Make an Online Payment

Discrimination Lawyers for Employees & Executives

The City’s financial institutions make regular appearances on the front pages of the tabloid press for all the wrong reasons, as well as the business pages for the part they play in the economy. The machismo culture long associated with financial services still finds expression in racist, sexist, and homophobic behaviour.

But people on the receiving end of discriminatory, harassing behaviour don’t have to grin and bear it. We’re one of the City’s top employment law specialists, with a well-deserved reputation for playing hardball for the individuals that seek our assistance. We’re experts in senior employee discrimination and are renowned for the results we get for our clients.

The Equality Act 2010, protects people from discrimination when applying for jobs, during their employment, and after they have left employment.

100% Success Rate in Contentious Cases for both Employees & Employers

Contact our employment lawyers on 02071674800 or contact us online.

The nine specific kinds of unlawful discrimination are as follows:

  1. Age,
  2. Disability,
  3. Marriage and civil partnership,
  4. Pregnancy and maternity,
  5. Race,
  6. Religion and belief,
  7. Gender,
  8. Gender reassignment,
  9. Sexual orientation.

Discrimination can take a number of forms including direct and indirect discrimination, harassment, and victimisation. We have won many high-profile cases and secured substantial compensation for employees who have been victims of discrimination in the workplace.

Under the Act, it is unlawful to discriminate against, harass or victimise someone because they have or are perceived to have a “protected characteristic” or are associated with someone who has a protected characteristic.

Direct discrimination means treating someone less favourably than someone else because of a protected characteristic. An obvious example of this is not interviewing or appointing a woman of child-bearing age, or someone from an ethnic minority. Very often people suspect they may have been passed over for these reasons, but don’t know how to go about proving it.

Indirect discrimination means putting in place a rule or policy that has more impact on someone with a protected characteristic than someone without one and is unlawful when it cannot be objectively justified. Examples of unlawful indirect discrimination include employers insisting that employees must not have beards, or must be of a minimum height or strength. Outlawing beards discriminates against certain religions, and rules about height and strength discriminate against women.

Direct discrimination by association means treating someone less favourably than another person because they are associated with a person who has a protected characteristic. An example of this is a business offering flexible working to all staff, but refusing a man’s request to work flexibly to care for his disabled child. If the manager’s decision is because the child is disabled, this is likely to be direct disability discrimination because of the man's association with his child.

Harassment is unwanted behaviour related to a protected characteristic which has the purpose or effect of violating someone's dignity or which creates a hostile, degrading humiliating or offensive environment. The important thing to note is that it is the effect that matters, not the purpose. Many workplace atmospheres condone sexist, racist, and homophobic banter, which are potential time-bombs if (normally) a woman, someone from an ethnic minority, or of a minority sexual preference takes offence at something that is said, regardless of whether it is directed at them.

Victimisation is treating someone unfavourably because they have taken some form of action under the Equality Act, for example, made a complaint under the Act or supported somebody who is doing so, such as appearing as a witness at an internal hearing or an Employment Tribunal.

Sex Discrimination & The Law

Sex Discrimination in the workplace is where an employer discriminates against an employee because of their sex. The protection under the law applies to all aspects of employment including recruitment, promotion and dismissal. The Equality Act 2010 protects employees; agency workers; contractors, freelancers and the self-employed; partners; directors; apprenticeships and even work experience persons.

Sex discrimination may be considered lawful in some circumstances; when the gender is an occupational requirement or where a “positive action” policy has been adopted to address an unbalanced workplace, and where it can be shown a person of a particular gender was hired to balance the gender difference.

To illustrate, an example of direct sex discrimination would be where a male employee was promoted ahead of a female employee with more experience and qualifications.  An example of indirect sex discrimination would be where an employer adopts an early working hours policy which would apply to all employees. Although it may not seem discriminatory at first because more women take responsibility for childcare, this will affect more women than men and the employer can leave themselves open to an indirect discrimination claim. Such a claim can be justified, however, where the employer can show there was a “proportionate measure of achieving a legitimate aim”.

Contact our Employment Law Solicitors London

We are a team of high-calibre employment law litigators, recognised for our advocacy skills and excellent client satisfaction. We specialise in handling complex and high-value claims on behalf of directors, executives, senior management and employees, particularly in the financial industry.  We also advise SME's, Charities, Schools and other organisations on employment law matters.  We are experts in the employment field with an outstanding track record of success in contentious cases against some of the City's largest institutions. We are always transparent about costs involved and offer a no-win-no-fee service for larger claims. Give us a call to discuss how we can help you today on 0203 811 7663 or complete our online enquiry form and one of our team will be in touch shortly.

Contact our employment lawyers on 02071674800 or contact us online.


Cavendish Award Logo

Get in touch

Whether you are an employee, executive, director, senior employer or businessowner we promise swift, confidential and expert advice.
Out of Hours & Weekend Advice Available
Please let us know your name.
Please let us know your email address.
Please enter a valid telephone number
Please let us know your message.
Invalid captcha

What our clients say

View all our testimonials
Contact us today for expert advice on employment law issues.
Call us on 020 7167 4800