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Employment discrimination solicitors on your side
Discrimination at work can leave you anxious about your health, income and future. You may want the treatment to stop, adjustments that allow you to do your job, or a fair agreement that lets you move on. We listen to what has happened and help you decide what to do next.
Frederick Solicitors advises employees across England and Wales. Our workplace discrimination solicitors assess your evidence, explain your options and negotiate with your employer where appropriate. If a settlement cannot be reached, we can advise on an Employment Tribunal claim.
Clear advice. A practical plan. Someone to negotiate for you.
Disability discrimination · Race discrimination · Sex discrimination and harassment · Pregnancy and maternity · Common questions
How we help you challenge discrimination
- Understand your situation. We discuss what happened, what you want to achieve and any urgent deadlines.
- Assess your evidence and options. We explain the strengths, risks and possible routes, including a grievance, adjustments or negotiation.
- Put your position forward. We can help prepare your complaint and communicate with your employer on your behalf.
- Negotiate a fair resolution. Where appropriate, we seek compensation and practical terms that reflect your circumstances.
- Advise on proceedings. If agreement is not possible, we explain Acas early conciliation and your Employment Tribunal options.
We explain the scope of our work and fees before you instruct us. Our advice focuses on the result that matters to you, whether that means staying in your role with proper support or negotiating an agreed exit.
What counts as discrimination at work?
The Equality Act 2010 protects nine characteristics. These examples show the kinds of situations that may need legal advice; the facts and applicable legal test determine whether treatment is unlawful.
- Disability: refusing reasonable adjustments or penalising disability-related absence without proper consideration.
- Race: racist comments, unequal promotion decisions or treatment connected with nationality or ethnic origin.
- Sex: denying opportunities because someone is a woman or man, or subjecting them to sexual harassment.
- Pregnancy and maternity: unfavourable treatment because of pregnancy or maternity leave.
- Age: making recruitment, training or redundancy decisions based on unjustified age assumptions.
- Religion or belief: harassment about a belief or an unjustified rule that disadvantages a religious group.
- Sexual orientation: homophobic comments or exclusion because someone is gay, lesbian or bisexual.
- Gender reassignment: detrimental treatment connected with a person’s gender reassignment.
- Marriage or civil partnership: less favourable treatment at work because someone is married or in a civil partnership.
Discrimination can involve a single incident or a pattern. It can happen during recruitment, at work, remotely, at work social events or when employment ends. Retaliation for raising or supporting a discrimination complaint may be unlawful victimisation.
Sex discrimination and sexual harassment at work
Being overlooked because of your sex, subjected to sexual comments or pressured by someone at work can affect your confidence and career. We help you assess what has happened and decide how to respond.
Sex discrimination can involve less favourable treatment because you are a woman or a man, or a workplace rule that disadvantages a group and cannot be objectively justified. Examples requiring assessment include biased promotion decisions and inflexible working requirements that disadvantage women with childcare responsibilities.
Sexual harassment is unwanted conduct of a sexual nature that has the purpose or effect of violating dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. It can involve messages, sexual remarks or unwanted touching, whether a single incident or a pattern. Where the effect is relied on, the circumstances, your perception and whether it was reasonable for the conduct to have that effect matter.
Advice from sex discrimination solicitors
We can review messages and relevant records, advise on a complaint, assess any retaliation and discuss negotiation or tribunal options. You can speak to us before deciding whether to raise a grievance or leave your job.
Pregnancy and maternity discrimination
Concerns about your job should not overshadow pregnancy or your return from maternity leave. Our pregnancy discrimination solicitors advise on unfavourable treatment connected with pregnancy, pregnancy-related illness or maternity leave, and on related workplace disputes.
Examples that may need legal assessment include a promotion withdrawn after pregnancy is disclosed, exclusion from consultation during maternity leave, or adverse treatment because of pregnancy-related absence. The timing of the treatment and the applicable protection matter. Some issues arising on return to work, including working arrangements and childcare, may also raise sex discrimination or contractual questions.
Advice on pregnancy and maternity discrimination
We review the correspondence, decisions and timeline, explain the relevant protections and help you put your concerns forward. Depending on your objectives, we can seek a resolution that supports your return to work or explore an agreed exit. Any settlement depends on agreement with your employer.
