Workplace Discrimination Solicitors in Cheltenham
Legal Advice on Unfair Treatment and Discrimination at Work
Specialist Legal Advice on Workplace Discrimination
Workplace discrimination occurs where an employee is treated unfairly because of a protected characteristic. Discrimination can affect recruitment, promotion, pay, working conditions, and dismissal, and it can have a lasting impact on an individual’s career and wellbeing.
We provide clear legal advice on workplace discrimination matters to employees in Cheltenham and across England and Wales. Our role is to explain your legal rights, assess whether discrimination may have occurred, and advise on the options available to challenge unfair treatment.
We also advise clients nationwide and can provide support remotely where appropriate.
What Is Workplace Discrimination?
Workplace discrimination arises where an employer treats an employee less favourably because of a protected characteristic under equality law. Discrimination may be direct, indirect, or arise through policies or practices that place certain individuals at a disadvantage.
Discrimination can occur at any stage of employment, including recruitment, during employment, or at dismissal. Each case depends on the facts and the context in which the treatment occurred.
Protected Characteristics Under the Law
The law protects individuals from discrimination based on certain characteristics. These include age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, and sexual orientation.
Claims may arise where decisions are influenced by one or more of these characteristics, whether intentionally or unintentionally. Legal advice helps identify whether the treatment falls within the scope of discrimination law.
Types of Workplace Discrimination
Workplace discrimination can take different forms, depending on how the unfair treatment occurs. Common types include:
Direct discrimination
Indirect discrimination
Harassment related to a protected characteristic
Victimisation following a complaint or grievance
Understanding the type of discrimination involved is important in determining the legal basis of a claim.
Raising Concerns and Internal Procedures
Employees are often expected to raise concerns internally before formal legal action is taken. This may involve raising a grievance or responding to disciplinary action that is linked to discriminatory treatment.
We advise on how to raise concerns appropriately and whether internal procedures have been handled fairly. Poor handling of grievances can strengthen a discrimination claim.
Employment Tribunal Claims and Time Limits
Discrimination claims are usually brought in the Employment Tribunal. Strict time limits apply, and claims must normally be started within a short period of the discriminatory act.
We advise on applicable deadlines, early conciliation requirements, and whether a tribunal claim is appropriate in your circumstances.
Request a Callback
Your enquiry will be forwarded to the appropriate legal team, who will contact you as soon as possible.
Workplace discrimination FAQs
How do I know if I am being discriminated against?
Discrimination may be present if you are treated less favourably than others in similar situations and the treatment is linked to a protected characteristic. This can involve decisions about pay, promotion, workload, discipline, or dismissal. Legal advice can help assess whether the treatment is likely to be unlawful.
Does discrimination have to be intentional?
No. Discrimination does not have to be deliberate. Even policies or practices that apply to everyone can be discriminatory if they disadvantage people with certain protected characteristics and cannot be justified.
What is indirect discrimination?
Indirect discrimination occurs where a rule or practice applies to all employees but puts people with a protected characteristic at a disadvantage. For example, a rigid working-hours requirement may disadvantage employees with certain disabilities or caring responsibilities.
Do I need evidence to raise a discrimination claim?
Evidence is important and can include emails, messages, policies, performance reviews, witness accounts, and records of decisions made. Keeping a clear record of events can help support your position.
Should I raise the issue internally first?
In most cases, it is advisable to raise concerns internally through a grievance process before taking further action. This allows the employer to address the issue and can be relevant if the matter later escalates. Advice can help determine the best approach.
Are there time limits for discrimination claims?
Yes. Strict time limits usually apply, particularly if a claim may be brought before an Employment Tribunal. Because deadlines can be short, it is important to seek advice as soon as possible.
Advice in Cheltenham and Across England and Wales
We advise employees on workplace discrimination matters in Cheltenham, across Gloucestershire, and throughout England and Wales. Advice can be provided in person at our Cheltenham office or remotely by telephone or video call where appropriate.
Speak to a Solicitor
If you believe you have been subjected to discrimination at work and need legal advice, speaking to a solicitor early can help protect your position. To discuss your situation, call 0330 900 0377 or contact us online to arrange a confidential consultation.
How to Find Us
Pembridge Solicitors
Calderwood House
Montpellier Parade
Cheltenham
GL50 1UA
If you have any questions before visiting or would prefer remote advice, please contact us by phone.