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The Civil Partnership Act came into force on 5th December 2005, allowing same-sex couples to become “registered Civil Partners” from 21st December 2005 onwards. As a result, the couple gain legal recognition for their relationship and will be protected by a package of rights.
Wards Solicitors point out that, at the same time, the Government extended the Employment Equality (Sexual Orientation) Regulations 2003 to include a number of legal obligations for employers concerning civil partners who are in their employ. These include:
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Ensuring that benefits provided for spouses of employees (such as health insurance and time off for marriage) are made available to civil partners.
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Amending employment documentation to include references to civil partner and partnerships, where there are references to spouse and marriage.
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Enabling civil partners to use a change of name in the workplace if they wish.
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Checking that the rules of any contracted-out company occupational pension scheme accord with civil partnership requirements, namely that survivor benefits are offered to civil partners on the same basis as widowers.
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Ensuring that their employees know about these changes and how to claim the benefits available to them or their civil partner.
Bridget Juckes, Head of Business Services at Wards Solicitors, comments: “The Government expects between 11,000 and 22,000 people to have entered into a civil partnership by 2010. Employers need to be aware of the implications in order to avoid any potential future claims of sexual discrimination.”
Wards Solicitors offer specialist legal advice (we are listed on Stonewall’s website) for same sex couples covering tax planning, Will-making, partnership agreements and relationship breakdown issues. In addition, we advise employers on their legal obligations in relation to civil partnership.
