The Government has announced that the "vast majority" of the provisions of the Equality Act 2010 will come into force on 1 October 2010. It has published a list of key provisions coming into force then that includes:

  • The basic framework of protection against direct and indirect discrimination, harassment and victimisation;
  • Changing the definition of gender reassignment, by removing the requirement for medical supervision;
  • Levelling up protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic (potentially providing new protection, for example, for carers);
  • Clearer protection for breastfeeding mothers;
  • Applying the European definition of indirect discrimination to all protected characteristics;
  • Extending protection from indirect discrimination to disability;
  • Introducing a new concept of "discrimination arising from disability", to address the issues caused by the judgment in the Malcolm case;
  • Harmonising the thresholds for the duty to make reasonable adjustments for disabled people;
  • Extending protection from third party harassment to all protected characteristics;
  • Significantly restricting the circumstances in which pre-employment health questions will be permitted.
  • Allowing hypothetical comparators for direct gender pay discrimination;
  • Making pay secrecy clauses unenforceable;
  • Introducing new powers for employment tribunals to make wider recommendations in discrimination claims; and
  • Harmonising provisions allowing voluntary positive action.

In addition, the coalition Government's announcement refers to parts of the Equality Act that remain under consideration. These include:

  • Dual or combined discrimination;
  • Gender pay gap information;
  • Positive action in recruitment and promotion; and
  • The socio-economic duty on public authorities.