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Sex Discrimination (Northern Ireland) Order 1976
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Changes over time for: Section 14
Version Superseded: 02/05/2016
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- 01/01/2006- Amendment
- 21/12/2012
Point in time - 02/05/2016- Amendment
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Sex Discrimination (Northern Ireland) Order 1976, Section 14 is up to date with all changes known to be in force on or before 13 November 2024. There are changes that may be brought into force at a future date. Changes that have been made appear in the content and are referenced with annotations.
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PartnershipsN.I.
14.—(1) It is unlawful for a firmF1. . . , in relation to a position as partner in the firm, to discriminate against a woman—
(a)in the arrangements they make for the purpose of determining who should be offered that position, or
(b)in the terms on which they offer her that position, or
(c)by refusing or deliberately omitting to offer her that position, or
(d)in a case where the woman already holds that position—
(i)in the way they afford her access to any benefits, facilities or services, or by refusing or deliberately omitting to afford her access to them, or
(ii)by expelling her from that position, or subjecting her to any other detriment.
(2) Paragraph (1) shall apply in relation to persons proposing to form themselves into a partnership as it applies in relation to a firm.
[F2(2A) It is unlawful for a firm, in relation to a position as partner in the firm, to subject to harassment a woman who holds or has applied for that position.]
(3) [F3Subject to paragraph (3A),] paragraph (1)( a) and ( c) do not apply to a position as partner where, if it were employment, being a man would be a genuine occupational qualification for the job.
[F3(3A) Paragraph (3) does not apply in relation to discrimination falling within Article 4A.
(3B) In relation to discrimination falling within Article 4A, paragraph (1) does not make unlawful a firm's treatment of a person in relation to a position as partner where—
(a)if it were employment—
(i)being a man would be a genuine occupational qualification for the job; or
(ii)being a woman would be a genuine occupational qualification for the job; and
(b)the firm can show that the treatment is reasonable in view of the circumstances relevant for the purposes of sub-paragraph (a) and any other relevant circumstances.
(3C) In relation to discrimination falling within Article 4A, paragraph (1)(a), (c) and, so far as it relates to expulsion, (d)(ii) do not apply to a position as partner where, if it were employment, there would be a supplementary genuine occupational qualification for the job.]
[F4(3D) Paragraphs (3B) and (3C) do not apply in relation to discrimination against a person whose gender has become the acquired gender under the Gender Recognition Act 2004.]
Para. (4) rep. by SR 2005/426
(5) In the case of a limited partnership references in paragraph (1) to a partner shall be construed as references to a general partner as defined in section 3 of the Limited Partnerships Act 1907 [1907 c.24] .
[F5(6) This Article applies to a limited liability partnership as it applies to a firm; and, in its application to a limited liability partnership, references to a partner in a firm are references to a member of the limited liability partnership.]
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