to include, effectively from the point of diagnosis, people with HIV infection, cancer or multiple sclerosis

to end the requirement that a mental illness must be 'clinically well-recognised' in order for it to be regarded as an impairment under the DDA 1995

to make third party publishers liable for publishing discriminatory advertisements

to amend the way that the DDA 1995 applies to group insurance to clarify the responsibilities of those concerned with its provisions

to introduce for Part 3 of the DDA 1995 (i.e. access to goods and services, public authorities, private clubs and premises) a procedure for asking and answering questions about alleged disability discrimination

to make it unlawful for private clubs with 25 or more members to treat disabled people less favourably

to make it unlawful for local authorities to discriminate against disabled local councillors, and

to clarify where liability falls if police officers discriminate under Part 3 of the DDA 1995

Clearly, the first 3 of the above changes will have the most impact in the employment context. Employers should review their equality and diversity policies in the light of these changes, to ensure that they comply.

The second major change introduced today and widely covered in the media is the coming into force of The Civil Partnership Act 2004 which introduces State recognition of same sex unions whilst neatly side stepping the label "marriage".  Click here to view a briefing note produced by our Private Client department which summarises the changes for employers but may also be of interest to any of your staff cometemplating a civil partnership.

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