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Discrimination on the grounds of race became unlawful with the introduction of the Race Relations Act 1976 (RRA). The Act makes it illegal to discriminate against someone on the grounds of nationality and colour, or ethnic, racial, or national group. The RRA contains provisions outside the field of employer/employee relations, but this factsheet focuses on the protection for employees and prospective employees who suffer discrimination in an employment context. The Race Directive (2000/43/EC) and EC Equal Treatment Framework Directive (2000/78/EC) which aim to harmonise race equality legislation across the EU have also been incorporated into UK law. The Race Relations Act 1976 (Amendment) Regulations 2003 (SI 2003/1626), which implemented provisions of the Race Directive, cover discrimination on the grounds of ethnic, racial or national group, but exclude discrimination on the grounds of nationality and colour.   The key Acts and Statutory Instruments are:
The Race Relations Act 1976 (RRA)
The Race Relations (Formal Investigations) Regulations 1977 (SI 1977/841)
The Race Relations (Questions and Replies) Order 1977 (SI 1977/842)
The Race Relations (Complaints to Employment Tribunals)(Armed Forces) Regulations 1997 (SI 1997/2161)
The Race Relations (Amendment) Act 2000 (currently only applies to public bodies)
The Race Relations Act 1976 (General Statutory Duty) Order 2001 (SI 2001/3457)
The Race Relations Act 1976 (Amendment) Regulations 2003 (SI 2003/1626)
The Race Relations Act 1976 (Statutory Duties) Order 2004 (SI 2004/3125)
The Race Relations Act 1976 (General Statutory Duty) Order 2004 (SI 2004/3127)
The Race Relations Act 1976 (Statutory Duties) Order 2006 (SI 2006/2471)
The Race Relations Act 1976 (General Statutory Duty) Order 2006 (SI 2006/2470)
The Racial and Religious Hatred Act 2006
The Equality Act 2006. 
A revised Statutory code of practice on racial equality in employment1 came into effect on 6 April 2006. Failure to follow the guidance it offers may be taken into account by the courts and tribunals. CIPD members can find out more on the legal aspects of this topic from our Race discrimination FAQ on in the Employment Law at Work area of our website.
Religious discrimination legislation

Discrimination on the grounds of religion and belief became unlawful in employment and vocational training on 2 December 2003 when the Employment Equality (Religion or Belief) Regulations 2003 (SI 2003/1660) came into force, implementing the EU Equal Treatment Framework Directive (2000/78/EC). Legislation already existed in Northern Ireland under the Fair Employment and Treatment Order 1998, and the Fair Employment Acts 1976 and 1989. Religion or belief was originally defined as meaning ‘any religion, religious belief or similar philosophical belief’, but the requirement for the philiospohical belief to be ‘similar’ to a religious belief is removed by the Equality Act 2006 so any religious or philosophical belief and a lack of such a belief will be covered. It will be for tribunals to decide what actually constitutes a ‘belief’. Obviously all the major religions are covered.
The principal legislation governing discrimination on the grounds of religion or belief in the UK is: www.51lunwen.org

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