Useful Guidance

The Budget March 2011

The Budget Statement on 26 March provided details of how, under the Plan for Growth, there would be support for small firms by providing an unprecedented moratorium exempting micro and start-up businesses from new domestic regulation for a period of 3 years. The Growth Plan also announced the stripping back of regulations on dual discrimination and third party harassment from the Equalities Act 2010 and the launch of a thematic review to reduce the stock of regulation in which nominated regulations will be removed unless they can be justified.

Any measure that simplifies regulation is to be welcomed, as is the thematic review and the associated consultations, but the removal of individual rights, or the suspension of those rights for a period of 3-years, on the sole grounds of promoting business is unwise. Discrimination in the workplace still exists and needs to be addressed. Exempting certain businesses from the requirements of the Equality Act is not an answer it simply creates a two-tier system of rights based on the size and "newness" of the employer and is unacceptable.

The apparent opposition of growth and equality is a false dichotomy. Businesses are part of the community and to be successful, employers, workers and customers all have a role to play in achieving success. The removal of dual discrimination and third party harassment from the Equalities Act 2010 reverses progress on equality made so far, makes equality subservient to growth and is unnecessary. The key issue is to ensure that regulation is focused, proportionate and offers opportunities for flexible application to reflect the organisations to which it relates.

UKCAE believes that the way to release business from the burden of regulations is not by the suspension of the rights of individuals, but by ensuring that regulation is based on facts, with improved information and support for businesses on how they can best develop equality in the workplace.

UKCAE’s response to "How Fair is Britain?" Equality and Human Rights Commission (EHRC), October 2010

The EHRC has published the findings of its first triennial review, which shows that the United Kingdom is becoming a fairer place. It has found however, that many areas of discrimination still persist. This is a significant challenge, particularly in the workplace with issues such as pay inequality; and in some areas, such as religion and disability, discrimination is increasing. The EHRC identified fifteen significant challenges for the future, of which five related to the workplace.

Read the full response from UKCAE.

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Related Information from ShawTrust

• 30% of employees will experience a mental health problem at some point during their working life
• 9.8% of the UK population of working age have depression or anxiety
• 79% of people diagnosed with depression feel unable to tell colleagues at work for fear this would have a detrimental impact on them

Visit the Shaw Trust website for more information