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DTM Legal
5/5
350+Reviews
Chester Office: 01244 354 800
Liverpool Office: 0151 321 0000

Discrimination Services for Employers

Practical employment law advice to help employers prevent discrimination, manage sensitive complaints and create fairer, legally compliant workplaces.

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Workplace discrimination concerns can arise at every stage of the employment relationship, from recruitment and promotion to absence management, workplace conduct, redundancy and dismissal. Allegations can be sensitive and disruptive, with potential consequences for employee relations, reputation and Employment Tribunal risk.

DTM Legal advises employers of all sizes on preventing and responding to discrimination, harassment and victimisation. We support HR professionals and managers with complaints involving age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. These are the nine protected characteristics recognised under the Equality Act 2010.

Our Employment & HR solicitors can help employers review their policies, train managers, consider reasonable adjustments, investigate complaints and defend Employment Tribunal claims. We provide practical advice that reflects the individual circumstances while helping the organisation make fair, consistent and properly evidenced decisions.

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Workplace Discrimination Legal Services

We provide practical advice and support across a wide range of discrimination and equality matters, including:

  • Advising on direct and indirect discrimination
  • Disability discrimination and reasonable adjustments
  • Harassment and sexual harassment
  • Victimisation following discrimination complaints
  • Pregnancy and maternity discrimination
  • Age, race, religion or belief and sex discrimination
  • Sexual orientation and gender reassignment discrimination
  • Equality issues affecting marriage and civil partnership
  • Drafting and reviewing equality, diversity and inclusion policies
  • Anti-harassment and bullying policies
  • Sexual harassment risk assessments and prevention strategies
  • Advising on recruitment, promotion and selection processes
  • Reviewing workplace rules, dress codes and working arrangements
  • Supporting employees returning from family-related leave
  • Advising on discrimination risks during absence and capability procedures
  • Equality considerations during redundancy and restructuring
  • Advising on flexible working and hybrid working arrangements
  • Planning and conducting discrimination investigations
  • Supporting grievance, disciplinary and appeal procedures
  • Negotiating settlements and preparing settlement agreements
  • Defending discrimination claims in the Employment Tribunal
  • Delivering equality, diversity and anti-harassment training

Why Instruct DTM Legal?

Discrimination concerns often overlap with other workplace issues, including sickness absence, performance, flexible working, grievances, restructuring and dismissal. Our Employment & HR team considers the wider circumstances rather than treating the allegation as an isolated issue.

We provide clear and commercially focused advice from the earliest stages of a matter. This can include identifying immediate risks, planning an impartial investigation, advising on reasonable adjustments and helping decision-makers reach an outcome supported by the available evidence.

We also help employers take proactive steps to reduce future risk through effective policies, practical training and consistent management processes. If a complaint develops into Acas Early Conciliation or an Employment Tribunal claim, we can continue to advise and represent the organisation throughout the dispute.

We provide:

  • Practical and commercially focused employment law advice
  • Early assessment of discrimination and reputational risks
  • Support with complex and sensitive employee complaints
  • Clear guidance on reasonable adjustments
  • Assistance with investigations, grievances and disciplinary action
  • Preventative policies, training and workplace reviews
  • Representation in Employment Tribunal proceedings

Get in Touch

Whether you are responding to a discrimination complaint, considering reasonable adjustments or reviewing your organisation’s preventative measures, our Employment & HR team can help you take a fair and legally compliant approach.

To discuss your requirements, contact us by emailing employment@dtmlegal.com or calling 01244 354 800 / 0151 321 0000.

Key Contact
Partner / Head of Employment & HR
DTM Legal
5/5
350+Reviews

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Key Considerations When Managing Workplace Discrimination

Reviewing the facts carefully and taking prompt, proportionate action can help employers protect those involved and reduce the risk of a complaint escalating. Read our Key Considerations guide to understand some of the points a solicitor may wish to discuss when responding to your enquiry. It can help you prepare the relevant information and make your initial conversation more productive.

View Key Considerations
DTM Legal
5/5
350+Reviews

Employment & HR Team

Tom Evans

Partner / Head of Employment & HR
Jamie-Lea Taylor

Paralegal, Residential Conveyancing
Molly Drake

Solicitor, Commercial Property
Alison Brennan

Head of Compliance and Service Delivery

Frequently Asked Questions

Commonly asked questions regarding legal services for employers concerning discrimination in the workplace.

Discrimination can include treating someone less favourably because of a protected characteristic, applying a rule that disadvantages a particular group, subjecting someone to harassment or treating them negatively because they raised or supported a complaint.

It can occur during recruitment, employment or termination and may arise from formal management decisions or the behaviour of colleagues. Employers should therefore consider both their workplace procedures and everyday working culture.

Acknowledge the complaint promptly, establish what the employee says has happened and consider whether any immediate safeguards are required. The employer should then determine whether the issue can be addressed informally or requires a formal investigation.

The process should be impartial, confidential as far as reasonably possible and consistent with the organisation’s grievance and equality procedures. Both the complainant and the individual accused should be given a fair opportunity to provide evidence and explain their position.

Employers must consider reasonable adjustments where they know, or could reasonably be expected to know, that a job applicant or worker is disabled and is placed at a disadvantage.

Possible adjustments may include changes to hours, duties, equipment, procedures, targets or the working environment. Employers should discuss the request with the individual, consider available medical or occupational health evidence and explain their decision clearly.

An employer may be held responsible for discriminatory conduct carried out by an employee in the course of their employment. The individual responsible may also face a claim personally.

An employer may have a defence if it can demonstrate that it took all reasonable steps to prevent the conduct. Clear policies, meaningful training, effective reporting arrangements and prompt responses to previous concerns may all be relevant.

No. An individual can bring a workplace discrimination claim regardless of their employment status or how long they have worked for the organisation. Protection also extends to job applicants and can therefore apply before employment has begun.

This makes it important for employers to consider equality risks during recruitment, probation and early employment, rather than focusing only on employees with longer service.

What our Clients Say

See what our customers have to say about their experience

Review Solicitors Stars
5/5 350+Reviews
Steve Tatham
26/04/2026
Tom Evans provided an excellent service regarding my recent Voluntary Redundancy. Tom was friendly, knowledgeable and helpful in supporting the processing of the legal documentation around redundancy. Tom was very timely and managed our sessions well to ensure we didn’t overrun. I would highly recommend Tom and use him again if I needed legal support.
Ellie
27/10/2026
DTM’s employment department has dealt with a couple of matters on our behalf. They have dealt with all matters efficiently, providing clear advice on employment law, whilst also understanding the commercial aspects of suggested actions.
Mia
15/10/2023
They feel like an extension to our business. They fully understand our business inside and out and are very responsive and provide a huge level of support.

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