The Age, Sexual Orientation and Religion or Belief regulations cover employment and training. Under these regulations it is unlawful to discriminate in recruitment, retention, promotion, and training and in the terms and conditions that are offered to employees. Direct and indirect discrimination, harassment and victimisation on the grounds of Age, Sexual Orientation or Religion or Belief are all unlawful under the regulations.

Although the production of an equality scheme is not necessary for these regulations, employers are required to amend equality and employment policies to reflect the requirements and processes that apply.

Employment law
Equality legislation and wider employment law are not two separate topics. The policy and practice of an organisation needs to mainstream the duties and requirements of equality legislation into the overall responsibilities on employers that arise from employment law.

Policies covering grievance and disciplinary procedures, flexible working, recruitment and performance reviews, training, maternity and paternity leave, and wider pay, pensions, terms and conditions must all comply with equality legislation.

The procedures arising from corporate policies and implementation of these policies, must be carried out in such a way as to avoid unlawful discrimination.