The Law On Gender Equality And Prohibition Of Discrimination (Equality And Anti-Discrimination Law)

Original Language Title: Lov om likestilling og forbud mot diskriminering (likestillings- og diskrimineringsloven)

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The law on gender equality and prohibition of discrimination (equality and anti-discrimination law) date 2017-06-16-51 the law Ministry children and equality last edited Published entry into force 01.01.2018 change the law-1992-09-25-107, law-1997-05-23-31, Law-1998-07-17-56, law-1999-03-26-17, law-2003-06-06-38, law-2003-06-06-39, law-2005-06-17-62, law-2013-06-21-102, law-2013-06-21-58, law-2013-06-21-59, law-2013-06-21-60, law-2013-06-21-61 Announced 16.06.2017 short title the equality and anti-discrimination law Chapter overview: Chapter 1 Introductory provisions (sections 1-5) Chapter 2 forbidden to discriminate against (§ § 6-16) Chapter 3 universal design and individual arrangement (§ § 17-23) Chapter 4 Active equality work (sections 24-28) Chapter 5 special rules in working conditions (§ § 29-34) Chapter 6 Enforcement, burden of proof and reactions (§ § 35-40) Chapter 7 Concluding provisions (§ § 41-44) Chapter 1 Preliminary provisions § 1. Purpose The purpose is to promote equality and prevent discrimination on the grounds of sex, pregnancy, maternity leave by birth or adoption, care tasks, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity, gender expression, age, and other essential aspects of a person.
With equality meant equality, equal opportunities and equal rights. Equality assumes availability and provisioning.
The law is especially aimed at improving women's and minorities ' position. The law is intended to help build down samfunnsskapte disabling barriers, and prevent new is created.
Will take effect 1 jan 2018.

§ 2. Factual scope of law applies to all social sites.
The law does not apply by reason of discrimination on age in conditions that are regulated by the Working Environment Act Chapter 13 and ship the work law Chapter 10.
The Ministry may give the regulation on the application of broadcast workers after working environment Act § 1-7 the first paragraph.
Will take effect 1 jan 2018.

§ 3. Geographical scope of the law applicable in the entire Kingdom, including on Svalbard and Jan Mayen. The law also applies to fixed and removable installations in operations on the Norwegian continental shelf, and on the Norwegian ships and Norwegian aircraft, no matter where they are located.
Chapter 3 about universal design and individual facilitation, and sections 24, 25 and 26 on active equality work as to functional impairment, does not apply on Svalbard and Jan Mayen Islands, installations in operations on the Norwegian continental shelf, the Norwegian ships in foreign trade and on the Norwegian aircraft. The King can give the regulation on the application of the aforementioned provisions in these areas.
Will take effect 1 jan 2018.

§ 4. Invariable unit the provisions of this law, and regulations given in pursuance of the law, may not be waived by agreement.
Will take effect 1 jan 2018.

§ 5. UN race discrimination Convention the United Nations International Convention 21. December 1965 on the Elimination of all forms of racial discrimination applies as Norwegian law.
Will take effect 1 jan 2018.

Chapter 2 forbidden to discriminate against section 6. The prohibition of Discrimination because of the discriminate on gender, pregnancy, maternity leave by birth or adoption, care tasks, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity, gender expression, age, or combinations of these foundations is prohibited. With the ethnicity include national origin, descent, skin colour and language.
The ban includes discrimination because of existing, supposed, former or future conditions as mentioned in the first paragraph.
The ban also applies if a person is discriminated against because of their association with another person, and discrimination going on because of the conditions as mentioned in the first paragraph.
With discrimination means the direct or indirect differential treatment under section section 7 and 8 that are not valid under section section 9, 10 or 11.
Will take effect 1 jan 2018.

section 7. Direct discrimination direct discrimination means that a person is treated worse than the other is being, has been or would be treated in a similar situation, because of the conditions as mentioned in section 6, first paragraph.
Will take effect 1 jan 2018.

section 8. Indirect differential treatment with indirect discrimination refers to any seemingly neutral provision, condition, practice, act or omission that will ask people poorer than others, because of the conditions as mentioned in section 6, first paragraph.
Will take effect 1 jan 2018.

