The following Employment guidance note provides comprehensive and up to date legal information covering:
This Practice Note examines:
the non-discrimination rule in section 61 of the Equality Act 2010 (EqA 2010) relating to occupational pension schemes—see: Non-discrimination rule—an overview below, and
discrimination and other prohibited conduct under EqA 2010, Pt 5 in relation to payments to personal pension schemes, and the exceptions that may apply in relation to age—see: Employers’ contributions to personal pension schemes—prohibited conduct below
A 'non-discrimination rule' is a provision by virtue of which a responsible person must not:
in carrying out their functions in relation to an occupational pension scheme (see: what is an occupational pension scheme below), discriminate against another person
in relation to the scheme, harass another person
in relation to the scheme, victimise another person
For further information, see: Non-discrimination rule–when it applies below.
This Practice Note also deals with:
the relationship between the non-discrimination rule and the sex and maternity equality rules
the duty to make reasonable adjustments
the power to alter terms to achieve compliance, and
exceptions relating to age, and
An occupational pension scheme:
is a scheme or other arrangements which provides benefits to or in respect of people:
on having reached a particular age, or
on termination of service in an employment
must have been established for the purpose of
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