Audrey Willliams, a partner at international law firm Eversheds, pointed out that the law is intended to simplify and expand on existing discrimination legislation when the bulk of it comes into force in October.
However, she highlighted that it has not been clarified which forms of differential treatment will not be subject to the ban on age discrimination.
'The government has said that it wants to 'eradicate harmful discrimination', but at the same time leave service providers free to treat people of different ages differently 'where this is beneficial or justifiable or for good public policy reasons',' the expert noted.
Ms Willliams added that this creates a range of problems because until guidelines on the exemptions are published, businesses will be unclear on exactly how they are to prepare for the act's introduction.
Rachel Dineley, employment partner at Beachcroft LLP, told hrmagazine.co.uk that the Equality Act will improve how well discrimination legislation is interpreted and applied in the workplace, but some challenges will be present in its early days.
However, she highlighted that it has not been clarified which forms of differential treatment will not be subject to the ban on age discrimination.
'The government has said that it wants to 'eradicate harmful discrimination', but at the same time leave service providers free to treat people of different ages differently 'where this is beneficial or justifiable or for good public policy reasons',' the expert noted.
Ms Willliams added that this creates a range of problems because until guidelines on the exemptions are published, businesses will be unclear on exactly how they are to prepare for the act's introduction.
Rachel Dineley, employment partner at Beachcroft LLP, told hrmagazine.co.uk that the Equality Act will improve how well discrimination legislation is interpreted and applied in the workplace, but some challenges will be present in its early days.