§ 9. Legal discrimination discrimination is not contrary to the prohibition in section 6 when the a) have a factual purpose b) is necessary to achieve the purpose, and c) are not disproportionate to the issue or those who treated differently.

In the working conditions and by choice and treatment of self-employed and hired workers are direct discrimination because of gender, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity and gender expression only allowed if this property has crucial importance for the conduct of the work or profession, and the terms of the first paragraph is met.
Age limits imposed by the law or regulations, and favorable rates because of their age, are not contrary to the prohibition in section 6.
Will take effect 1 jan 2018.

§ 10. Legal discrimination because of pregnancy, childbirth, breastfeeding and maternity leave by birth or adoption discrimination because of a) pregnancy, childbirth and breastfeeding, including the absence from the work environment Act § § 12-1, 12-2, 12-3 the first paragraph first sentence, 12-4 and 12-8, and b) leave reserved for each parent, cf. insurance law § 14-12 the first paragraph is only allowed where unequal treatment is necessary to protect the woman, the fetus or the child in connection with pregnancy, childbirth, or breastfeeding, or where there are other obvious reasons. The difference in treatment must not be disproportionate to the issue that is treated differently.
By unequal treatment due to a leave of absence by birth or adoption for periods not covered by the first paragraph, section 9 applies to the first paragraph.
By hiring and termination are discrimination because of pregnancy, childbirth, breastfeeding and maternity leave by birth or adoption never allowed. This also applies by extension of the temporary position.
Will take effect 1 jan 2018.

section 11. Access to positive action positive action for the sake of relationships as mentioned in section 6, the first paragraph is allowed if a) preferential treatment is suitable to promote the Act's purposes, b) there is a reasonable relationship between the purpose you want to achieve and how intrusive the special treatment is for the or those that come to the worse and c) special treatment ceases when its purpose is achieved.

Will take effect 1 jan 2018.

§ 12. Violation of the obligation of universal design or individual facilitating violations of sections 17 and 18 of universal design, and sections 20, 21, 22 and 23 about individual arrangement is considered to be discrimination.

Discrimination due to insufficient physical arrangement, are exhaustively regulated in sections 17 to 23 of the legal subjects and on the areas these provisions apply.
Will take effect 1 jan 2018.

section 13. Ban on to harass Harassment due to conditions as mentioned in section 6, first paragraph and sexual harassment, are prohibited.
With harassment refers to actions, omissions or statements whose purpose or effect to be offensive, intimidating, hostile, degrading or humiliating.
With sexual harassment is meant any form of unwanted sexual attention that has as its purpose or effect to be insulting, intimidating, hostile, degrading, humiliating or troublesome.
The ban includes harassment because of existing, supposed, former or future relationship as mentioned in section 6, first paragraph.
The ban also applies if a person is being harassed because of their association with another person, and the harassment happens because of conditions as mentioned in section 6, first paragraph.
Employers and management in organizations and educational institutions to be within its area of responsibility to prevent and prevent harassment and sexual harassment.
Will take effect 1 jan 2018.

section 14. The prohibition of return it is forbidden to retaliate against someone who has promoted the complaint about the violation of this Act, or who has expressed that the complaint can be promoted, unless he or she has acted grossly negligent.
The ban after the first paragraph also applies to witnesses in a complaint case, and to people who assist in a complaint case.
It is forbidden to retaliate against anyone who has failed to do what they have been instructed to the contrary to section 15.
Will take effect 1 jan 2018.

section 15. Ban on to instruct someone to discriminate, harass or retaliate it is forbidden to instruct someone to discriminate in violation of section 6, harass in violation of section 13, and retaliate in violation of section 14.
Will take effect 1 jan 2018.

section 16. Ban on to contribute to discriminate against, harass, retaliate or instruct it is forbidden to contribute to discriminate in violation of section 6, harass in violation of section 13, retaliate in violation of section 14, and instruct in violation of section 15.
Will take effect 1 jan 2018.

Chapter 3 universal design and individual adaption section 17. Universal design public and private businesses aimed at the general public has the duty of the universal design of the common features.
With universal design refers to design or arrangement of the hovedløsningen in the physical conditions, including information and communication technology (ICT) so that the business's general features can be used by as many as possible, regardless of functional impairment.
The obligation does not apply to the design or arrangement that involves a disproportionate burden for business. By the assessment should especially be added weight on a) effect of removing barriers for persons with functional impairment b) about your business's general features are of public art c) the costs of the Organization d) your business resources for security purposes, e) f) safety considerations.

