Discrimination at work is unlawful under the Equality Act 2010. If you've been treated unfairly due to a protected characteristic - such as race, gender, age, disability, religion, or sexual orientation - you may be entitled to compensation and other remedies.
Workplace harassment is defined under the Equality Act 2010 as unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Harassment can occur in person, online, by phone, or in writing. It may involve a single incident or a pattern of behaviour.
Victimisation is a specific form of unlawful treatment under the Equality Act 2010. It occurs when an employee suffers a detriment because they have:
Even if your employer believes you may do one of these things, and treats you unfairly as a result, it can still amount to victimisation.
Victimisation is not the same as bullying or harassment, though it may feel similar. It specifically relates to retaliation for asserting your legal rights.
Under the Equality Act 2010, you are protected from victimisation if you act in good faith. This means your actions must be genuine and not malicious or deliberately false.
You are protected whether you are:
We offer support with:
Our team will help you gather evidence, understand your rights, and take action through internal grievance procedures or legal claims.
We’ll work with you to challenge unlawful behaviour and seek appropriate remedies at the Employment Tribunal (if your claim is not settled before issue) - whether that’s compensation, reinstatement, or a formal apology.
We aim to make employment law as simple and stress-free as possible. Alongside our personal guidance, our FAQ section answers common questions that may arise in relation to employment law.
The Equality Act 2010 protects against discrimination based on age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Evidence may include emails, messages, witness statements, performance reviews, or patterns of behaviour. We’ll help you gather and present the strongest possible case.
Yes. It’s often advisable to raise a formal grievance with your employer first. We can guide you through this process and help you escalate the matter if necessary.
Outcomes may include compensation, policy changes, apologies, or reinstatement. We’ll work with you to achieve the result that best supports your goals.
You may be able to claim for:
These can include the following:
Please take a minute to complete this form, noting the mandatory fields (marked *), and we will respond to you as soon as possible with a full response.
Thomas Flavell & Sons Ltd is authorised and regulated by the Solicitors Regulation Authority (SRA ID: 620030) · Registered Company in England & Wales. Registered address Church Walk, Hinckley LE10 1DN. Company No: 08882394 · VAT Reg. No: 207 0095 44. We would like to make you aware of the Online Dispute Resolution website for advice on resolving online disputes. If we refer to the term 'partner' or 'member' at any time during your matter this means a 'Director' of the company. A list of Directors is available at the registered address.