Disability discrimination and reasonable adjustments
If your employer is ignoring your health needs, refusing support or treating you unfairly because of a disability, our disability discrimination solicitors can help you understand your position and challenge the treatment.
Disability under the Equality Act can include physical or mental impairments with a substantial, long-term adverse effect on normal day-to-day activities. Some conditions are protected automatically. You do not have to use the word “disabled” to ask us for advice.
Examples of disability discrimination at work
- Rejecting an applicant because of assumptions about their disability.
- Applying absence or performance procedures unfairly where difficulties arise from a disability.
- Ignoring reasonable requests for equipment, changes to hours or adjustments to working arrangements.
- Mocking a colleague’s disability or creating a hostile working environment.
Employers have a duty to make reasonable adjustments where the legal conditions are met. Their knowledge of your disability, the disadvantage you experience and what is reasonable all matter. Some unfavourable treatment arising from disability can be justified, so we examine the reasons given carefully.
Types of disability discrimination
The Equality Act 2010 protects disabled employees in several ways. The same events may raise more than one type of claim.
Direct discrimination (section 13). This means treating you less favourably because of disability than someone in comparable circumstances is, or would be, treated. For example, an employer may reject you for promotion because of assumptions about your disability rather than your ability to do the job. Protection can also apply where someone wrongly believes you have a disability or treats you unfairly because of your association with a disabled person.
Discrimination arising from disability (section 15). This concerns unfavourable treatment because of something resulting from your disability, such as sickness absence or difficulties with performance. For example, a warning for absence caused by your condition may raise a claim. You do not need to compare your treatment with a colleague’s. The employer must have known, or reasonably have been expected to know, about your disability. It may defend the treatment if it proves it was a proportionate means of achieving a legitimate aim.
Indirect discrimination (section 19). A policy, rule or working practice applied to everyone can put people who share your disability at a particular disadvantage compared with others, and put you at that disadvantage too. For example, an inflexible attendance requirement may disadvantage people with a particular condition. The employer may defend the rule if it can objectively justify it as a proportionate way of achieving a legitimate aim.
Failure to make reasonable adjustments (sections 20 and 21). An employer may need to change a working practice, address a physical feature or provide an auxiliary aid where you face a substantial disadvantage compared with people who are not disabled. Examples include adapting equipment, changing working hours or adjusting absence triggers. The duty depends on the circumstances, including what the employer knew or ought reasonably to have known about your disability and likely disadvantage. A failure to take reasonable steps can be discrimination.
Harassment (section 26). Unwanted behaviour related to disability can be harassment if it violates your dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Examples include mocking a condition or repeatedly making offensive remarks about disability. Where the complaint concerns the effect of the conduct, your perception, the surrounding circumstances and whether it was reasonable for it to have that effect are considered.
Victimisation (section 27). You are protected against a detriment because you have done a protected act, such as alleging discrimination, bringing proceedings or supporting someone else’s complaint. Protection also covers an employer’s belief that you have done, or may do, a protected act. For example, withholding opportunities because you complained about a failure to make reasonable adjustments may be victimisation. A complaint need not succeed, but false allegations made in bad faith are not protected.
How we can help
We review your adjustment requests, occupational health advice and relevant correspondence. We can help you explain the support you need, challenge an unfair decision and prepare a grievance. Where appropriate, we negotiate a resolution or settlement and advise on a disability discrimination claim.
Need help with disability discrimination at work?
Speak to our employment solicitors about your rights, reasonable adjustments and the outcome you want.
Race discrimination at work
You should not have to accept racist treatment to keep your job. Our race discrimination solicitors help employees address concerns about recruitment, pay, promotion, discipline, dismissal and behaviour at work.
Race protection includes colour, nationality and ethnic or national origins. A complaint may concern overt racism or a pattern of decisions that is harder to explain. We take your account seriously and assess the evidence with you.
Examples of racial discrimination
- Being passed over for promotion because of race or nationality.
- Racist jokes, slurs or comments in person or in work messages.
- Being disciplined more harshly than colleagues in comparable circumstances because of race.
