Employers have a legal and practical responsibility to create a safe, inclusive and supportive working environment. This includes protecting workers from discrimination, safeguarding physical and mental health, and promoting equality at work. Doing so helps protect workers’ rights, reduce the risk of legal claims, improve productivity and encourage employees to remain with the organisation.
Section A: Equality at work
Employers should take active steps to promote equality, diversity and inclusion in the workplace. This includes preventing unlawful discrimination, supporting fair treatment and understanding statutory obligations such as pay gap reporting.
Section B: Health and wellbeing at work
Employers must take reasonable steps to protect workers’ health, safety and wellbeing. This includes managing workplace risks, supporting mental and physical health, engaging occupational health services where appropriate and responding to issues such as menopause at work.
Section C: Discrimination and bullying
The law protects workers from discrimination, harassment and victimisation. Employers must understand how to prevent discriminatory behaviour, handle complaints lawfully and address bullying, whether it is reported directly or witnessed in the workplace.
Section D: Protected characteristics
Equality law protects individuals from less favourable treatment because of certain personal characteristics. Employers must ensure these protections are understood, embedded in workplace practices and enforced when issues arise.
Section E: Disability at work
Employers have specific duties to support disabled workers and job applicants. This includes making reasonable adjustments, removing workplace barriers and supporting neurodivergent individuals to ensure fair access to work and progression.
Section F: Equal pay
Men and women are legally entitled to equal pay for equal work. Employers must understand how equal pay law applies, identify potential risks within pay structures and take steps to prevent and resolve inequality.
FAQs
1. Why is health, wellbeing and equality a legal issue for employers?
UK employment law places duties on employers to prevent discrimination, protect health and safety and promote fair treatment. Failures can result in tribunal claims, regulatory enforcement and reputational damage.
2. Do these obligations apply to all workers?
Most protections apply to employees and workers, although the scope of rights can vary depending on employment status. Employers should assess obligations carefully for agency workers, zero-hours workers and apprentices.
3. What is the risk of getting equality law wrong?
Discrimination and equal pay claims can lead to uncapped compensation, legal costs and significant management time. There are also wider risks to staff morale, retention and productivity.
4. Are employers required to support wellbeing at work?
Employers must take reasonable steps to protect workers’ health and safety, which includes mental health. Supporting wellbeing is also increasingly recognised as a key part of effective people management.
5. When are reasonable adjustments required?
Reasonable adjustments are required where a worker is disabled under the Equality Act 2010 and faces a substantial disadvantage at work. What is reasonable depends on the circumstances.
Conclusion
Health, wellbeing and equality are central to lawful and effective workforce management. Employers who understand their obligations, embed inclusive practices and respond appropriately to issues are better placed to reduce legal risk, support their workforce and maintain a productive and stable organisation. The topics signposted above provide guidance on the key legal duties employers must be aware of and apply in practice.
Glossary
| Term | Meaning |
|---|---|
| Equality Act 2010 | The main UK legislation governing discrimination, equality and protected characteristics |
| Protected characteristic | A characteristic protected under equality law, such as age, disability or sex |
| Reasonable adjustments | Changes an employer must make to remove disadvantages for disabled workers |
| Equal pay | The legal requirement for men and women to receive equal pay for equal work |
| Occupational health | Specialist support relating to workers’ physical and mental health at work |
| Harassment | Unwanted conduct related to a protected characteristic that violates dignity or creates a hostile environment |
Useful links
| Resource | Description |
|---|---|
| Equality Act 2010 (legislation.gov.uk) | Primary legislation covering discrimination, equality duties and protected characteristics |
| GOV.UK – Discrimination: your rights | Overview of discrimination protections and how the law applies |
| GOV.UK – Workplace health and safety | Employer duties to protect health and safety at work |
| ACAS – Discrimination and bullying | Practical employer guidance on preventing and responding to discrimination and bullying |
| ACAS – Supporting mental health at work | Practical steps for employers to support mental health and wellbeing |
| Equality and Human Rights Commission (EHRC) | Statutory guidance and resources on equality law and best practice |
