Discrimination
Being treated worse because of who you are is unlawful — at work, at interview, and after you’ve left.
How we can help
- Identifying which protected characteristic is involved and how the law applies
- Advising on direct and indirect discrimination, harassment and victimisation
- Handling grievances where the issue can be resolved internally
- Gathering the evidence a tribunal will expect to see
- Bringing a claim for compensation, including for injury to feelings
- Advising on reasonable adjustments where disability is involved
What happens next
- Tell us what has been happening and over what period.
- We’ll advise on whether it meets the legal test and what evidence you’ll need.
- We agree an approach — grievance, negotiation, or a tribunal claim.
Fees for this work
Fixed fee for an initial assessment. Discrimination claims can sometimes be funded through legal expenses insurance or on a conditional fee basis.
Common questions
What is a protected characteristic?
Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Treatment has to be connected to one of these to be unlawful discrimination.
I don't have proof. Is it worth pursuing?
Often, yes. Discrimination is rarely admitted or written down, and the law recognises that. If you can show facts from which discrimination could be inferred, the burden shifts to your employer to prove there was a non-discriminatory reason.
What is compensation for injury to feelings?
An award for the distress caused, separate from any financial loss. Tribunals work within established bands depending on how serious and sustained the treatment was.
Does the time limit still apply?
Yes — three months less one day, though where discrimination is ongoing the clock may run from the last incident. Do not assume you have longer because the behaviour has continued.
Tell us what's happened
Confidential, reviewed by a solicitor, answered within one working day.