- An unjustified workplace rule that particularly disadvantages a racial group.
- Being penalised for raising or supporting a race discrimination complaint.
Types of race discrimination
Race discrimination can take several forms under the Equality Act 2010. We look at both the conduct and the reasons behind decisions affecting you.
Direct discrimination (section 13). This is less favourable treatment because of race, including colour, nationality or ethnic or national origins. For example, choosing a less suitable colleague for promotion because of nationality may be direct discrimination. The comparison is with how someone in materially similar circumstances is, or would be, treated. Protection can also cover perceived race or association with someone of a particular race.
Indirect discrimination (section 19). A rule applied across the workforce may particularly disadvantage people who share your racial group and disadvantage you personally. For example, a requirement for a qualification obtainable only in one country could disadvantage applicants of other nationalities where equivalent qualifications would meet the role’s needs. The employer can defend the requirement if it proves it is a proportionate means of achieving a legitimate aim.
Racial harassment (section 26). Unwanted conduct related to race can be harassment if it violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Racist jokes, slurs or hostile comments about nationality may qualify. The conduct need not be directed at you personally. Where its effect is relied on, the assessment includes your perception, the circumstances and whether it was reasonable for the conduct to have that effect.
Victimisation (section 27). An employer must not subject you to a detriment because you raised a race discrimination allegation, brought a claim, gave evidence or otherwise did a protected act. Protection also applies where the employer believes you have done, or may do, such an act. For example, denying training because you supported a colleague’s racism complaint may be victimisation. You do not have to prove the original complaint, although false allegations made in bad faith are excluded.
What about sections 15 and 20? Discrimination arising from disability and the duty to make reasonable adjustments are specific to disability. They do not create separate race discrimination claims. If you have experienced both race and disability discrimination, we can assess the relevant protections together.
Building a clear picture
We help organise the timeline, identify witnesses and compare the reasons given for decisions with the available records. You do not need to have every document before speaking to us. We can advise on raising concerns, securing a practical resolution and negotiating compensation where appropriate.
Facing race discrimination at work?
Tell us what has happened. We can assess your position and help you challenge the treatment and explore a resolution.
Discrimination compensation and settlement negotiations
A discrimination claim may involve lost earnings and compensation for injury to feelings. The value depends on the evidence and impact on your life; there is no automatic payout. We assess the potential claim and use that assessment to inform realistic negotiations.
A settlement can also address a reference, outstanding pay, an agreed leaving date or changes that help you continue working. Our settlement agreement solicitors can advise on the terms and the rights you would give up.
Tell us what has happened
You do not need to know which legal label applies. Speak to us about the treatment you have experienced and the outcome you want.
Our fees and your first conversation
When you enquire, tell us briefly what has happened, any important dates and the outcome you are looking for. We can discuss whether we can help and the appropriate next step. You do not need to know the legal name of your complaint.
Before you instruct us to review documents, provide detailed advice or act on your behalf, we explain the proposed work and agree the fees. An initial enquiry is not a full assessment of your claim.
Depending on the work involved, we may offer an hourly rate or a tailored fixed fee. If you have legal expenses insurance, let us know so that possible cover can be considered. We will explain VAT and any anticipated additional costs as part of the fee information.
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Discrimination at work: your questions answered
Practical answers about your rights, evidence, reasonable adjustments and compensation. Select a question to read more.
Understanding discrimination
What is discrimination at work?
Workplace discrimination is unlawful treatment linked to a protected characteristic, such as disability, race, sex or age. It can affect recruitment, pay, promotion, working conditions or dismissal. Not every unfair decision is discrimination: we look at the reason for the treatment, the evidence and the legal test.
What is indirect discrimination in the workplace?
A rule applied to everyone can still disadvantage people who share a protected characteristic and disadvantage you personally. For example, a working pattern may create a particular disadvantage for a protected group. An employer may defend the rule if it is a proportionate way of achieving a legitimate aim.
Is bullying at work discrimination?
Bullying may be unlawful harassment when it relates to a relevant protected characteristic and meets the legal test. Sexual harassment has its own protection. Bullying without that connection can still be serious and may give rise to other employment issues. We can help identify the appropriate route.
