Discrimination at work is an unsettling and unlawful reality for many in the UK, creating a toxic environment that undermines confidence, well-being, and career progression. Facing unfair treatment because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation is not only distressing but a clear breach of the Equality Act 2010—the cornerstone of UK workplace protections. Whether it’s overt exclusion, subtle bias, harassment, or victimisation, knowing your legal rights and the precise steps to take is critical to resolving the situation effectively.
Recognising Types of Workplace Discrimination
Legal Framework and Employment Rights
Strategies for Addressing Discrimination
Recognising Types of Workplace Discrimination
Direct Discrimination
This occurs when someone is treated less favourably because of a protected characteristic. Examples include:
- Not hiring someone because of their age
- Paying women less than men for the same work
- Denying promotions due to disability
Indirect Discrimination
When a workplace policy, practice or rule applies to everyone but disadvantages people with a particular protected characteristic (Guide - ACAS). Examples include:
- Requiring all staff to work full-time, which may disadvantage women with childcare responsibilities
- Mandatory social events involving alcohol, excluding those for religious or health reasons
Harassment
Unwanted conduct related to protected characteristics that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. This includes:
- Offensive jokes or comments
- Unwelcome physical contact
- Displaying offensive materials
Victimisation
When someone is treated unfairly because they've made or supported a complaint about discrimination. Examples include:
- Being excluded from meetings after supporting a colleague's discrimination claim
- Denied training opportunities after raising concerns
Legal Framework and Employment Rights
The Cornerstone: The Equality Act 2010
The Equality Act 2010 protects you from discrimination based on (Guide - GOV.UK), (Guide - ACAS):
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
Scope of Protection
The Equality Act covers all aspects of employment, including:
- Recruitment and selection
- Terms and conditions of employment
- Pay and benefits (aligned with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017)
- Promotions, transfers, and training
- Performance management and dismissal
- Employment references
- All forms of harassment and victimisation
Strategies for Addressing Discrimination
Document Everything Meticulously:
- Create a Detailed Log: Record every incident with dates, times, locations, people involved, witnesses, and what was said or done. Note the impact on you. This contemporaneous record is vital evidence.
- Preserve Evidence: Save relevant emails, messages, meeting notes, performance reviews, and company policies. Keep copies securely (e.g., personal email).
- Identify Patterns: Is the behaviour a one-off or part of a wider pattern? Documentation helps reveal this.
Seek Informal Resolution (If Safe & Appropriate):
- Direct Conversation: If you feel comfortable, calmly and privately tell the person their behaviour was unacceptable, explaining the impact. Sometimes, they may be unaware.
- Speak to Your Line Manager or HR: If the direct approach is unsuitable, raise the issue informally with a trusted manager or an HR representative. Frame it clearly: "I believe I am experiencing [type of discrimination, e.g., harassment] related to my [protected characteristic]." Present your documented facts.
- Utilise Internal Support Networks: Contact any staff network groups (e.g., LGBTQ+, BAME, disability networks) for peer support and advice.
- Understand Your Company's Policy: Locate and review your employer's Dignity at Work, Equality & Diversity, or Grievance Policy. Follow the outlined procedures. This shows you are acting in good faith and is required before any tribunal claim.
Formal Internal Action – The Grievance Procedure
If informal steps fail or the issue is serious, escalate formally.
Raise a Formal Grievance:
- Submit a written grievance letter to your employer (usually HR or a senior manager), following their policy. Your letter should:
- State it is a formal grievance under the Equality Act 2010.
- Clearly describe the discriminatory acts, referencing your protected characteristic.
- Attach your evidence log and key documents.
- State the desired outcome (e.g., an apology, policy change, training for staff, a transfer).
- SeekSupport: Consider asking a trusted colleague or trade union representative to accompany you to meetings.
Participate in the Grievance Investigation & Hearing:
- Cooperate with the process but maintain your own record of meetings.
- You have a right to be accompanied.
- If the outcome is unsatisfactory, you usually have a right to appeal.
External Resolution – Legal & Advisory Routes
If internal processes fail to resolve the discrimination, external options are available.
Contact ACAS for Early Conciliation (Mandatory Step):
- Before you can lodge an Employment Tribunal claim, you must notify the Advisory, Conciliation and Arbitration Service (ACAS).
- ACAS offers a free Early Conciliation service to facilitate a settlement between you and your employer without going to a tribunal. This is confidential and can often result in a faster, less stressful resolution.
Lodge a Claim with an Employment Tribunal:
- If conciliation fails, you can proceed with a claim. Strict time limits apply: You generally have 3 months less one day from the act of discrimination to start Early Conciliation.
- A tribunal is a formal legal setting. You will need strong evidence. Possible outcomes include:
- A declaration that discrimination occurred.
- Unlimited compensation (including for lost earnings and "injury to feelings").
- Recommendations for the employer to take action.
Last reviewed: 01/02/2026