The Equality Act 2010 protects people from discrimination because of specified protected characteristics. Discrimination can take different forms, including direct discrimination, indirect discrimination, harassment and victimisation.

It can arise from an individual decision or behaviour, but it can also result from a workplace policy or practice that disadvantages a particular group. We can review the circumstances and help you understand whether the treatment you have experienced may fall within the protections of the Equality Act.

Bullying and harassment are not necessarily the same thing in law.

Workplace bullying can involve intimidating, offensive, humiliating or unreasonable behaviour, but there is no standalone legal claim specifically for bullying. Depending on the circumstances, other employment rights may still be relevant.

Harassment under the Equality Act is a specific form of unlawful conduct. The Act protects against particular types of unwanted conduct connected with protected characteristics and also contains specific protection against sexual harassment.

If you are unsure whether behaviour amounts to harassment, bullying or another workplace issue, we can help you understand which legal protections may apply.

Yes. Raising a discrimination complaint does not necessarily mean that your employment relationship has to end.

Depending on the circumstances, you may initially raise the issue informally or through your employer’s formal grievance procedure. ACAS recommends raising workplace discrimination concerns with the employer and doing so as soon as possible where appropriate.

The Equality Act also protects individuals against victimisation where they suffer a detriment because they have done certain protected acts connected with discrimination law, such as making or supporting a discrimination complaint.

Yes. Equality Act protections are not limited to day-to-day treatment once someone is established in a role.

Discrimination can potentially arise during recruitment, in the terms on which employment is offered, access to training or promotion, disciplinary and grievance procedures, working conditions, dismissal, redundancy and the provision of employment references.

If you believe a workplace decision was influenced by a protected characteristic, we can review the circumstances and advise whether further action may be appropriate.

Employment Tribunal claims are subject to strict deadlines, and you should seek advice as soon as possible rather than waiting until the end of an internal grievance process.

As at August 2026, the usual time limit for most Employment Tribunal claims is three months less one day. From 1 October 2026, the time limit for the majority of Employment Tribunal claims will increase to six months.

You will normally also need to notify ACAS before starting Tribunal proceedings, and Early Conciliation can affect how the deadline is calculated. Because discrimination cases can involve a single event or a series of connected acts, obtaining advice about the specific deadline applying to your circumstances is important.