Employers must not treat employees less favourably because of the following protected characteristics:

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• age

• disability

• gender reassignment

• marital or civil partnership status

• pregnancy and maternity

• race / nationality / ethnic origin

• religion or belief

• sex

• sexual orientation

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These protections apply throughout the entire employment relationship, including recruitment, day‑to‑day management and dismissal.

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1. Legal framework – Equality Act 2010

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Under the Equality Act 2010, an employee must show:

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a) they were treated less favourably, and

b) the treatment was because of a protected characteristic.

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It is not enough for an employee to show unfair treatment — they must prove the reason for that treatment.

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2. Harassment

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Harassment occurs when behaviour:

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• violates an employee’s dignity, or

• creates an intimidating, hostile, degrading or offensive environment,

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and is connected to a protected characteristic.

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This can include:

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• comments, jokes or remarks,

• unwanted physical contact,

• exclusion from team activities,

• offensive messages or emails.

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Employers are liable for the actions of their staff, even if unaware of the behaviour.

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3. Examples of discrimination

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• refusing promotion because of age,

• criticising an employee for taking maternity leave,

• failing to consider reasonable adjustments for a disabled employee,

• comments about nationality or accent,

• excluding someone from training because of their sex.

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4. Employer responsibilities

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Employers must:

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• prevent discrimination and harassment,

• respond promptly to complaints,

• conduct fair and confidential investigations,

• train managers and staff,

• implement anti‑discrimination policies.

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Failure to act increases legal and reputational risk.

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5. Why discrimination claims must never be ignored

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Discrimination claims can lead to:

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• uncapped compensation,

• awards for financial and emotional loss,

• legal costs,

• damage to workplace culture and reputation.

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Every allegation must be taken seriously and addressed without delay.

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6. How I help employers

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• drafting anti‑discrimination policies and delivering training,

• advising on complaints and investigations,

• supporting risk management and compliance,

• representing employers in ACAS and Tribunal proceedings.