Workplace Discrimination
Discrimination at work can take many forms — some obvious, some extremely subtle. You might be excluded from meetings, passed over for promotion, micromanaged, or subjected to comments or decisions that make you feel targeted or undermined. Whether it relates to your disability, age, race, sex, religion, sexual orientation or another protected characteristic, the Equality Act 2010 offers a lot of protection, however understanding what counts as unlawful discrimination can be difficult without proper guidance.
The Equality Act 2010 gives individuals strong legal protection against discrimination, harassment and victimisation at work. It applies to job applicants, workers, employees, freelancers and agency staff. You’re protected not just from direct mistreatment, but also from policies or practices that disadvantage you without justification — even if that impact wasn’t intentional by your employer.
Raising a Complaint
If you’ve experienced discrimination, doing something about it can feel daunting. Many people worry about being labelled a troublemaker or damaging their career. But if you raise concerns carefully and with the right advice, it can put pressure on your employer to take your complaint seriously — and protect your position if things escalate.
Sometimes the best first step is a grievance. At other times, it might be better to go straight to ACAS Early Conciliation or take legal action. If the person discriminating against you is a colleague or manager, you may have claims against both the individual and the company.
What’s New?
Recent legal developments — such as the Worker Protection (Amendment of Equality Act 2010) Act 2023 — have expanded your rights. From October 2024, employers will have a proactive duty to prevent sexual harassment in the workplace. This means they can be held liable not just for what they knew, but for what they failed to prevent.
The law is also evolving in relation to menopause-related discrimination, long COVID, neurodiversity, and gender identity — areas where progressive case law and cultural shifts are forcing employers to modernise how they treat employees.
Making a Claim
If you’re considering an Employment Tribunal claim, it’s important to get advice on the legal merits, the potential remedies (such as compensation), and the timing — most claims have a strict 3-month deadline. Discrimination claims are often complex and emotionally charged, but they can be powerful tools for achieving redress, recognition, or a clean break on favourable terms.