Public Sector Equality Duty Regulations Published
Following consultation on its proposals for specific duties to comply with the general equality duty, the Government has laid The Equality Act 2010 (Statutory Duties) Regulations 2011 before Parliament setting out the duties that public bodies must comply with when the new single equality duty comes into force.
Public bodies covered by the specific duties must publish sufficient information to show that they have considered the three aims of the general duty across their functions. The information must include information on the effect that the public body’s policies have on equality for service users and their employees (for those with 150 or more staff). Public bodies must also publish evidence of the equality analysis undertaken to establish whether their policies and practices would further, or have furthered, the three aims of the general duty. They must also publish details of the information they considered in conducting that analysis and details about engagement that has been undertaken with people who have an interest in furthering the three aims of the general duty. Public bodies other than schools must publish this information by 31 July 2011. Schools must publish it by 31 December 2011. Subsequent information must be published at least annually.
Public bodies covered by the specific duties must publish equality objectives that will help them to further the aims of the general duty. These must be based on published equality evidence and analysis, and be specific and measurable. Public bodies must also publish how they will measure progress towards their equality objectives and details of engagement they have undertaken with people affected by the equality duty in developing equality objectives. Public bodies must publish their equality objectives and how they will measure progress by 6 April 2012. Subsequent objectives and accompanying information must be prepared and published at least every four years.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
