Employment Discrimination Solicitors​

Employers big or small are increasingly expected to demonstrate compliance with the Equality Act 2010 and create inclusive workplaces where employees feel protected, so do this with the right employment discrimination solicitors​.

Find out more below on employment discrimination and how to ensure your employer is staying compliant.

What Is the Definition of Employment Discrimination?

Employment discrimination is when an employee is treated unfairly because of a legally protected characteristic (check the next section for more details on protected characteristics).

This unfair treatment can take shape in many different forms, from refusal to hire or promote to imposing unfair conditions of work.

Something that is key to be aware of is that your employer, has the responsibility to be aware of the discrimination and employment as the law does not require discrimination to be deliberate; for example, unintentional actions, such as failing to make reasonable adjustments for someone with a disability, can still give rise to claims.

These are situations where business decisions must be carefully balanced with legal obligations.

It is for that reason that our employment discrimination lawyers in these sensitive circumstances by reviewing procedures you have been presented with as an employee and ensuring that any action taken is consistent with the Equality Act 2010.

With our support, you can make decisions with your morality intact while reducing the risk of costly tribunal claims.

What Are Protected Characteristics?

The Equality Act 2010 protects certain characteristics from unfair treatment, these include:

• Age
• Disability
• Pregnancy
• Race
• Religion
• Sex
• Sexual orientation.

These protections are pretty broad and don’t just cover employment, they also cover recruitment through to termination.

So how do you suspect employment discrimination and when might you need employment discrimination lawyers​?

An example, ageism in employment discrimination can occur when older employees aren’t taken into consideration for promotions nor further development training.

In a similar manner, you may also see discrimination looking like a pregnant employee being disadvantaged for taking maternity leave. However subtle or under wraps the action may be, discrimination is discrimination.

So what does this mean for you?

For employers, these protections mean that every policy and decision must be carefully considered to avoid claims of unlawful treatment, so we can assess that said policies do just that and that you have a case.

The good news is that our employment discrimination solicitors at BBS Law provide tailored advice to help employees spot inconsistencies in policies.

By working with us, employees gain the assurance that they are being respected due to protected characteristics while still serving legitimate business needs that work in both your favour and your employers.

The Types of Employment Discrimination

What makes employment discrimination arguably difficult to pinpoint is that it can be so broad, so while there are a range of types of employment discrimination these apply to incredibly unique situations that can differ case by case.

That being said, the important thing to remember is that employment discrimination is not a single concept but instead encompasses a range of behaviours and practices.

Direct discrimination involves less favourable treatment because of a protected characteristic, and is arguably a lot easier to spot from the outside looking in; this might look like the dismissing of an employee because of their religion for instance.

On the other hand, indirect discrimination, meanwhile, can be more difficult to identify. For instance, a recruitment requirement that all applicants hold a driving licence may seem neutral, but in practice it could disadvantage people with certain disabilities who are unable to drive.

Employers must also be alert to harassment and victimisation. Harassment includes unwanted conduct that creates an intimidating or hostile working environment, often arising in cases of bullying at work or sexual harassment at work.

Victimisation occurs when an employee is treated poorly for making or supporting a complaint of discrimination.

All of these instances distract you from the job at hand, which is why you should not only seek to resolve these issues succinctly, but your employers should have policies in place to avoid them unfolding from the first instance.

To do that, our solicitors work closely with employers to identify risks and design strategies that reduce the likelihood of these claims.

We offer practical solutions such as reviewing handbooks, advising on disciplinary investigations, and providing training for managers to ensure inappropriate conduct is addressed swiftly and fairly.

What to Do If You Bring a Complaint

Sending a discrimination complaint can be daunting, but the way your employer responds will have a significant impact on the outcome, thus it is crucial to do so with responsible legal aid by your side.

Allegations should always be treated seriously and investigated with care. Failure to follow the correct procedures can lead to tribunal claims.

It is essential that employers and employees handle complaints objectively, keeping thorough records of all decisions and outcomes.

Our employment discrimination solicitors guide employees through this process, so rest assured you’re in safe hands.

We help you to conduct fair investigations, advise on how to balance competing interests, and ensure your responses are legally compliant.

It’s also worth mentioning that we can assist in exploring early resolution options such as mediation or settlement agreements to avoid drawn-out disputes, this is a popular option to keep away local media and reputational damage.

By involving our employment discrimination lawyers at an early stage, employees just like you can protect their position – simply get in touch to find out how we can help.