The obligation under subsection is considered as fulfilled if the business meets the requirements for universal design in law or regulation.
The King can give the regulation on the content of the duty of universal design in areas that are not covered by the requirements in the other act or regulation.
Will take effect 1 jan 2018.

§ 18. Especially about universal design of ICT Solutions for ICT that underpins the business's general features, and which is aimed at hovedløsninger or provided to the public, should be universally designed from the time that is set out in section 41.
With ICT refers to technology and systems of technology that is used to express, create, conversion, Exchange, store, multiply and publish information, or which otherwise makes information usable.
The obligation does not apply to the ICT solutions where the design is governed by any other act or regulation.
The King can give the regulations with provisions on closer delineation of the scope and content of the obligation of universal design of ICT solutions.
Will take effect 1 jan 2018.

§ 19. The duty to work actively to promote universal design public corporations should work actively and purposefully to promote universal design within the business. The same is true for private businesses aimed at the general public.
Will take effect 1 jan 2018.

section 20. The right to the individual arrangement of the municipal services children with functional impairment is entitled to suitable individual arrangement of municipal day care offers, to ensure equal development and activity possibilities.
Persons with functional impairment is entitled to suitable individual arrangement of the municipal service offerings after the health and Human Services service law of permanent nature of the individual, in order to ensure an equal offer.
Right after the first and second paragraph shall apply the facilitation that does not involve a disproportionate burden. In this assessment it should especially be added weight on a) tilretteleggingens effect to remove barriers for persons with functional impairment b) the costs of the Organization c) your business resources.

Will take effect 1 jan 2018.

§ 21. The right to the individual facilitating pupils and students Students and students with functional impairment at the school and educational institutions have the right to suitable individual arrangement of the institution, teaching, teaching materials and examinations, to ensure equal training and educational opportunities.
The Court comes to the facilitation that does not involve a disproportionate burden. In this assessment it should especially be added weight on a) tilretteleggingens effect to remove barriers for persons with functional impairment b) the costs of the Organization c) your business resources.

Will take effect 1 jan 2018.

§ 22. The right to the individual facilitating job-seekers and workers Workers and job seekers with functional impairment is entitled to suitable individual arrangement of the employment process, workplace and work activities, to ensure that they can get or keep work, have access to training and other skills development as well as perform and have the opportunity to progress in the work, on an equal footing with others.
The Court comes to the facilitation that does not involve a disproportionate burden. In this assessment it should especially be added weight on a) tilretteleggingens effect to remove barriers for persons with functional impairment b) the costs of the Organization c) your business resources.

Will take effect 1 jan 2018.

§ 23. The right to individual arrangement for pregnant women job seekers, workers, students and pupils and students students pregnant women have the right to suitable individual arrangement of the institution, teaching and examination. Pregnant workers and job-seekers have the right to suitable individual arrangement of the employment process, work space and work tasks.
The Court comes to the facilitation that does not involve a disproportionate burden. In this assessment it should especially be added weight on a)

tilretteleggingens effect to remove the barriers to women's participation in education and work, the costs of the Organization b) c) your business resources.

Will take effect 1 jan 2018.

Chapter 4 Active equality work section 24. Public authorities ' duty to work for equal opportunities public authorities to work actively, targeted and systematic in order to fulfill the Act's purposes.
Will take effect 1 jan 2018.

§ 25. Work life's duty to the organizational work for equality employment organizations shall, within its scope, work actively, targeted and systematic in order to promote equality and prevent discrimination on the grounds of sex, pregnancy, maternity leave by birth and adoption, care tasks, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity and gender expression.
Will take effect 1 jan 2018.

§ 26. The employer's obligation to work for equality all employers should, within their business, work actively, targeted and systematic in order to promote equality and prevent discrimination on the grounds of sex, pregnancy, maternity leave by birth and adoption, care tasks, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity and gender expression. The work will include, recruiting, pay and working conditions, promotion, development opportunities, facilitating, the ability to combine work and family life and the prevention of harassment.
In all public businesses, regardless of size, and in private businesses that regularly employs more than 50 employees, the employer within their business a) inspect for the risk of discrimination or other obstacles for equality, b) analyze the causes of identified risks, c) take action that is likely to counteract discrimination, and contribute to increased gender equality and diversity in the business and d) consider the results of the work by letter a through c.

