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Workplace Discrimination Solicitors

Treated differently because of who you are. That is not a workplace issue — it is an Equality Act claim.

Discrimination because of age, disability, sex, race, pregnancy, religion or sexual orientation is unlawful from your first day of employment. Compensation is uncapped. A specialist solicitor will assess your position for free — no win, no fee available for strong claims.

No qualifying period — day-one rights Uncapped compensation No win, no fee available 3-month deadline — act now

Your Rights Under the Equality Act 2010

Discrimination is unlawful in four forms — all of them actionable.

The Equality Act 2010 protects nine characteristics. If your employer treated you less favourably, applied a disadvantaging policy, subjected you to unwanted conduct, or punished you for raising a complaint, you may have a claim.

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Direct discrimination

Treating you worse than a real or hypothetical comparator because of a protected characteristic. Examples: passed over for promotion because of your age, dismissed after announcing a pregnancy, refused a role because of your race. The employer's motive is irrelevant — the less favourable treatment is what matters.

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Indirect discrimination

A policy or practice that applies to everyone but puts people with your characteristic at a particular disadvantage. Examples: a requirement to work shifts that disproportionately disadvantages women with childcare responsibilities, or a dress code that disadvantages those of a particular religion. The employer must justify it as a proportionate means of achieving a legitimate aim — or it is unlawful.

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Harassment

Unwanted conduct related to a protected characteristic that has the purpose or effect of violating your dignity or creating an intimidating, hostile, degrading or humiliating environment. This covers jokes, comments, physical conduct and unwanted behaviour — including where it comes from a colleague, not just a manager.

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Victimisation

Treating you badly because you raised a discrimination complaint, supported someone else's complaint, or did anything else connected with Equality Act proceedings. Victimisation is unlawful even if the original discrimination complaint turns out to be unfounded — provided it was made in good faith.

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Nine protected characteristics

Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Protection applies to current employees, job applicants, contractors, and in some cases former employees. There is no length-of-service requirement for any discrimination claim.

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Uncapped compensation

Unlike unfair dismissal — where compensation is capped at £115,115 — discrimination awards have no ceiling. Compensation includes financial losses, injury to feelings (from £1,200 to over £45,000 depending on severity), and in some cases aggravated damages where the employer's conduct was particularly high-handed.

How It Works

You do not have to leave your job to bring a claim.

Discrimination claims must reach ACAS within 3 months less one day of the act complained of — or the last act in a continuing series. The sooner you get advice, the more options you have. Describe your situation and a specialist will assess your claim.

Submit Your Request
1

Describe what happened

Tell us the protected characteristic involved, what was said or done, and how it has affected you at work.

2

Solicitor assesses your claim

A discrimination specialist reviews the facts, identifies the type of claim, and advises on strength and likely value.

3

Free consultation call

You receive clear advice on whether to raise a grievance, bring a tribunal claim, or negotiate — with no obligation to proceed.

Free Consultation — No Obligation

Discrimination compensation has no upper limit.

The 3-month clock runs from the date of the discriminatory act. Find out now whether you have a claim and what it could realistically be worth.

Assess My Discrimination Claim

Common Questions

Workplace discrimination — what people ask us.

Do I have to prove the discrimination was intentional?

No. Intent is not required. What matters is the effect of the treatment — not why the employer acted as they did. An employer who genuinely did not realise their conduct was discriminatory can still be held liable. Once you establish facts from which discrimination could be inferred, the burden shifts to the employer to provide a non-discriminatory explanation. If they cannot, the tribunal will find in your favour.

Can I bring a discrimination claim while I am still employed?

Yes. You do not need to resign or be dismissed to bring a discrimination claim. Many claimants continue working while proceedings are ongoing — either because they want the discrimination to stop, or because they need the income. In some cases, raising a formal grievance first is advisable before issuing tribunal proceedings, but it is not always required. A solicitor will advise on the best approach for your situation.

The discrimination happened over a long period. Does the 3-month rule still apply?

Where there is a continuing course of discriminatory conduct — a series of related acts rather than isolated incidents — the 3-month time limit runs from the last act in the series, not the first. A tribunal has discretion to extend time where it is just and equitable to do so, which is a more flexible test than the unfair dismissal "not reasonably practicable" standard. If you are outside the primary limitation period, you should still get advice — it may not be too late.

My employer says the treatment was justified. What does that mean?

For indirect discrimination, an employer can defend a claim by showing the provision, criterion or practice was a proportionate means of achieving a legitimate aim. This is a genuine legal defence — but it requires the employer to demonstrate both that the aim was legitimate and that the particular measure was necessary and proportionate. A solicitor will assess whether the justification argument is likely to succeed on the facts of your case.

Can I claim for how the discrimination made me feel — not just financial loss?

Yes. Injury to feelings is a separate head of compensation in discrimination claims. Awards are grouped into three Vento bands: lower (£1,200–£11,700) for less serious but genuine cases, middle (£11,700–£35,200) for serious cases, and upper (£35,200–£58,700) for the most severe — including where the conduct has had a significant impact on health. Psychiatric injury caused by discrimination can attract additional compensation beyond the Vento award.

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