Managing premises If a business is managing premises as part of what they do, whether those are residential or commercial premises, they must not unlawfully discriminate against, harass or victimise you as someone who occupies the property: in the way they allow you to use a benefit or facility associated with the property by evicting you, or by otherwise treating you unfavourably. For example: A property management company manages and controls a residential block of flats on behalf of the landlord-owner. The block has a basement swimming pool and a communal garden for use by the tenants. A disabled tenant with a severe disfigurement is told by the company that they can only use the swimming pool at restricted times because other tenants feel uncomfortable in their presence. This would almost certainly be direct discrimination because of disability and/or discrimination arising from disability. A property management company refuses to allow a lesbian tenant to use facilities which are available to other tenants, or deliberately neglects to inform her about facilities which are available for the use of other tenants, because she had previously made a claim of discrimination against the manager. This would almost certainly be victimisation. A property management company responds to requests for maintenance issues more slowly or less favourably for one tenant than similar requests from other tenants, because the tenant has a learning disability. This would almost certainly be direct discrimination because of disability in the management of premises. A business managing premises may in some circumstances be required to make reasonable adjustments to the premises they manage or the way they manage them to remove barriers for disabled people. You can read more about making reasonable adjustments in . Gyms, health clubs and sporting activities Equality law applies to any business that provides goods, facilities or services to members of the public.
Managing premises If a business is managing premises as part of what they do, whether those are residential or commercial premises, they must not unlawfully discriminate against, harass or victimise you as someone who occupies the property: in the way they allow you to use a benefit or facility associated with the property by evicting you, or by otherwise treating you unfavourably. For example: A property management company manages and controls a residential block of flats on behalf of the landlord-owner. The block has a basement swimming pool and a communal garden for use by the tenants. A disabled tenant with a severe disfigurement is told by the company that they can only use the swimming pool at restricted times because other tenants feel uncomfortable in their presence. This would almost certainly be direct discrimination because of disability and/or discrimination arising from disability. A property management company refuses to allow a lesbian tenant to use facilities which are available to other tenants, or deliberately neglects to inform her about facilities which are available for the use of other tenants, because she had previously made a claim of discrimination against the manager. This would almost certainly be victimisation. A property management company responds to requests for maintenance issues more slowly or less favourably for one tenant than similar requests from other tenants, because the tenant has a learning disability. This would almost certainly be direct discrimination because of disability in the management of premises. A business managing premises may in some circumstances be required to make reasonable adjustments to the premises they manage or the way they manage them to remove barriers for disabled people. You can read more about making reasonable adjustments in . Gyms, health clubs and sporting activities Equality law applies to any business that provides goods, facilities or services to members of the public.
equalityguidance-businesses-2015-final.docx