The Rehabilitation of Offenders Act

This Act makes it illegal for Sainsbury's to carry out any sort of discrimination against disabled employees or job applicants on the grounds of disability as Sainsbury's have more than twenty employees. Selection, job performance, promotion, training and career development, and redundancy and dismissal are what the act covers. The Act obliges Sainsbury's to make 'reasonable adjustments' to working arrangements or conditions which otherwise would put disabled people at a substantial disadvantage'. When this is done, and the disabled person is considered to be the best person for the job then they should be employed. The reasonable adjustments may include changes to working hours, premises, equipment or training. After a reasonable adjustment, if the disabled person cannot perform their job properly then they may be dismissed because eof their disability.

The Rehabilitation of Offenders Act 1974 (amended 1986) If a person has been convicted of certain offences and they have been through a period of time where they have had no convictions they are said to be rehabilitated, so their conviction is 'spent'. Therefore the person does not have to mention their conviction on a job application form. The rehabilitation period varies depending on the person's offence. Professionals such as accountants and people working with people under 18 are never rehabilitated, therefore affecting their chances of getting another job.

The Sex Discrimination Act 1975 & 1986 and the Race Relations Act 1976 The aim of this Act is to avoid any discrimination against candidates because eof sex, race or marital status, whether it is direct or indirect. When people are dismissed by reference of sex, race or marital status it is called direct discrimination. Often direct discrimination is not noticeable but occurs when stereotypes of jobs are made.

When certain attributes relating to race and sex are asked for which cannot be justified by the job it is called indirect discrimination e.g. 'UK qualifications only,' means that people from overseas cannot apply for the job, 'must be 1.8 metres tall,'meaning that most women will not be able to apply for the job.

Equal Pay Act 1970 and Equal Pay (Amendment) Act 1983 This Act is about men and women getting equal pay. This should happen when the jobs they do are similar or if their jobs have been graded as equal as part of a job evaluation programme. The main problem here is that there are a few occupations where men and women do similar jobs, where this is not the case most occupations have either a majority of male workers or a majority of female workers. Therefore there is still a difference in the wages of men and women. This Act of 1983 brought UK into line with Europe on equal pay.

Employment Act 1980 This Act is related with maternity rights. Meaning that women can have time off for ante-natal care and 18 weeks' paid leave during confinement with statutory maternity pay (SMP) being given. For women who have worked in a company for longer than a year have protection against dismissal from the company. It is treated as sex discrimination of dismissal on grounds of pregnancy, as this can only happen to women. The Equal Opportunities Commission investigates complaints of discrimination on the grounds of sex/marital status. The Commission for Racial equality performs similar functions with regard to race.