Workplace discrimination

Under UK employment law it is illegal to discriminate against an employee on the grounds of their age, race, gender, marital status, disability, sexual orientation, religion or belief. There are also regulations which protect the rights of part-time and fixed-term employees to be treated on the same terms as their full-time colleagues.

Employers can help to eliminate workplace discrimination, and potentially damaging discrimination claims, by adopting and adhering to their own company equal opportunity and diversity policy. It is advisable to engage a legal expert when drafting such documents – a solicitor will have expertise in the legislation underlying best practice in avoiding workplace discrimination.

Workplace discrimination is unlawful whether it is direct or indirect, intentional or unintentional. Indirect discrimination, for example, may arise if a woman’s time off for illness during pregnancy is recorded as absenteeism on their work record, or if she is treated unfavourably because of her need to take maternity leave. Indirect age discrimination may occur where a work practice or provision puts people of a certain age at a disadvantage.

The Equality and Human Rights Commission provides guidelines and codes of practice which are often used as the basis for best practice in avoiding workplace discrimination. If you need help interpreting employment laws on workplace discrimination, either as an employee who feels they are discriminated against, or as an employer handling discrimination policies or issues, it is advisable to engage a solicitor to help you understand your rights and responsibilities.

If you would like to obtain advice on workplace discrimination, Contact Law can put you in touch with a specialist employment / discrimination solicitor free of charge. So, if you have any questions or would like our help in finding local solicitors please call us on 0800 1777 162 or complete the web-form above.