(This note is not part of the Regulations.)
These Regulations, which are made under section 2(2) of the European Communities Act 1972 (c. 68), implement (in Northern Ireland) Council Directive 2000/78/EC of 27th November 2000 establishing a general framework for equal treatment in employment (O.J. No. L303, 2.12.2000, p. 16) so far as it relates to discrimination on grounds of sexual orientation. The Regulations make it unlawful to discriminate on grounds of sexual orientation in employment and vocational training. They prohibit direct discrimination, indirect discrimination, victimisation and harassment.
Sexual orientation is defined in regulation 2 as meaning a sexual orientation towards persons of the same sex, persons of the opposite sex, or to both persons of the same sex and of the opposite sex.
Direct discrimination, defined in regulation 3(1)(a), occurs where a person is treated less favourably than another on grounds of sexual orientation. Indirect discrimination, defined in regulation 3(1)(b), occurs where a provision, criterion or practice, which is applied generally, puts persons of a particular sexual orientation at a disadvantage and cannot be shown to be a proportionate means of achieving a legitimate aim. Victimisation, defined in regulation 4, occurs where a person receives less favourable treatment than others by reason of the fact that he has brought (or given evidence in) proceedings, made an allegation or otherwise done anything under or by reference to the Regulations. Harassment, defined in regulation 5, occurs where a person is subjected to unwanted conduct on grounds of sexual orientation with the purpose or effect of violating his dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for him.
Regulations 6 to 23 prohibit discrimination, victimisation and harassment in the fields of employment and vocational training. In particular, they protect employees (regulation 6), contract workers (regulation 9), office-holders (including constables) (regulations 12, 13 and 14), and partners in firms (regulation 16). They not only prohibit discrimination etc by employers, but also by trustees and managers of occupational pension schemes (regulation 11 and Schedule 1), trade organisations (regulation 17), bodies conferring professional and trade qualifications (regulation 18), training providers (regulation 19), employment agencies (regulation 20), and further and higher education institutions (regulation 22). By virtue of regulation 23, discrimination, victimisation or harassment occurring after the relevant relationship has ended is unlawful if it arises out of, and is closely connected to, the relationship. The Regulations also apply to Crown servants (regulation 43). Regulation 42 and Schedule 4 address the validity of discriminatory terms in contracts and collective agreements.
Not all differences of treatment on grounds of sexual orientation are unlawful. There are exceptions in regulations 26 to 29 for differences of treatment related to safeguarding national security or protecting public order or public safety, to benefits which are dependent on marital status, and positive action. Regulation 8 provides an exception where being of a particular sexual orientation is a genuine and determining occupational requirement for a post, if it is proportionate to apply the requirement in the particular case. Regulation 8 also provides an exception for employment for purposes of an organised religion, where a requirement related to sexual orientation is applied so as to comply with the doctrines of the religion or to avoid conflicting with the religious convictions of its followers.
Regulations 30 to 32 confer powers and duties on the Equality Commission for Northern Ireland in relation to the ground of sexual orientation. Regulation 30 confers a general duty of working towards the elimination of discrimination, promoting equality of opportunity between persons of differing sexual orientations and keeping the Regulations under review. Regulation 31 permits the Commission to undertake research or educational activities, and Regulation 32 permits it to issue codes of practice in the field of employment.
Regulations 33 to 41 provide remedies for individuals, including compensation, by way of proceedings in industrial tribunals and in the county courts. There are special provisions about the burden of proof in those cases in regulations 35 and 38, which transfer the burden to a respondent to a case once a complainant has established facts from which a court or tribunal could conclude, in the absence of an adequate explanation, that an act of discrimination or harassment has been committed by the respondent. Regulation 39 and Schedules 2 and 3 include a questionnaire procedure to assist complainants in obtaining information from respondents, and regulation 40 enables the Commission at its discretion to assist individuals in the preparation and presentation of their complaints under the Regulations where there is some special reason for affording assistance.
A Regulatory Impact Assessment in relation to these Regulations has been placed in the Library of the Northern Ireland Assembly. A copy may be obtained from: Anti Discrimination Division, Office of the First Minister and deputy First Minister, Room E3.18, Castle Buildings, Stormont, Belfast BT4 3SR.