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Employment

Discrimination

Discrimination

Our expert employment law team helps employees and job applicants challenge unfair treatment in the workplace. We provide clear guidance on discrimination claims, covering all nine protected characteristics and offer practical support through negotiation, early conciliation, settlement agreements, or Employment Tribunal proceedings.

Our expert employment law team helps employees and job applicants challenge unfair treatment in the workplace. We provide clear guidance on discrimination claims, covering all nine protected characteristics and offer practical support through negotiation, early conciliation, settlement agreements, or Employment Tribunal proceedings.

Discrimination

Discrimination

Our expert employment law team helps employees and job applicants challenge unfair treatment in the workplace. We provide clear guidance on discrimination claims, covering all nine protected characteristics and offer practical support through negotiation, early conciliation, settlement agreements, or Employment Tribunal proceedings.

Our expert employment law team helps employees and job applicants challenge unfair treatment in the workplace. We provide clear guidance on discrimination claims, covering all nine protected characteristics and offer practical support through negotiation, early conciliation, settlement agreements, or Employment Tribunal proceedings.

Law for Life

Workplace Discrimination Expertise You Can Trust

Franklins’ Employment Law team has extensive experience with all types of discrimination claims, helping clients defend their rights and secure compensation where appropriate. Our specialists provide clear, practical guidance to achieve the best outcome for your circumstances and regularly receive 5-star feedback from clients for their professional, supportive approach.

Law for Life

Discrimination Claims

Employees may have a claim against their employer if they are treated less favourably because of one of the nine protected characteristics:

Direct discrimination happens when someone is treated less favourably because of a protected characteristic.

Example: Being refused promotion because of your age or being dismissed because you are pregnant.

Direct discrimination cannot usually be justified, except in very limited circumstances.

Indirect discrimination occurs when a workplace policy, rule or practice applies to everyone but disadvantages people with a particular protected characteristic.

Even if a policy appears neutral, it may be unlawful if it disproportionately affects certain groups and cannot be objectively justified.

Example: Requiring all employees to work full-time hours may disadvantage women who are statistically more likely to have childcare responsibilities.

Employers must be able to show that such policies are a proportionate means of achieving a legitimate aim.

Disability discrimination includes several specific protections:

Failure to Make Reasonable Adjustments

Employers have a duty to make reasonable adjustments where a disabled employee is placed at a substantial disadvantage. This could include:

  • Adjusting working hours
  • Providing specialist equipment
  • Altering duties
  • Allowing remote working

Discrimination Arising from Disability

This occurs when someone is treated unfavourably because of something connected to their disability, such as sickness absence.

Direct Disability Discrimination

Less favourable treatment because of disability itself.

Disability discrimination claims often require careful legal assessment.

Harassment is unwanted conduct related to a protected characteristic that:

  • Violates your dignity, or
  • Creates an intimidating, hostile, degrading, humiliating or offensive environment

This can include:

  • Offensive comments or jokes
  • Inappropriate touching
  • Derogatory emails or messages
  • Excluding someone because of their race, religion or sexuality

A single serious incident can amount to harassment.

Sexual harassment is unwanted conduct of a sexual nature. It may include:

  • Unwanted physical contact
  • Sexual comments or jokes
  • Requests for sexual favours
  • Sharing explicit images
  • Suggestive messages

Recent legal developments have strengthened employers’ duties to take reasonable steps to prevent sexual harassment in the workplace.

Victimisation happens when someone is treated unfairly because they have:

  • Raised a discrimination complaint
  • Supported someone else’s complaint
  • Given evidence in a discrimination claim

The law protects individuals from retaliation for asserting their rights.

Employees are protected from unfavourable treatment because of pregnancy, maternity leave or related illness.

This can include:

  • Being selected for redundancy due to pregnancy
  • Being overlooked for promotion
  • Being treated negatively after returning from maternity leave

Pregnancy and maternity discrimination does not require a comparator.

Direct discrimination happens when someone is treated less favourably because of a protected characteristic.

Example: Being refused promotion because of your age or being dismissed because you are pregnant.

Direct discrimination cannot usually be justified, except in very limited circumstances.

Indirect discrimination occurs when a workplace policy, rule or practice applies to everyone but disadvantages people with a particular protected characteristic.

Even if a policy appears neutral, it may be unlawful if it disproportionately affects certain groups and cannot be objectively justified.

Example: Requiring all employees to work full-time hours may disadvantage women who are statistically more likely to have childcare responsibilities.

Employers must be able to show that such policies are a proportionate means of achieving a legitimate aim.

Disability discrimination includes several specific protections:

Failure to Make Reasonable Adjustments

Employers have a duty to make reasonable adjustments where a disabled employee is placed at a substantial disadvantage. This could include:

  • Adjusting working hours
  • Providing specialist equipment
  • Altering duties
  • Allowing remote working

Discrimination Arising from Disability

This occurs when someone is treated unfavourably because of something connected to their disability, such as sickness absence.

Direct Disability Discrimination

Less favourable treatment because of disability itself.

Disability discrimination claims often require careful legal assessment.

