Workplace Discrimination: Master Employment Law with LLM Quizzes

Question 1

Under the Equality Act 2010, which of these is NOT a protected characteristic?

Accepted Answer

Socioeconomic Status

Answer

Age

Answer

Gender Reassignment

Answer

Religion or Belief

Question 2

Which of the following is not considered a protected characteristic under the Equality Act 2010?

Accepted Answer

Marital status

Answer

Age

Answer

Disability

Answer

Gender reassignment

Question 3

Direct discrimination occurs when an employer:

Accepted Answer

Treats an employee less favorably due to a protected characteristic.

Answer

Applies a policy that disproportionately affects employees with a protected characteristic.

Answer

Creates a hostile work environment based on a protected characteristic.

Answer

Retaliates against an employee for reporting discrimination.

Question 4

An example of indirect discrimination is:

Accepted Answer

A height requirement that excludes a disproportionate number of women.

Answer

Refusing to hire a qualified candidate due to their race.

Answer

Harassing an employee because of their religion.

Answer

Terminating an employee for taking disability-related leave.

Question 5

Victimisation occurs when:

Accepted Answer

An employee faces negative consequences for reporting discrimination.

Answer

An employee is bullied due to a protected characteristic.

Answer

An employer fails to prevent discrimination in the workplace.

Answer

An employee is dismissed due to a protected characteristic.

Question 6

A possible defense to a direct discrimination claim is:

Accepted Answer

The treatment was justified by a legitimate business reason.

Answer

The employer was unaware of the employee's protected characteristic.

Answer

The employee agreed to the treatment.

Answer

The employer acted in good faith.

Question 7

Which of the following is **not** a protected characteristic under the Equality Act 2010?

Accepted Answer

Marital status

Answer

Age

Answer

Race

Answer

Disability

Question 8

In the UK, how does the burden of proof shift in discrimination cases under the Equality Act 2010?

Accepted Answer

Once the claimant establishes a prima facie case, the respondent must prove there was no discrimination.

Answer

The claimant must prove discrimination throughout the proceedings.

Answer

The claimant retains the burden of proof even if the respondent provides evidence against the prima facie case.

Answer

The respondent always bears the burden of proof, regardless of the evidence presented.

Question 9

To establish a case of indirect discrimination, who bears the burden of proof?

Accepted Answer

The claimant must demonstrate less favourable treatment compared to a person without the protected characteristic.

Answer

The respondent must prove that the claimant was not treated less favourably.

Answer

The Equality and Human Rights Commission must provide evidence of discrimination by the respondent.

Answer

There is no burden of proof.

Question 10

What is the primary purpose of the Equality and Human Rights Commission (EHRC)?

Accepted Answer

To promote and enforce equality and human rights

Answer

To offer free legal assistance in discrimination cases

Answer

To adjudicate on discrimination claims

Answer

To establish quotas for workplace representation of different groups

Question 11

Which remedy is not typically awarded in a discrimination case?

Accepted Answer

Suspension

Answer

Compensation

Answer

Reinstatement

Answer

Injunction

Question 12

According to the Equality Act 2010, can an employer be held responsible if an employee faces victimisation after raising concerns about discrimination?

Accepted Answer

Yes

Answer

No

Answer

Only if the employer intended to victimise the employee

Question 13

Which of the following is NOT an example of harassment under the Equality Act 2010?

Accepted Answer

Asking about an employee's family planning to understand their childcare needs.

Answer

Unwanted sexual advances

Answer

Derogatory or offensive comments based on a protected characteristic

Answer

Creating a hostile or intimidating work environment

Question 14

Explain the legal concept of 'victimisation' in the context of employment law.

Accepted Answer

Treating an employee less favourably because they made a complaint of discrimination, participated in an investigation, or supported a colleague who has made a complaint.

Answer

Transferring an employee to a lower position without a valid reason.

Answer

Dismissing an employee because they have a disability.

Answer

Forcing an employee to work overtime without compensation.

Question 15

What is a 'reasonable adjustment' under the Equality Act 2010?

Accepted Answer

A measure taken by an employer to accommodate the needs of an employee with a disability.

Answer

A change to an employee's job description to make it more challenging.

Answer

A bonus paid to employees who meet certain performance targets.

Answer

A promotion given to an employee based on seniority.

Question 16

Which of the following is NOT a potential outcome of a successful discrimination claim?

Accepted Answer

Suspension of the employee

Answer

Compensation for financial losses

Answer

Injunction prohibiting the employer from further discriminatory actions

Answer

Re-employment of the employee

Question 17

What is the purpose of the Equality and Human Rights Commission (EHRC)?

Accepted Answer

To promote equality and human rights in Great Britain and investigate and resolve individual discrimination complaints.

Answer

To regulate employers' compliance with the Equality Act 2010

Answer

To provide legal advice to individuals facing discrimination

Answer

To enforce employment law and prosecute employers who violate the Equality Act 2010.

Question 18

Under the Equality Act 2010, what is the legal definition of direct discrimination?

Accepted Answer

Treating someone less favourably because of a relevant protected characteristic*

Answer

Creating an intimidating work environment for someone

Answer

Discriminating against someone because of their assumed characteristics

Question 19

Which of the following is an example of indirect discrimination?

Accepted Answer

A recruitment policy that requires all candidates to have a university degree.

Answer

Harassing someone who holds a particular belief or opinion.

Answer

Refusing to hire someone because they are of a particular religion.

Question 20

What are two key defences to a claim of discrimination?

Accepted Answer

Genuine occupational requirement and proportionate means of achieving a legitimate aim.

Answer

Unintentional discrimination

Answer

Lack of knowledge of the Equality Act 2010

Question 21

What are the remedies available to a successful claimant in a discrimination claim?

Accepted Answer

Compensation, declaration, and injunction.

Answer

Reinstatement

Answer

Criminal prosecution

Answer

All of the above

Question 22

According to the Equality Act 2010, which of the following is NOT a protected characteristic?

Accepted Answer

Height

Answer

Religion or belief

Answer

Race

Answer

Sexual orientation

Question 23

Under the Equality Act 2010, what is the legal definition of harassment?

Accepted Answer

Unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment*

Answer

Any conduct that is offensive or upsetting to another person

Question 24

What is the employer's legal duty under the Equality Act 2010 to prevent discrimination and harassment?

Accepted Answer

To take all reasonable steps to prevent discrimination and harassment from occurring, and to respond appropriately to any complaints of discrimination or harassment*

Answer

To ensure that all employees are treated equally, regardless of their protected characteristics

Question 25

What is the role of the Equality and Human Rights Commission (EHRC) in relation to discrimination?

Accepted Answer

To promote equality and human rights, and to enforce the Equality Act 2010*

Answer

To provide legal advice to victims of discrimination

Answer

To investigate complaints of discrimination

Question 26

What is the difference between discrimination on the grounds of religion and belief and discrimination on the grounds of religious or philosophical belief?

Accepted Answer

Discrimination on the grounds of religion and belief includes discrimination on the grounds of religious practice, whereas discrimination on the grounds of religious or philosophical belief does not

Answer

There is no difference between these two grounds of discrimination

Question 27

What is the concept of 'positive action' under the Equality Act 2010?

Accepted Answer

Action taken to address the under-representation of people with protected characteristics in certain areas of life

Answer

Action taken to give preferential treatment to people with protected characteristics

Question 28

What are the key elements of a claim for victimisation under the Equality Act 2010?

Accepted Answer

The claimant must have suffered a detriment because they made a complaint of discrimination or harassment or because they supported someone else who made a complaint

Answer

The claimant must have suffered a detriment because they were discriminated against or harassed