The following Employment Tax guidance note Produced by Tolley in association with Emma Bartlett at Charles Russell Speechlys LLP provides comprehensive and up to date tax information covering:
Indirect discrimination occurs where the employer treats all workers the same, but where some aspect of that uniform treatment affects one group of workers adversely when compared with another.
In order to determine whether indirect discrimination has taken place in the workplace, an employer should ask the following questions:
EqA 2010, s 19
PCPs include not only criteria that an employer imposes openly but also practices that are in fact applied without being written down or otherwise made official.
It must be the PCP which puts the complainant at a disadvantage, not some other factor which is self-inflicted. See Example 1.
The test for indirect discrimination does not require an inability on the part of the complainant to comply with a particular condition or requirement. Rather, it requires that the complainant is put, or would be put, at a 'particular disadvantage' by the application of the PCP (see Claimant must show he suffered or would suffer the disadvantage below for further information).
Under the current test, it is possible for:
a person to be found to have been put at a particular disadvant
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