Work as mentioned in the second paragraph shall be made on an ongoing basis and in cooperation with the employees ' representatives.
Will take effect 1 jan 2018.

§ 27. Content in educational materials and teaching in kindergartens, schools and other educational institutions that provide training with the basis in law, teaching aids and teaching building on the purpose of the law here.
Will take effect 1 jan 2018.

section 28. Gender balance in public selection, etc. When a public body shall appoint or select the selection, control, Council, committees, delegations, etc.., to both genders be represented in the following way: a) has the selection two or three members, both genders be represented.

b) has the Committee four or five members, each sex shall be represented with at least two.

c) has the Committee six to eight members, each sex shall be represented with at least three.

d) has nine members to the Committee, each sex be represented with at least four.

e) has the selection more members, to each sex be represented by at least 40 pst.

The first paragraph also apply to the appointment and election of the deputies.
The Ministry may grant an exemption from the requirement of gender balance, if it has not allowed himself to do to find a sufficient number of qualified members of both sexes.
The first paragraph does not apply to selection, etc. as by law only to have members from directly elected assemblies. For selection, etc. selected by the elected bodies in municipalities and county municipalities, the provisions of the local Government Act.
The King gives regulation for the enforcement and reporting. The King can also provide regulations with complementary rules after this paragraph.
Will take effect 1 jan 2018.

Chapter 5 special rules in working conditions section 29. Discrimination ban in working conditions etc. The prohibitions in Chapter 2 apply to all aspects of an employment relationship. This includes among other things a) announcement of position, b) employment, relocation and promotion, c) training and skills development, d) wage and working conditions, and e) termination.

The first paragraph also applies to-employers ' choice and treatment of self-employed and hired workers.
Will take effect 1 jan 2018.

section 30. Ban on the collection of information in employment processes employers must not in the hiring process, including during the interview or otherwise, collect information about an applicant's a) pregnancy, adoption or plans to have children b) religion or belief c) ethnicity d) function impairment e) sexual orientation, gender identity or gender expression.

The collection of information about ethnicity, religion, spirituality, function loss and relationship terms is still allowed if the information has crucial importance for the conduct of the work or profession.
The collection of information about the applicant's relationship form, religion or belief is allowed if the business has as purpose to promote specific beliefs or religious views, and employee's position will have an impact to carry out the purpose. If such information will be required, this must be stated in the announcement of the position.
Will take effect 1 jan 2018.

section 31. The employer's information duty to job seeker job seekers who believe themselves slighted in violation of this law, may require that the employer written provides information on it that was hired. The employer will educate people about the education, practice, and other clear konstaterbare qualifications.
Will take effect 1 jan 2018.

section 32. The employer's disclosure about pay workers who have suspect discrimination by the pay determination, may require that your employer in writing stating the wage level and the criteria for determining the salary for the worker compares himself with the person receiving the information about the salary pursuant to this provision, it is confidential and shall sign a confidentiality agreement. This does not apply to information that is public after offentleglova.
An employer who dispenses the pay information about a worker under this section, shall at the same time inform the employee about what information is disclosed and to whom.
Will take effect 1 jan 2018.

section 33. Rights by parental leave workers who are or have been in the parental leave after working environment Act § 12-5, has the right to a) return to the same, or equivalent, position, b) enjoy the improvements of the working conditions that the employee would otherwise be entitled to under the absence and c) promote wage demands and be considered in collective bargaining in the same way as the other workers in the enterprise.

The first paragraph does not apply to the determination or changes to the wage and working conditions which is a result of other conditions than parental leave.
Paragraph here also applies at other leaves of absence relating to pregnancy and birth after working environment Act § § 12-2 to 12-8.
Will take effect 1 jan 2018.

section 34. Equal pay for work of equal value women and men in the same business should have equal pay for the same work or work of equal value. The salary to be determined in the same way, without regard to gender.

Right after the first paragraph applies regardless of whether the works belong to different subjects, or the salary is regulated in various collective agreements.
If the work is of equal value, will be determined after an overall assessment in which the emphasis is on the skills that are needed to perform the work, and other relevant factors, such as effort, responsibility and working conditions.
With salary refers to the everyday the consideration and any other addition, benefits, and other benefits provided by the employer.
Will take effect 1 jan 2018.