Harassment is unwanted conduct related to a protected characteristic that:

  • Violates your dignity, or
  • Creates an intimidating, hostile, degrading, humiliating or offensive environment

This can include:

  • Offensive comments or jokes
  • Inappropriate touching
  • Derogatory emails or messages
  • Excluding someone because of their race, religion or sexuality

A single serious incident can amount to harassment.

Sexual harassment is unwanted conduct of a sexual nature. It may include:

  • Unwanted physical contact
  • Sexual comments or jokes
  • Requests for sexual favours
  • Sharing explicit images
  • Suggestive messages

Recent legal developments have strengthened employers’ duties to take reasonable steps to prevent sexual harassment in the workplace.

Victimisation happens when someone is treated unfairly because they have:

  • Raised a discrimination complaint
  • Supported someone else’s complaint
  • Given evidence in a discrimination claim

The law protects individuals from retaliation for asserting their rights.

Employees are protected from unfavourable treatment because of pregnancy, maternity leave or related illness.

This can include:

  • Being selected for redundancy due to pregnancy
  • Being overlooked for promotion
  • Being treated negatively after returning from maternity leave

Pregnancy and maternity discrimination does not require a comparator.

A claim may also arise even before employment begins, such as if an employer discriminates in advertising vacancies, selecting interview candidates, or making job offers.

Employment

Resolving Discrimination Claims

Our team can help you pursue a claim using a range of approaches:

  • Informal Negotiation

  • Settlement Agreements

  • Early Conciliation

  • Restructuring & Insolvency

  • Employment Tribunal

  • Time Limits

Speak to our Employment Team

Sara Marshall
Associate Partner
Associate Partner
Georgia Harris
Solicitor
Solicitor
Charlotte Dixon
Trainee Solicitor
Trainee Solicitor

If you need advice about your rights at work or support with a dispute, we are ready to help.

Contact
Sara Marshall
Associate Partner
Associate Partner
Georgia Harris
Solicitor
Solicitor
Charlotte Dixon
Trainee Solicitor
Trainee Solicitor
Employment

Why Choose Franklins Solicitors for
Discrimination Claims?

Specialist Discrimination Knowledge

Our team has in-depth understanding of all nine protected characteristics and the nuances of discrimination law.

Strategic Case Planning

We provide practical, tailored advice on the best approach—whether through negotiation, early conciliation, or tribunal action.

Effective Representation

We advocate strongly on your behalf in discussions, settlement agreements and at Employment Tribunals if necessary.

Supportive Guidance

We combine legal expertise with empathetic, practical support to help you navigate sensitive workplace issues.

Proven Success in Discrimination Cases

With a strong track record in resolving complex discrimination claims, we aim to secure fair outcomes efficiently and effectively.

Employment

Why Choose Franklins Solicitors for
Discrimination Claims?

Specialist Discrimination Knowledge

Our team has in-depth understanding of all nine protected characteristics and the nuances of discrimination law.

Strategic Case Planning

We provide practical, tailored advice on the best approach—whether through negotiation, early conciliation, or tribunal action.

Effective Representation

We advocate strongly on your behalf in discussions, settlement agreements and at Employment Tribunals if necessary.

Supportive Guidance

We combine legal expertise with empathetic, practical support to help you navigate sensitive workplace issues.

Proven Success in Discrimination Cases

With a strong track record in resolving complex discrimination claims, we aim to secure fair outcomes efficiently and effectively.

Employment

Discrimination FAQs

Yes. The Equality Act 2010 protects job applicants as well as employees.

Discrimination can occur in:

  • Job advertisements
  • Interview questions
  • Selection decisions
  • Job offers

    • You do not need to be employed to bring a discrimination claim.

    Compensation in discrimination claims may include:

  • Financial losses (such as lost earnings)
  • Injury to feelings
  • Personal injury in some cases

    • There is no statutory cap on compensation in discrimination claims.

    In most cases, you must start the ACAS Early Conciliation process within three months less one day of the discriminatory act.

    If the matter is not resolved, you may be able to bring a claim in the Employment Tribunal.

    There are limited exceptions to this time limit, so prompt action is important.

    Discrimination occurs when an employee or job applicant is treated unfairly because of a protected characteristic, such as age, disability, gender, race, religion, sexual orientation, or pregnancy.

    Yes. Unlike unfair dismissal, there is no minimum service requirement for discrimination claims. Employees can bring a claim from day one of employment, or even during recruitment.

    If you believe you are being discriminated against, it is important to:

  • Keep a written record of incidents
  • Raise the issue informally or through a formal grievance
  • Seek legal advice as early as possible

    • Time limits for bringing discrimination claims are strict, so early advice is essential.

    Experienced Solicitors Providing Expert Legal Advice

    Contact
    Contact

    Please read our Privacy Policy. Franklins Solicitors LLP is a Limited Liability Partnership and is authorised and regulated by the Solicitors Regulation Authority, SRA No: 570602. Registered in England under Company No: OC303900, VAT No: 365 919316. A list of members is available for inspection at the Registered Office at our Northampton Branch.

    Please read our Privacy Policy. Franklins Solicitors LLP is a Limited Liability Partnership and is authorised and regulated by the Solicitors Regulation Authority, SRA No: 570602. Registered in England under Company No: OC303900, VAT No: 365 919316. A list of members is available for inspection at the Registered Office at our Northampton Branch.

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