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1684117

registered interest
date	22/01/2024
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what assessment her Department has made of the implications for her policies of LGBT discrimination in the workplace; and what steps her Department is taking to mitigate such discrimination.
tabling member constituency	Lanark and Hamilton East
tabling member printed	Angela Crawley
uin	10851
answer	answer is ministerial correction date of answer 30/01/2024 answer text <p>It is crucial that we ensure people are treated fairly in the workplace, so that everyone can thrive and reach their full potential, whatever their background or characteristics, including LGBT people.</p><p><strong> </strong></p><p>The Equality Act 2010 provides one of the world’s strongest legislative frameworks to prevent and tackle discrimination and harassment in employment against those with particular protected characteristics, including sexual orientation and gender reassignment.</p><p><strong> </strong></p><p>As part of our Inclusive Britain strategy, published in March 2022, we launched an Inclusion at Work Panel last year aimed at helping employers achieve fairness and inclusion in the workplace.</p><p> </p> answering member constituency Pudsey answering member printed Stuart Andrew question first answered 30/01/2024 11:48:13 answering member 4032 label Biography information for Stuart Andrew
tabling member	4469 label Biography information for Angela Crawley

1351468

registered interest
date	18/08/2021
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what assessment she has made of the impact of legal deadlines for employment discrimination claims on individuals' access to justice.
tabling member constituency	Battersea
tabling member printed	Marsha De Cordova
uin	41232
answer	answer is ministerial correction date of answer 10/09/2021 answer text <p>Individuals who experience discrimination in the workplace can access justice through an Employment Tribunal, under the Equality Act 2010. While the time limit for bringing a claim is three months from the last incident, tribunals have the discretion to provide extensions where they consider it ‘just and equitable’ to do so.</p><p>The Government Equalities Office consultation on sexual harassment in the workplace recently considered the impact of the three month time limit where it applies to Equality Act based cases. In our <a href="https://www.gov.uk/government/consultations/consultation-on-sexual-harassment-in-the-workplace" target="_blank">July 2021 response</a> to that consultation, we committed to keeping the extension of the 3 month limit under review.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 41233 question first answered 10/09/2021 09:47:48 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4676 label Biography information for Marsha De Cordova

1351469

registered interest
date	18/08/2021
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what assessment she has made of the potential merits of extending the legal deadlines for individuals making employment discrimination claims.
tabling member constituency	Battersea
tabling member printed	Marsha De Cordova
uin	41233
answer	answer is ministerial correction date of answer 10/09/2021 answer text <p>Individuals who experience discrimination in the workplace can access justice through an Employment Tribunal, under the Equality Act 2010. While the time limit for bringing a claim is three months from the last incident, tribunals have the discretion to provide extensions where they consider it ‘just and equitable’ to do so.</p><p>The Government Equalities Office consultation on sexual harassment in the workplace recently considered the impact of the three month time limit where it applies to Equality Act based cases. In our <a href="https://www.gov.uk/government/consultations/consultation-on-sexual-harassment-in-the-workplace" target="_blank">July 2021 response</a> to that consultation, we committed to keeping the extension of the 3 month limit under review.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 41232 question first answered 10/09/2021 09:47:48 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4676 label Biography information for Marsha De Cordova

1182677

registered interest
date	04/03/2020
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, if she will reintroduce Section 124 of the Equality Act 2010 enabling tribunals to make wider recommendations to tackle discrimination in the workforce.
tabling member constituency	Camberwell and Peckham
tabling member printed	Ms Harriet Harman
uin	25001
answer	answer is ministerial correction date of answer 09/03/2020 answer text <p>Section 124 (3)(b) of the Equality Act 2010 was repealed in the Deregulation Act 2015. Following consultation in 2013, the Government decided that wider recommendations by tribunals, which were not mandatory on employers, did not serve any useful purpose, yet created a perception of burden and unfairness for business - the estimated cost of making wider recommendations to employers who did implement them was about £2000.</p><p /> <p>Tribunals already had and continue to have the power to make critical observations about an employer’s processes and procedures. We have no plans to reinstate Section 124(3)(b) of the Act.</p> answering member constituency South West Norfolk answering member printed Elizabeth Truss question first answered 09/03/2020 18:02:38 answering member 4097 label Biography information for Elizabeth Truss
tabling member	150 label Biography information for Ms Harriet Harman

