RACE RELATIONS - CODE OF PRACTICE - For the elimination of racial discrimination and the promotion of equality of opportunity in employment

Sep 28, 2026

Race Relations Code of Practice sets out practical guidance for employers, trade unions, employment agencies, and employees on eliminating racial discrimination and promoting equality of opportunity in employment. It explains the Code’s purpose and status under the Race Relations Act 1976, clarifying that it provides recommendations and does not itself impose legal obligations. It also outlines how the Code should be applied, including expectations for small firms, and describes how unlawful discrimination operates in employment through direct and related provisions.

LanguageEnglish

CategoryReligion & Spirituality

FormatPDF

Pages44

Reading Time1 h 51 min

AccessFree to download

Introduction

Purpose and status of the Code

Application of the Code

Small firms

Unlawful discrimination

Contents Overview

Part 1: The Responsibilities of Employers

Part 2: The Responsibility of Individual Employees

Part 3: The Responsibilities of Trade Unions

RA C E R E LAT 10 N SCODE OFPRACTICEFOR THE ELIMINATION OF RACIAL DISCRIMINATIONAND THE PROMOTION OFEQUALITY OF OPPORTUNITYIN EMPLOYMENTCOMMISSIONFOR RACIALEQUALITY RACE RELATIONS CODE OFPRACTICE For the elimination ofracial discriminationand the promotion ofequality of opportunityinemployment PUBLISHER'S NOTE The text of this Code of Practice,from page 5 to page 39was issued pursuant to section 47(1)and(7)of the RaceRelations Act 1976 and came into effect by order of theSecretary of State on 1 April 1984.The present reprint hasbeen redesigned typographically,but the text remainsunchanged,with the exception only of the following points: 1.New footnotes to paragraph 1.24 and the penultimateparagraph of the introduction,reflecting amendmentsto the law,have been incorporated. 2.Paragraph numbering has been dropped from theintroduction. 3.Certain page references are different owing to newpage numbering. 4.Some headings have been changed for the sake ofclarity. 5.The terms 'guidance paper'and ‘para'have beenchanged,respectively,to‘guide'and ‘paragraph'. CCommission for Racial Equality Elliot House 10-12 Allington StreetLondon SW1E 5EH First published April 1984.Reprinted September 1991 ISBN0907920292 Price:£1.50 Typeset by Keyboard Services,Luton CONTENTS Introduction 5 Purpose and status of the Code 5Application of the Code 6Small firms 6Unlawful discrimination 7The Code and good employment practice8Positive action8Guides 9 PARTI The Responsibilities of Employers 11 Equal opportunity policies 11 Sources of recruitment 13 Selection processes 15 Treatment of applicants 16 Genuine occupational qualifications 17 Transfers and training 17 Dismissal (including redundancy)and other detriment 18 Performance appraisals 18 Terms ofemployment,benefits,facilities and services 19 Grievance disputes and disciplinary procedures 19 Cultural and religious needs 20 Communications and language training for employees 21 Instructions and pressure to discriminate 22 Victimisation 23 Monitoring equal opportunity 23 Positive action 26 PART 2 The Responsibility of Individual Employees 28 PART 3 The Responsibilities of Trade Unions 31 Admission of members 31 Treatment ofmembers 32 Disciplining members who discriminate 32 Positive action 32 Training and information 33 Pressure to discriminate 34 Victimisation 35 Avoidance of discrimination 35 Union involvement in equal opportunity policies 35 # Introduction This Code aims to give practical guidancewhich will help employers,trade unions,employment agencies and employees to # Purposeand status ofthe Code understand not only the provisions of the RaceRelations Act and their implications,but alsohow best they can implement policies to S.47(1) eliminate racial discrimination and to enhanceequality of opportunity. The Code does not impose any legal obligationsitself,nor is it an authoritative statement ofthe law—that can only be provided by thecourts and tribunals.If,however,its recommendations are not observed this mayresult in breaches of the law where the act oromission falls within any of the specificS.47(10)prohibitions of the Act.Moreover its provisionsare admissible in evidence in any proceedingsunder the Race Relations Act before anindustrial tribunal and if any provisionS.47(11)appears to the tribunal to be relevant to aquestion arising in the proceedings it must betaken into account in determining thatS.32question.If employers take the steps that areset out in the Code to prevent their employeesfrom doing acts of unlawful discriminationthey may avoid liability for such acts in anylegal proceedings brought against them.References to the appropriate sections of theRace Relations Act 1976 are given in themargin to the Code Employees ofall racial groups have a right toequal opportunity.Employers ought to provide it.To do so is likely to involve some expenditure,at least in staff time a

FAQs

What is the purpose of the Code of Practice on race relations?

The Code aims to provide practical guidance to help employers, trade unions, employment agencies, and employees eliminate racial discrimination and enhance equality of opportunity in employment.

Does the Code itself impose legal obligations?

No. The Code’s recommendations guide practice, but legal obligations come from the Race Relations Act, with courts and tribunals providing authoritative statements of the law.

How does the Code address unlawful discrimination in employment?

It explains that the Race Relations Act makes discrimination unlawful in employment, including direct discrimination, and links this to the provisions and sections referenced in the Code.

Sep 28, 2026

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