Compliance tools · Corporate governance, employment and financial

Equality Act 2010 compliance tool

Equality Act 2010 (c. 15) · Great Britain · Binding instrument

Name anyone on your staff. The system makes them your compliance person.

A member of your own staff, with no compliance background, reads the training module, answers the interview, and finishes with your Equality Act 2010 documentation cited article by article. The knowledge stays in the business.

Every account level runs inside a dedicated Claude account. Anyone can try a toolkit in their own Claude account; compliance work runs in a dedicated one. The Claude Max plan is £90 a month, paid to Anthropic, and is not included in any level.

See a finished report before you pay

Equality Act 2010 (c. 15) is a binding instrument in Great Britain. Protected characteristics, discrimination and workplace adjustment duties.

The free assessment screens every United Kingdom business against this instrument: it applies across sectors rather than to one activity. The Act extends to England, Wales and Scotland.

Screen your business against all 116 agent toolkits, free →

• Your exact position under Equality Act 2010: what is in place, what is missing, and what to do about each gap.
• Documentation with article citations, ready for auditors, insurers, customers and public buyers.
• A trained person inside the business who understands what the regulation requires, and stays.
• A dated record of every section completed, with the reports themselves staying in your own Claude account. The toolkit is carried by an account level, see the plans.
• All of it completed in-house, at your own pace, without booking a single meeting.

Check that Equality Act 2010 applies to your business, free →

Does Equality Act 2010 apply to my business?

The Equality Act 2010 applies to you if you are an employer, a service-provider, a person exercising public functions, a premises controller, an education provider, a transport operator, an association, a partnership or an LLP, or another duty-holder listed in the Act. All employers, regardless of size, must not discriminate, harass or victimise employees or applicants, and owe the duty to make reasonable adjustments.

Who does Equality Act 2010 apply to?

It applies to entity-facing duty-holders including employers, service-providers, persons exercising public functions, occupational pension scheme trustees and managers, partnerships, LLPs, barristers, advocates, qualifications bodies, employment service-providers, trade organisations, local authority members, contract principals, office-holders, and persons making appointments to personal or public offices. Institutional duty-holders such as Ministers of the Crown, courts, employment tribunals and the Equality and Human Rights Commission are addressed only in the background annex.

Does Equality Act 2010 apply to a small business?

The Act has no general size threshold and applies with full force to small and medium-sized enterprises. Two specific duties carry a 250 or more employee threshold: gender pay gap reporting under section 78 and equality action plans under section 78A, which exempt the great majority of SMEs from those two duties only.

When does Equality Act 2010 apply from, and what are the deadlines?

The Act received Royal Assent on 8 April 2010. Section 78 commenced on 22 August 2016, section 78A commenced on 6 April 2026, section 40A took effect on 26 October 2024, and sections 19A and 60A took effect on 1 January 2024. Claims under section 114 must generally be brought within 6 months, and complaints under section 120 within 3 months.

What does Equality Act 2010 require me to do?

You must not discriminate, harass or victimise employees, applicants, service users, tenants, members and others covered by the Act, and you owe the duty to make reasonable adjustments under section 20. Employers must prevent sexual harassment under section 40A, and employers with 250 or more employees must publish gender pay gap information under section 78 and an equality action plan under section 78A.

What records or documents does Equality Act 2010 require me to keep or produce?

Employers with 250 or more employees must publish gender pay gap information under section 78 and an equality action plan under section 78A. Providers of age-restricted holiday services and owners of protected sites must give a written statement under Schedule 3 paragraphs 30B(3) and 30D(4), and a landlord refusing consent to a relevant improvement must give a written statement of the reason under section 190(2)(a).

What happens if I do not comply with Equality Act 2010?

Civil claims for discrimination, harassment or victimisation in the workplace go to an employment tribunal and may result in uncapped compensation, including for injury to feelings. Section 78(5)(a) creates a summary offence punishable by a fine not exceeding level 5 on the standard scale, and sections 110(5) and 112(4) create summary offences for knowingly or recklessly making a false statement.

How do I start complying with Equality Act 2010?

The first practical step is to document any occupational requirement under Schedule 9 paragraph 1 at the time it is applied, as a proportionate means of achieving a legitimate aim, rather than reconstructing the justification after a complaint arises. It also names a single consistent disclosure and request-handling process for the three-part reasonable adjustment duty under section 20.

Which ComplianceSME account includes the Equality Act 2010 toolkit?

The Equality Act 2010 agent toolkit is included from the Micro level.

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