Chapter 6 enforcement, burden of proof and reactions section 35. Discrimination the Committee's authority to enforce the law Anti-discrimination Committee's authority to enforce the law follows from the anti-discrimination Commissioner Act.
Will take effect 1 jan 2018.

section 36. The enforcement of the rules on the universal design of ICT Directorate for public management and eGovernment (Difi) to oversee that the requirements of section 18, cf. section 41 of the universal design of ICT, is met.
DiFi can issue an order of correction to a business that does not meet the obligation of universal design under section 18 first paragraph and regulations given in pursuance of § 18 fourth paragraph, and may take decisions regarding coercive to ensure the execution of the order if the deadline to comply with the order is I have missed. The rules of the anti-discrimination Commissioner Act section 13 first to the third paragraph applies accordingly.
DiFi may require the information that is necessary to carry out their duties according to the law, and require access to the ICT solutions as mentioned in section 18. The same applies to the complaint authority for a complaint over the decision after the second paragraph.
Lawsuits about the validity of the decision hit by Difi or of the appeal authority must be brought within three months after the notification of the decision is received. The decision cannot be brought before the courts without the opportunity to complain is utilized and the complaint is settled. Lawsuits will be still in any case could be brought when it's been six months from the appeal was first put forward, and it is not due to neglect from the best of the complainant page that complaint authority's decision No.
The Ministry may by regulation establish further rules on sentence of coercive, and how decisions regarding coercive will be implemented.
Will take effect 1 jan 2018.

section 37. Burden of proof the discrimination shall be deemed to have occurred if there are circumstances which give reason to believe that discrimination has occurred, and the person responsible does not sannsynliggjør that discrimination still has not happened.
This applies to alleged violation of a) the provisions of Chapter 2, with the exception of section 13 sixth paragraph, b) policies of universal design in sections 17 and 18, c) the rules on individual arrangement in sections 20 to 23 and d) sections 29, 30, 33 and 34.

Will take effect 1 jan 2018.

section 38. Redress and compensation The that has been processed in violation of a) the provisions of Chapter 2, with the exception of section 13 sixth paragraph b) policies of individual arrangement in sections 20 to 23 c) sections 29, 30, 33 and 34 can claim reparation and compensation.
In the working conditions and by the employer's choice and treatment of self-employed and hired workers, the employer's responsibility, regardless of whether the employer can be blamed. On other community areas comes to charge if the person responsible can be blamed.
The compensation should cover the economic loss as a result of the illegal treatment. Redress for non-economic damage is determined to what is reasonable, much depends from the nature and scope, the parties ' relationship and the circumstances by the way.
Will take effect 1 jan 2018.

§ 39. Punishment for gross violation of the anti-discrimination ban which is committed by several in the community in the community with at least two other people grossly contravenes the ban on to a) discriminate because of ethnicity, religion or spirituality in section 6, b) harass because of ethnicity, religion or spirituality in section 13, c) repay because of ethnicity, religion or spirituality in section 14 or d) instruct to discriminate because of ethnicity religion or belief, in section 15, is punishable by fines or imprisonment up to three years. The previously imposed punishment for violation of this provision, may be punished even if the infringement is not rough.
By the assessment of whether a violation is rough, it should especially be added weight on the degree of fault, the infringement expelled about is racist motivated, whether it has the character of harassment, whether it involves a body infringement or serious violation of someone's mental integrity, whether it is suitable to create fear and whether it is committed against a person who is under 18 years of age.
Before the prosecution taken out for reasons mentioned in the first paragraph, it should be considered whether it would be sufficient with civil penalties.
The rules on the burden of proof in section 37 the first paragraph does not apply to the application of this provision by.
Will take effect 1 jan 2018.

section 40. Organizational access to act as proxy in cases that are processed by the Anti-discrimination Tribunal, an organization that fully or partially have to purpose to work against discrimination, is used as proxy.
In the cases for the courts, a person appointed by and with affiliation with an organization that fully or partially have to purpose to work against discrimination, is used as the legal representative. This does not apply to the Supreme Court.
The Court may refuse to accept a process authority if, after the Court's discretion is a danger of that process the clerk do not have sufficient qualifications to ensure the party's interests in a satisfactory way.
A legal representative shall, in addition to the power of attorney as stated in the dispute Act 3-4, at the same time present a written briefing from the organization about their qualifications.
Will take effect 1 jan 2018.

