Discrimination (Gender Reassignment) Regulations 1999 These regulations amended the Sex Discrimination Act of 1975 to prohibit discrimination in employment on the grounds that a person intends to/ is currently/ has undergone gender reassignment.
Work & Families Act 2006 The Work & Families Act came into force in April 2007. It extended statutory maternity pay, maternity allowances and statutory adoption pay from 6 to 9 months. It also removed the length of service requirement for Additional Maternity Leave (AML) so that any employee entitled to Ordinary Maternity Leave is automatically entitled to AML and is able to take up to one year off work. In addition the Act introduced paternity leave for fathers and extended the right to request flexible working to carers. The Act also extended the period of notice for return from maternity leave to 2 months and introduced 'keeping in touch' days whereby women on maternity leave can return to work for a few days during their leave.