1182678

registered interest
date	04/03/2020
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, if she will reintroduce section 138 of the Equality Act 2010 setting out the discrimination and equal pay questionnaire procedure for the collection of information by someone who thinks they may have been unlawfully discriminated against from the person or provider who is thought to be responsible for the unlawful treatment.
tabling member constituency	Camberwell and Peckham
tabling member printed	Ms Harriet Harman
uin	25002
answer	answer is ministerial correction date of answer 09/03/2020 answer text <p>Section 138 of the Equality Act 2010 was repealed in the Enterprise and Regulatory Reform Act 2013. The government has no plans to reinstate these provisions. Employees can still put questions to their employer or former employer concerning a claim under the Act if they wish. A Court or Tribunal may consider any relevant questions and answers as part of the evidence of the case, and may draw inferences if questions are not answered. At the time of the repeal ACAS produced a good practice guide with advice on how to do this, which can be found here: <a href="https://archive.acas.org.uk/index.aspx?articleid=4971" target="_blank">https://archive.acas.org.uk/index.aspx?articleid=4971</a></p><p> </p> answering member constituency South West Norfolk answering member printed Elizabeth Truss question first answered 09/03/2020 18:04:21 answering member 4097 label Biography information for Elizabeth Truss
tabling member	150 label Biography information for Ms Harriet Harman

964172

registered interest
date	31/07/2018
answering body	Department for Business, Energy and Industrial Strategy
answering dept id	201
answering dept short name	Business, Energy and Industrial Strategy
answering dept sort name	Business, Energy and Industrial Strategy
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Business, Energy and Industrial Strategy, if he will bring forward legislative proposals to amend the Equality Act 2010 to enable Scottish Courts to take protective measures to ensure that claimants in discrimination employment tribunals receive payments where they are due, including statutory powers to arrest funds.
tabling member constituency	Glasgow Central
tabling member printed	Alison Thewliss
uin	169456
answer	answer is ministerial correction date of answer 11/09/2018 answer text <p>Civil enforcement is a devolved matter and the powers of Scottish Courts in this respect are therefore a matter for the Scottish Government.</p><p> </p><p>However, the Government is clear that where an employment tribunal has made an award then it should be paid promptly. That is why BEIS introduced the UK-wide unpaid award penalty scheme, in addition to other existing enforcement action, to improve award payment rates. Since introduction in April 2016, the unpaid award penalty scheme has levied penalties of £485,646 and secured payment of £829,343 of previously unpaid employment tribunal awards as of January 2018.</p><p> </p><p>The Government also committed to further reforms to enforcement, including unpaid awards, following the Matthew Taylor Review of Modern Working Practices and will update on progress on those reforms in due course.</p> answering member constituency Rochester and Strood answering member printed Kelly Tolhurst question first answered 11/09/2018 16:43:54 answering member 4487 label Biography information for Kelly Tolhurst
tabling member	4430 label Biography information for Alison Thewliss

943408

registered interest
date	17/07/2018
answering body	Women and Equalities
answering dept id	31
answering dept short name	Women and Equalities
answering dept sort name	Women and Equalities
hansard heading	Employment: Discrimination
house id	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government whether consideration has been given to amending the Equality Act 2010 so that employees who experience one off or recurring health conditions lasting less than 12 months are protected by that Act’s provisions.
tabling member printed	Baroness Thomas of Winchester
uin	HL9620
answer	answer is ministerial correction date of answer 26/07/2018 answer text <p>The Equality Act 2010 provides protection from discrimination for those that meet the definition of one or more of the protected characteristics covered by the Act and this includes conditions that might last less than 12 months but are likely to recur.</p><p> </p><p>We recognise that there are concerns that the protections offered by the Act may not be available to people with fluctuating mental health conditions, and this is one of the issues the Government is considering in its work on extending protection for those with mental health disorders.</p><p> </p><p>However, the Act is intended to provide protections from discrimination for employees who qualify as disabled, rather than general employment protection for those who experience episodes of ill health.</p><p> </p><p>A number of important statutory employment rights already apply to all workers as soon as they start work or once they have passed a qualifying period, including protection against unlawful deductions from wages and against unfair dismissal. This includes protection from unlawful sanctions by employers for legitimate sickness absences.</p><p> </p><p>Amending the Act in the way raised in the Question would therefore risk duplicating these existing protections, as well as significantly increasing the scope of the Act beyond its protection of disability.</p> answering member printed Baroness Williams of Trafford question first answered 26/07/2018 14:47:55 answering member 4311 label Biography information for Baroness Williams of Trafford
tabling member	3785 label Biography information for Baroness Thomas of Winchester

