Sex discrimination
The Equality Act 2010 bans employers from committing direct and indirect discrimination, harassment and victimisation against individuals because of their sex. However, employers can justify indirect sex discrimination to achieve a legitimate aim through proportionate means.
Prior to the implementation of the Equality Act 2010 on 1 October 2010, discrimination on the grounds of pregnancy and maternity, gender reassignment and marriage and civil partnership was set out in the now repealed Sex Discrimination Act 1975. However, pregnancy and maternity, gender reassignment and marriage and civil partnership all exist as protected characteristics in their own right under the Equality Act 2010.
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Racist, sexist, homophobic police officers sacked
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Liz Truss criticises Equality Act’s focus on protected characteristics
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Two female gym employees who were subjected to derogatory comments about their sex share £15k payout.

Female executive wins £64,000 after being ‘frozen out’ by all-male board
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