An employer (A) must not discriminate against a person (B)—
in the arrangements A makes for deciding to whom to offer employment;
as to the terms on which A offers B employment;
by not offering B employment.
An employer (A) must not discriminate against an employee of A's (B)—
as to B's terms of employment;
in the way A affords B access, or by not affording B access, to opportunities for promotion, transfer or training or for receiving any other benefit, facility or service;
by dismissing B;
by subjecting B to any other detriment.
An employer (A) must not victimise a person (B)—
in the arrangements A makes for deciding to whom to offer employment;
as to the terms on which A offers B employment;
by not offering B employment.
An employer (A) must not victimise an employee of A's (B)—
as to B's terms of employment;
in the way A affords B access, or by not affording B access, to opportunities for promotion, transfer or training or for any other benefit, facility or service;
by dismissing B;
by subjecting B to any other detriment.
A duty to make reasonable adjustments applies to an employer.
Subsection (1)(b), so far as relating to sex or pregnancy and maternity, does not apply to a term that relates to pay—
unless, were B to accept the offer, an equality clause or rule would have effect in relation to the term, or
if paragraph (a) does not apply, except in so far as making an offer on terms including that term amounts to a contravention of subsection (1)(b) by virtue of section 13, 14 or 18.
In subsections (2)(c) and (4)(c), the reference to dismissing B includes a reference to the termination of B's employment—
by the expiry of a period (including a period expiring by reference to an event or circumstance);
by an act of B's (including giving notice) in circumstances such that B is entitled, because of A's conduct, to terminate the employment without notice.
Subsection (7)(a) does not apply if, immediately after the termination, the employment is renewed on the same terms.