882352

registered interest
date	13/04/2018
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Work and Pensions, what progress the Government has made on reducing the extent of employer discrimination against people with (a) criminal records and (b) mental health problems.
tabling member constituency	Birmingham, Edgbaston
tabling member printed	Preet Kaur Gill
uin	135373
answer	answer is ministerial correction date of answer 18/04/2018 answer text <p>The Government has taken action to reduce the extent of employer discrimination against people with (a) criminal records and (b) mental health problems in the following ways:</p><p>My department leads the cross-Government campaign ‘Disability Confident’ which supports businesses to employ disabled people and the ‘See Potential’ campaign which actively encourages employers to recruit individuals from disadvantaged backgrounds, including ex-offenders.</p><p> </p><p>See Potential champions employers which recognise individuals’ talents from different backgrounds and offers advice on adopting more inclusive recruitment practices. More than 150 organisations support the campaign. The Disability Confident scheme has over 6,000 employers signed up and works collaboratively with prominent business leaders to spread and share best practise.</p><p> </p><p>Government also continues to support ‘Ban the Box’, an initiative run by Business in the Community (BITC). This initiative gives people with criminal convictions the opportunity to demonstrate relevant skills ahead of formally disclosing any conviction(s). So far 87 employers (including the Civil Service), covering more than 720,000 roles, have committed to adopting the Ban the Box scheme.</p><p> </p><p>Furthermore <em>Thriving at Work: the Stevenson/Farmer Review of Mental Health and Employers</em>, published in October 2017, set out the business case for employers to support their staff’s mental health. The Government supports the review’s recommendations and encourages all employers to implement the core mental health standards set out in the Review.</p> answering member constituency North West Hampshire answering member printed Kit Malthouse question first answered 18/04/2018 16:38:08 answering member 4495 label Biography information for Kit Malthouse
tabling member	4603 label Biography information for Preet Kaur Gill

