Workplace Discrimination
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Call 0208 826 1200 Make an EnquiryExpert Workplace Discrimination Services & Advice
Workplace discrimination can take many forms, including bias based on protected characteristics including but no limited to; age, gender, race, disability, religion. These issues often involve complex interactions between employment contracts, statutory protections, and organisational policies, requiring nuanced legal analysis and strategic handling.
We provide expert guidance to employees and employers, ensuring that claims and disputes are approached with precision, legal insight, and a clear understanding of the potential risks and remedies.
Whether negotiating settlements, navigating internal procedures, or pursuing litigation, our approach is methodical, evidence-driven, and focused on achieving enforceable outcomes.
Workplace Discrimination Services
We advise on all aspects of workplace discrimination, including:
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Claims of unfair treatment, harassment, or victimisation
Claims of unfair treatment, harassment, or victimisation
We help identify and challenge discriminatory conduct. We build robust cases to prove unlawful treatment under the Equality Act 2010.
- Advising on direct and indirect discrimination claims
- Handling cases of harassment and hostile environments
- Challenging victimisation after raising a grievance
- Pursuing constructive dismissal arising from discrimination
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Compliance with statutory and contractual obligations
Compliance with statutory and contractual obligations
Employers must proactively prevent discrimination. We advise on policies and practices that ensure compliance with equality law.
- Auditing employment contracts and handbooks
- Advising on reasonable adjustments for disabled staff
- Ensuring equal pay compliance
- Drafting Equality, Diversity, and Inclusion policies
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Internal grievance procedures and alternative dispute resolution
Internal grievance procedures and alternative dispute resolution
Resolving issues internally is often the preferred route. We guide parties through grievance processes to find a resolution.
- Drafting comprehensive grievance letters
- Advising on the conduct of grievance hearings
- Facilitating mediation between employees
- Negotiating settlement agreements to end disputes
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Litigation and tribunal representation
Litigation and tribunal representation
When internal resolution fails, we provide skilled advocacy. We represent clients in Employment Tribunal proceedings.
- Drafting ET1 claims and ET3 responses
- Preparing schedules of loss and evidence bundles
- Representing clients at Preliminary and Final Hearings
- Advising on potential compensation awards
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Strategic advice to mitigate risk and prevent future disputes
Strategic advice to mitigate risk and prevent future disputes
We help organisations build inclusive cultures that minimise legal risk. Our advice focuses on prevention and best practice.
- Delivering training on anti-discrimination law
- Advising on fair recruitment and promotion processes
- Managing risk during restructuring and redundancy
- Handling complex employee relations issues
Claims of unfair treatment, harassment, or victimisation
We help identify and challenge discriminatory conduct. We build robust cases to prove unlawful treatment under the Equality Act 2010.
- Advising on direct and indirect discrimination claims
- Handling cases of harassment and hostile environments
- Challenging victimisation after raising a grievance
- Pursuing constructive dismissal arising from discrimination
Compliance with statutory and contractual obligations
Employers must proactively prevent discrimination. We advise on policies and practices that ensure compliance with equality law.
- Auditing employment contracts and handbooks
- Advising on reasonable adjustments for disabled staff
- Ensuring equal pay compliance
- Drafting Equality, Diversity, and Inclusion policies
Internal grievance procedures and alternative dispute resolution
Resolving issues internally is often the preferred route. We guide parties through grievance processes to find a resolution.
- Drafting comprehensive grievance letters
- Advising on the conduct of grievance hearings
- Facilitating mediation between employees
- Negotiating settlement agreements to end disputes
Litigation and tribunal representation
When internal resolution fails, we provide skilled advocacy. We represent clients in Employment Tribunal proceedings.
- Drafting ET1 claims and ET3 responses
- Preparing schedules of loss and evidence bundles
- Representing clients at Preliminary and Final Hearings
- Advising on potential compensation awards
Strategic advice to mitigate risk and prevent future disputes
We help organisations build inclusive cultures that minimise legal risk. Our advice focuses on prevention and best practice.
- Delivering training on anti-discrimination law
- Advising on fair recruitment and promotion processes
- Managing risk during restructuring and redundancy
- Handling complex employee relations issues
Workplace Discrimination FAQs
Here are answers to some common questions about our legal services for Workplace Discrimination.
What are the 'Protected Characteristics'?
Under the Equality Act 2010, it is illegal to discriminate based on age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, or sexual orientation.
What is 'Indirect Discrimination'?
This occurs when a workplace policy applies to everyone but disadvantages a group sharing a protected characteristic (e.g., a requirement to work full-time might disadvantage women with childcare responsibilities), and the employer cannot justify it as necessary.
Does my employer have to make adjustments for my disability?
Yes. Employers have a legal duty to make "reasonable adjustments" to ensure disabled employees are not at a substantial disadvantage. This could mean altering hours, providing equipment, or changing duties.
Is there a time limit for bringing a discrimination claim?
Yes, strict limits apply. You generally have 3 months less one day from the discriminatory act to start the ACAS Early Conciliation process. Missing this deadline can bar your claim, so urgent advice is essential.
How is compensation calculated for discrimination?
Compensation includes financial loss (e.g., lost wages) and an award for "injury to feelings." The injury to feelings award is based on the "Vento bands," ranging from roughly £1,100 for minor cases to over £56,000 for the most serious cases.
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