(1)A firm or proposed firm must not discriminate against a person—
(a)in the arrangements it makes for deciding to whom to offer a position as a partner;
(b)as to the terms on which it offers the person a position as a partner;
(c)by not offering the person a position as a partner.
(2)A firm (A) must not discriminate against a partner (B)—
(a)as to the terms on which B is a partner;
(b)in the way A affords B access, or by not affording B access, to opportunities for promotion, transfer or training or for receiving any other benefit, facility or service;
(c)by expelling B;
(d)by subjecting B to any other detriment.
(3)A firm must not, in relation to a position as a partner, harass—
(a)a partner;
(b)a person who has applied for the position.
(4)A proposed firm must not, in relation to a position as a partner, harass a person who has applied for the position.
(5)A firm or proposed firm must not victimise a person—
(a)in the arrangements it makes for deciding to whom to offer a position as a partner;
(b)as to the terms on which it offers the person a position as a partner;
(c)by not offering the person a position as a partner.
(6)A firm (A) must not victimise a partner (B)—
(a)as to the terms on which B is a partner;
(b)in the way A affords B access, or by not affording B access, to opportunities for promotion, transfer or training or for receiving any other benefit, facility or service;
(c)by expelling B;
(d)by subjecting B to any other detriment.
(7)A duty to make reasonable adjustments applies to—
(a)a firm;
(b)a proposed firm.
(8)In the application of this section to a limited partnership within the meaning of the Limited Partnerships Act 1907, “partner” means a general partner within the meaning of that Act.