Chapter 7 Final provisions § 41. Transitional Duty under section 18 subsection occurs 12 months after the regulation on the content of the obligation under section 18 the fourth paragraph are applied, or twelve months after the regulations are applied to new duty subjects. Existing ICT solutions to be universally designed from the 1. January 2021.
DiFi can give a dispensation from the time limits if there is especially weighty reasons.
Will take effect 1 jan 2018.

§ 42. Entry into force the law comes from the tid1 King decides. From the same time repealed law 21. June 2013 No. 58 on the prohibition of discrimination due to sexual orientation, gender identity and gender expression, law 21. June 2013 No. 59 of equality between the sexes, law 21. June 2013 No. 60 on the prohibition of discrimination on the grounds of ethnicity, religion and spirituality and law 21. June 2013 No. 61 on the prohibition of discrimination because of a disability.

section 43. Continuation of regulations Regulations given in pursuance of law 9. June 1978 No. 45 about the equality of the sexes and in pursuance of law 20. June 2008 No. 42 on the prohibition of discrimination because of a disability also applies after this law has come into force.
Will take effect 1 jan 2018.

§ 44. Changes in other laws from the time the Act comes into force, the following changes in other laws: 1. Act 25. September 1992 No. about 107 municipalities and county municipalities: § 48 No. 5 the third and fourth period is ending. 

2. Law 23. May 1997 Nr. 31 if the owner sections § 3 a should read: section 3 a. ban on discrimination in the by-laws may not be set criteria to be co-owner that take into account gender, pregnancy, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity, gender expression, or age. Such circumstances can not be considered as just cause to deny approval of a co-owner or use of the property or is given weight by the use of any right of first refusal. By discrimination applies to equality and anti-discrimination law. 
3. Law 17. July 1998 No. 56 about financial statements: § 3-3 6th and 7th paragraph. 
section 3-3a tenth and eleventh part is released. 
4. Law 26. March 1999 Nr. 17 about rent deals section 1-8 to read as follows: section 1-8. Prohibition of discrimination By the rental of accommodation, it can not be taken into consideration to gender, pregnancy, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity, gender expression, or age. Such circumstances can not be considered as just cause to deny admission in the household, sublet, person change or is given weight by the termination of the lease. By discrimination applies to equality and anti-discrimination law. 
5. Law 6. June 2003 No. 38 about bustadbyggjelag § 1-4 shall read: section 1-4. Had decreed against discrimination of the Statute may not setjast criteria to vere andelseigar as tek omsyn to gender, pregnancy, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity, gender expression, or age. Such omstende cannot reknast that sakleg reason to refuse approval of a andelseigar or have weight when allocating bu suburbs. By equality and discrimination, debt anti-discrimination law. 
6. Law 6. June 2003 No. 39 about burettslag § 1-5 should read: section 1-5. Had decreed against discrimination of the Statute may not setjast criteria to vere andelseigar as tek omsyn to gender, pregnancy, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity, gender expression, or age. Such omstende cannot reknast that sakleg reason to refuse approval of a andelseigar or user or have weight by the use of right of first refusal. By equality and discrimination, debt anti-discrimination law. 
7. Law 17. June 2005 Nr. 62 for a work environment, working time and employment section 13-1 fourth paragraph should read: (4) by discrimination because of gender, pregnancy, maternity leave in connection with childbirth and adoption, care tasks, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity or gender expression applies to the equality and anti-discrimination law. 
§ 13-4, third paragraph, to read: (3) the employer may not collect information as specified in the equality and anti-discrimination law § 30. 
8. Law 21. June 2013 No. 102 of employment etc. for workers on the ship 10-1 to § fourth paragraph read: (4) by discrimination because of gender, pregnancy, maternity leave in connection with childbirth and adoption, care tasks, ethnicity, religion, spirituality, functional impairment, sexual orientation, gender identity or gender expression applies to the equality and anti-discrimination law. 
§ 10-4, third paragraph, to read: (3) the employer may not collect information as specified in the equality and anti-discrimination law § 30.

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