Impact assessment

Changes relating to in-work progression: equality analysis

This analysis enables ministers to fulfil the requirements placed on them by the Public Sector Equality Duty as set out in section 149 of the Equality Act 2010.

• From: Department for Work and Pensions
• Published: 17 April 2023

This was published under the 2022 to 2024 Sunak Conservative government

Documents

Equality Analysis: Raising the Administrative Earnings Threshold (September 2022 change)

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Equality Analysis: Raising the Administrative Earnings Threshold (January 2023 change)

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Equality Analysis: Raising the Administrative Earnings Threshold (Spring Budget 2023 announcement)

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Equality Analysis: Removing the couple Administrative Earnings Threshold (Spring Budget 2023 announcement)

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Equality Analysis: In-Work Progression Offer

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Details

The Public Sector Equality Duty (PSED) requires the minister to pay due regard to the need to:

• eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
• advance equality of opportunity between people who share a protected characteristic and those who do not
• foster good relations between people who share a protected characteristic and those who do not

In undertaking the analysis that underpins this document, where applicable, the Department has also considered the United Nations Convention on the Rights of Persons with Disabilities (CRPD) and the United Nations Convention on the Rights of the Child (UNCRC)/ the United Nations Convention on the Elimination of all forms of Discrimination against Women (CEDAW).

Published 17 April 2023