Partners in a firm and members of a limited liability partnership (LLP) are usually not employees, but in Great Britain the Equality Act 2010 still protects them. Professional firms increasingly use software in the decisions that matter to partners: who is put forward for partnership, how performance is scored, who gets which clients or roles, and who is asked to leave. This page explains sections 44 to 46 and how they apply when AI tools are part of those decisions.
The short answer: a firm or LLP must not discriminate against, harass or victimise candidates for partnership or membership, or existing partners and members, including in the terms of their position, access to opportunities and benefits, expulsion or any other detriment. A duty to make reasonable adjustments applies (s44; s45).
Who is covered
- Firms: "partnership" and "firm" have the same meaning as in the Partnership Act 1890, and a "proposed firm" means persons proposing to form themselves into a partnership (s46(2) and (3)). For a limited partnership, "partner" means a general partner (s44(8)).
- LLPs: a limited liability partnership within the Limited Liability Partnerships Act 2000, and a proposed LLP (s46(4) and (5)).
Candidates for partnership or membership
A firm, LLP or proposed firm or LLP must not discriminate against or victimise a person (s44(1) and (5); s45(1) and (5)):
- in the arrangements it makes for deciding to whom to offer a position as a partner or member;
- as to the terms on which it offers the position;
- by not offering the position.
It must not harass a person who has applied for the position (s44(3) and (4); s45(3) and (4)).
Existing partners and members
A firm or LLP must not discriminate against or victimise a partner or member (s44(2) and (6); s45(2) and (6)):
- as to the terms on which they are a partner or member;
- in the way it affords access, or by not affording access, to opportunities for promotion, transfer or training or for receiving any other benefit, facility or service;
- by expelling them;
- by subjecting them to any other detriment.
Expelling includes the end of a position by the expiry of a period, a partner or member leaving because the conduct of the others entitles them to go without notice, and, for a firm, dissolution of the partnership. The expiry and dissolution cases do not count if the position is renewed on the same terms immediately afterwards (s46(6) and (7)).
Where AI tools come in
- Partner selection: a tool that scores candidates for partnership, for example on billing, utilisation or client feedback, is part of the arrangements for deciding to whom to offer the position.
- Performance and pay: where a partner's or member's share or rewards are set using automated scores, the scores feed into the terms on which they are a partner or member.
- Work and client allocation: software that decides who is offered key clients, roles or training affects access to opportunities and benefits.
- Exits: a model that flags partners or members for removal, or not renewing a fixed-term position, can lead to expulsion within section 46.
Whether a metric such as billing or hours puts people who share a protected characteristic at a particular disadvantage is the question the indirect discrimination test asks. The tests for direct and indirect discrimination are explained on AI and the Equality Act, and disability on AI and disabled workers.
Practical steps
- Firms and LLPs: list each decision on admission, terms, allocation and exit that uses software, test outcomes by protected characteristic where you lawfully hold the data, keep a person able to explain and change each decision, and offer a route for adjustments.
- Partners, members and candidates: ask which metrics and tools were used in a decision about you, keep records, and ask for adjustments where a disability affects the metrics.
For pupils and tenants in barristers' chambers, see barristers and pupillage. For paid personal and public appointments, see office-holders. This page covers Great Britain and is general information on the law as at 2 November 2026, not legal advice.
Questions and answers
Are partners and LLP members protected by the Equality Act?
Yes. Sections 44 and 45 protect candidates for partnership or LLP membership and existing partners and members against discrimination, harassment and victimisation by the firm or LLP.
What decisions are covered?
Arrangements for deciding to whom to offer a position, the terms offered, not offering it, the terms on which someone is a partner or member, access to opportunities for promotion, transfer, training or other benefits, expulsion and any other detriment.
Does the end of a fixed-term partnership or membership count as expulsion?
Under section 46(6), expelling includes termination by the expiry of a period, unless the position is renewed on the same terms immediately afterwards (section 46(7)).
Must a firm or LLP make reasonable adjustments?
Yes. Sections 44(7) and 45(7) apply a duty to make reasonable adjustments to firms, proposed firms, LLPs and proposed LLPs.