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Discrimination against married persons and civil partners
The Sex Discrimination Act 1975 (‘SDA’) prohibits direct and indirect discrimination (or victimisation) on the grounds that your are married or a civil partner in relation to employment only. Unlike discrimination on grounds of sex, the provisions do not extend to other areas such as vocational training, education provision, discrimination by public authorities etc.
Direct discrimination occurs when, on the grounds that you are married or in a civil partnership, a person treats you less favourably than he or she treats or would treat other persons. The obvious example is if you are dismissed for getting married or entering into a civil partnership.
Indirect discrimination occurs when an employer applies a provision, criterion or practice which, although it appears neutral, would put a married person / person in a civil partnership at a particular disadvantage. The disadvantage must apply to the person in question. The employer may be able to argue that the provision etc is justified if it is a proportionate means of achieving a legitimate end. This is the same definition that applies to sex discrimination in employment and vocational training.
You will also be entitled to the same protection against victimisation under the SDA as those bringing sex discrimination claims. See What is Sex Discrimination.
Direct discrimination occurs when, on the grounds that you are married or in a civil partnership, a person treats you less favourably than he or she treats or would treat other persons. The obvious example is if you are dismissed for getting married or entering into a civil partnership.
Indirect discrimination occurs when an employer applies a provision, criterion or practice which, although it appears neutral, would put a married person / person in a civil partnership at a particular disadvantage. The disadvantage must apply to the person in question. The employer may be able to argue that the provision etc is justified if it is a proportionate means of achieving a legitimate end. This is the same definition that applies to sex discrimination in employment and vocational training.
You will also be entitled to the same protection against victimisation under the SDA as those bringing sex discrimination claims. See What is Sex Discrimination.