788620

registered interest
date	13/11/2017
answering body	Ministry of Justice
answering dept id	54
answering dept short name	Justice
answering dept sort name	Justice
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Justice, how many claims of (a) age, (b) disability, (c) race, (d) religion or belief, (e) sex and (f) sexual orientation discrimination were (i) successful and (ii) unsuccessful at hearing in each year from 2012-13 to 2016-17.
tabling member constituency	Bradford West
tabling member printed	Naz Shah
uin	112556
answer	answer is ministerial correction date of answer 20/11/2017 answer text <p>The tables below show the number of Employment Tribunal claims disposed of at hearing, by outcome, for each financial year from April 2012 to March 2017, where the main jurisdiction was a discrimination complaint1.</p><p> </p><table><tbody><tr><td colspan="3"><p><strong>Financial Year April 2012 - March 2013</strong></p></td></tr><tr><td><p><strong>Main Jurisdiction Complaint</strong></p></td><td><p><strong>Successful at hearing</strong></p></td><td><p><strong>Unsuccessful at hearing <sup>2</sup></strong></p></td></tr><tr><td><p>Age discrimination</p></td><td><p>16</p></td><td><p>112</p></td></tr><tr><td><p>Disability discrimination</p></td><td><p>100</p></td><td><p>374</p></td></tr><tr><td><p>Race discrimination</p></td><td><p>54</p></td><td><p>426</p></td></tr><tr><td><p>Religion or belief discrimination</p></td><td><p>10</p></td><td><p>31</p></td></tr><tr><td><p>Sex discrimination</p></td><td><p>104</p></td><td><p>284</p></td></tr><tr><td><p>Sexual orientation discrimination</p></td><td><p>9</p></td><td><p>25</p></td></tr><tr><td><p><em> </em></p></td><td><p> </p></td><td><p> </p></td></tr><tr><td colspan="3"><p><strong>Financial Year April 2013 - March 2014</strong></p></td></tr><tr><td><p><strong>Main Jurisdiction Complaint</strong></p></td><td><p><strong>Successful at hearing</strong></p></td><td><p><strong>Unsuccessful at hearing <sup>2</sup></strong></p></td></tr><tr><td><p>Age discrimination</p></td><td><p>11</p></td><td><p>75</p></td></tr><tr><td><p>Disability discrimination</p></td><td><p>100</p></td><td><p>401</p></td></tr><tr><td><p>Race discrimination</p></td><td><p>74</p></td><td><p>381</p></td></tr><tr><td><p>Religion or belief discrimination</p></td><td><p>3</p></td><td><p>21</p></td></tr><tr><td><p>Sex discrimination</p></td><td><p>95</p></td><td><p>248</p></td></tr><tr><td><p>Sexual orientation discrimination</p></td><td><p>5</p></td><td><p>25</p></td></tr><tr><td><p><em> </em></p></td><td><p> </p></td><td><p> </p></td></tr><tr><td colspan="3"><p><strong>Financial Year April 2014 - March 2015</strong></p></td></tr><tr><td><p><strong>Main Jurisdiction Complaint</strong></p></td><td><p><strong>Successful at hearing</strong></p></td><td><p><strong>Unsuccessful at hearing <sup>2</sup></strong></p></td></tr><tr><td><p>Age discrimination</p></td><td><p>4</p></td><td><p>57</p></td></tr><tr><td><p>Disability discrimination</p></td><td><p>87</p></td><td><p>226</p></td></tr><tr><td><p>Race discrimination</p></td><td><p>43</p></td><td><p>230</p></td></tr><tr><td><p>Religion or belief discrimination</p></td><td><p>0</p></td><td><p>22</p></td></tr><tr><td><p>Sex discrimination</p></td><td><p>58</p></td><td><p>103</p></td></tr><tr><td><p>Sexual orientation discrimination</p></td><td><p>4</p></td><td><p>6</p></td></tr><tr><td><p><em> </em></p></td><td><p> </p></td><td><p> </p></td></tr><tr><td colspan="3"><p><strong>Financial Year April 2015 - March 2016</strong></p></td></tr><tr><td><p><strong>Main Jurisdiction Complaint</strong></p></td><td><p><strong>Successful at hearing</strong></p></td><td><p><strong>Unsuccessful at hearing <sup>2</sup></strong></p></td></tr><tr><td><p>Age discrimination</p></td><td><p>6</p></td><td><p>40</p></td></tr><tr><td><p>Disability discrimination</p></td><td><p>67</p></td><td><p>177</p></td></tr><tr><td><p>Race discrimination</p></td><td><p>29</p></td><td><p>163</p></td></tr><tr><td><p>Religion or belief discrimination</p></td><td><p>3</p></td><td><p>6</p></td></tr><tr><td><p>Sex discrimination</p></td><td><p>28</p></td><td><p>75</p></td></tr><tr><td><p>Sexual orientation discrimination</p></td><td><p>3</p></td><td><p>6</p></td></tr><tr><td><p><em> </em></p></td><td><p> </p></td><td><p> </p></td></tr><tr><td colspan="3"><p><strong>Financial Year April 2016 - March 2017</strong></p></td></tr><tr><td><p><strong>Main Jurisdiction Complaint</strong></p></td><td><p><strong>Successful at hearing</strong></p></td><td><p><strong>Unsuccessful at hearing <sup>2</sup></strong></p></td></tr><tr><td><p>Age discrimination</p></td><td><p>9</p></td><td><p>44</p></td></tr><tr><td><p>Disability discrimination</p></td><td><p>69</p></td><td><p>179</p></td></tr><tr><td><p>Race discrimination</p></td><td><p>23</p></td><td><p>133</p></td></tr><tr><td><p>Religion or belief discrimination</p></td><td><p>7</p></td><td><p>5</p></td></tr><tr><td><p>Sex discrimination</p></td><td><p>32</p></td><td><p>55</p></td></tr><tr><td><p>Sexual orientation discrimination</p></td><td><p>2</p></td><td><p>7</p></td></tr></tbody></table><p> </p><p>1 A claim can be brought under one or more different jurisdictions, for example under Age discrimination and Equal pay. The table shows the number of claims disposed at hearing where the main jurisdiction is a discrimination jurisdiction.</p><p>2 Includes &quot;Unsuccessful at hearing&quot; formerly &quot;Dismissed at hearing - Otherwise&quot; and &quot;Dismissed at a preliminary hearing&quot; formerly Dismissed at hearing - Out of scope&quot;.</p><p>Although care is taken when processing and analysing the data, the details are subject to inaccuracies inherent in any large-scale case management system and are the best data that are available.</p><p> </p> answering member constituency Esher and Walton answering member printed Dominic Raab question first answered 20/11/2017 17:40:45 answering member 4007 label Biography information for Dominic Raab
tabling member	4409 label Biography information for Naz Shah

417725

registered interest
date	08/09/2015
answering body	Ministry of Justice
answering dept id	54
answering dept short name	Justice
answering dept sort name	Justice
hansard heading	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Secretary of State for Justice, how much funding his Department has allocated in 2015-16 for the provision of specialist legal advice and representation to new and expectant mothers who may have experienced unlawful discrimination at work.
tabling member constituency	Ashfield
tabling member printed	Gloria De Piero
uin	9651
answer	answer is ministerial correction date of answer 11/09/2015 answer text <p>We have specifically protected legal aid (both for initial advice and representation), subject to the statutory means and merits tests, for civil legal services provided in relation to contravention of the Equality Act 2010. Publicly funded advice continues to be available for Employment Tribunal discrimination claims, and publicly funded advice and representation is available in the Employment Appeal Tribunal. This therefore includes funding for new and expectant mothers who may have experienced discrimination.</p><p> </p><p>Legal aid is a demand-led scheme and funding will be provided wherever the statutory tests are met. The Department does not allocate a specific amount in advance.</p> answering member constituency Hemel Hempstead answering member printed Mike Penning question first answered 11/09/2015 13:45:51 answering member 1528 label Biography information for Sir Mike Penning
tabling member	3915 label Biography information for Gloria De Piero