Equal Opportunities Policy

This document can be used by an employer to create a policy document which deals with equal opportunities within the workplace. This type of policy outlines the approach an employer shall take to ensuring that staff members do not suffer unfair and unlawful discrimination whilst at work. This policy is suitable for use where the employer is based within Great Britain.

This document shall provide:

• a statement on the general purpose of the policy;
• the scope of the policy;
• the commitments made by the employer to ensure the workplace fosters equality and is free from discrimination; and
• the standards expected of all staff members in relation to matters of equality and the avoidance of discrimination.

In general, it is not a legal obligation for an employer to hold a policy of this type. It is however important to note that the law which is relevant to equality explicitly prohibits discrimination, harassment and victimisation in an employment setting. Furthermore, a statutory code of practice has been created to help employers use equality laws properly. This code recommends that employers should hold this type of policy. It is also useful for employers to hold other relevant policy documents which may be read in conjunction with this policy. For example, this may include:

• a disciplinary policy;
• a grievance policy;
• a redundancy policy; and/or
• a workplace domestic abuse policy.

How to use this document

This document should be made easily available with and communicated to any employees. It is common to display workplace policies in an easily accessible public area, or within a staff handbook, so that it may be referred to by staff members.

Although not a legal requirement, the employer may wish to include a signature of endorsement on the policy in order to illustrate its commitment to the principles contained within it. If the document is to be signed, it should be signed by a person who is authorised to do so on behalf of the employer. This may be the employer themselves (where they are sole practitioner) or the most senior person acting on behalf of a business employer, e.g. the Managing Director.

Please note that should this policy be revised or altered at any time, these revisions and alterations must be communicated effectively to employees at the earliest opportunity.

Applicable Law

The Equality Act 2010

Help from a lawyer

You can choose to consult a lawyer if you need help.

The lawyer can answer your questions or help you through the process. You will be offered this option when you complete the document.

How to modify the template

You fill out a form. The document is created before your eyes as you respond to the questions.

At the end, you receive it in Word and PDF formats. You can modify it and reuse it.