A firm or proposed firm must not discriminate against a person—
in the arrangements it makes for deciding to whom to offer a position as a partner;
as to the terms on which it offers the person a position as a partner;
by not offering the person a position as a partner.
A firm (A) must not discriminate against a partner (B)—
as to the terms on which B is a partner;
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 expelling B;
by subjecting B to any other detriment.
A firm must not, in relation to a position as a partner, harass—
a partner;
a person who has applied for the position.
A proposed firm must not, in relation to a position as a partner, harass a person who has applied for the position.
A firm or proposed firm must not victimise a person—
in the arrangements it makes for deciding to whom to offer a position as a partner;
as to the terms on which it offers the person a position as a partner;
by not offering the person a position as a partner.
A firm (A) must not victimise a partner (B)—
as to the terms on which B is a partner;
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 expelling B;
by subjecting B to any other detriment.
A duty to make reasonable adjustments applies to—
a firm;
a proposed firm.
In the application of this section to a limited partnership within the meaning of the Limited Partnerships Act 1907, "partner" means a general partner within the meaning of that Act.