What constitutes age discrimination at work?
Examples may include rejecting an applicant as too old, excluding younger staff from development or using age stereotypes when selecting someone for redundancy. Age discrimination has particular rules and some treatment can be justified. We assess the explanation and circumstances rather than assuming every age-related decision is unlawful.
Disability and adjustments
What is disability discrimination in the workplace?
It can include less favourable treatment because of disability, unjustified treatment arising from disability, harassment and a failure to make reasonable adjustments. For example, penalising disability-related absence without considering the circumstances may raise a claim. The employer’s knowledge and the applicable legal test matter.
Can anxiety or depression count as a disability?
Potentially. A mental health condition can meet the Equality Act definition if its effects are substantial and long term. The impact on normal day-to-day activities matters, not simply the diagnosis. We can review the history and available medical evidence with you.
What reasonable adjustments can I ask for?
Depending on your needs and role, adjustments might include changes to hours, equipment, duties, communication or absence procedures. Explain the disadvantage you experience and what would help. Whether an adjustment is reasonable depends on its effectiveness, practicality, cost and the employer’s circumstances.
What if my employer refuses reasonable adjustments?
Ask for the reasons in writing and keep records of your requests and the difficulties you face. A refusal may be unlawful where the duty applies and the adjustment is reasonable. We can help you challenge the decision, explore alternatives and decide whether to raise a grievance or claim.
Race discrimination and evidence
How do I prove racial discrimination at work?
A tribunal considers the evidence as a whole; an admission of racism is not essential. Useful material may include messages, racist comments, decision records, witness accounts and differences in how comparable colleagues were treated. We help identify facts that support your concern and assess the employer’s explanation.
Can racist jokes or comments be harassment?
Yes. Unwanted conduct related to race can be harassment if it violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Calling it banter does not settle the question. Context, your perception and whether it was reasonable for the conduct to have that effect are relevant.
Does race discrimination include nationality or accent?
Race protection includes colour, nationality and ethnic or national origins. Treatment connected with an accent may be evidence of discrimination linked to one of those grounds, depending on the circumstances. Tell us what was said or done, who was involved and how decisions affected you.
How can I prove discrimination at work?
Keep a dated account of incidents and preserve relevant evidence you can lawfully access, such as emails, messages, appraisals and grievance responses. Note witnesses and any comparable treatment of colleagues. Avoid taking confidential material you are not entitled to obtain; ask for advice about evidence first.
Compensation and next steps
How much compensation can I get for discrimination at work?
There is no standard payout. A successful claim may compensate financial losses and injury to feelings; other awards can apply where supported by evidence. We assess the impact, likely losses and litigation risks to advise on a realistic settlement range. Compensation and a negotiated agreement are never guaranteed.
How much compensation can I get for disability discrimination?
The amount depends on what happened, its effect on you and the losses caused. Lost earnings and injury to feelings may be relevant, alongside medical evidence where appropriate. We assess your individual case rather than use a fixed tariff for a diagnosis or a refused adjustment.
How do I complain about discrimination at work?
Record what happened and consider raising the issue with your manager or HR, formally through a grievance where appropriate. Explain the conduct, supporting facts and outcome you want. Get advice promptly: an internal complaint does not extend tribunal time limits.
Can you negotiate a settlement with my employer?
Yes. We can assess your position, present your concerns and negotiate compensation and practical terms where appropriate. These might include a reference, an agreed exit or arrangements for continuing at work. A settlement needs agreement from both sides. We explain your options if an acceptable offer is not made.
What is the time limit for a discrimination claim?
Strict deadlines apply and depend on the relevant dates and type of claim. Do not wait for a grievance or appeal to finish. Acas early conciliation can affect the calculation. Contact us promptly so we can check your deadline and advise on protecting your position.
Do I have to resign before making a claim?
No. A discrimination complaint or claim can be made while you remain employed. Resigning can affect your income and legal position, so take advice before making that decision. We can discuss a solution that supports your health, career and priorities.
Discrimination advice in your city
We advise employees across England and Wales by telephone and video. Choose your city for local contact details and information about our discrimination advice.