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Discrimination claims

Discrimination claims

Our specialist employment lawyers have a wealth of experience in discrimination law and we regularly advise employers and senior executives in high-value complex discrimination and harassment matters.

As compensation for discrimination claims is uncapped, we work with our clients at a very early stage – usually when a grievance or complaint is first received from the employee or employees – to explore all the legal issues, and to provide clear, coherent advice to reduce the risk of legal proceedings.

It is unlawful for an employer, or its employees, to discriminate against another employee due to their:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or Belief
  • Sex
  • Sexual orientation

Under the Equality Act 2010, anything done by an employee in the course of employment is treated as having also been done by the employer, and that is the reason why we are keen to ensure that our clients have training procedures and policies in place, so that they have the best defence available to show that they took all reasonable steps to prevent the employee from doing the discriminatory act.

Unlike unfair dismissal claims, there is no length of service qualification in order to bring a claim for discrimination. A claim can be brought by an employee, job applicant, contract worker (including an agency worker), a partner or LLP member, and all those seeking to become a partner or an LLP member.

We understand:

  • detail in a case is crucial – and whilst there may not be a “smoking gun” email,  there may be a wealth of other evidence which may persuade a tribunal in your favour;
  • careful and skilful pleading of your case, and  concise and polished witness statements that addresses the relevant facts creates the right impression and provides the best chance of success;
  • tactics in a case – whether a measured approach is appropriate or alternatively when the time is right to be ruthless;
  • when an expertly negotiated exit is the best way forward

We  have particular expertise in:

  • Complex and sensitive discrimination and whistleblowing claims
  • Unfair dismissal, including redundancy and various types of automatic claims;
  • Claims under TUPE and TULR(C)A, and TUPE employee liability information disputes
  • Breach of contract
  • Unlawful deduction of wages and holiday pay claims

High Court Litigation

We have significant expertise in High Court litigation including Injunction experience, particularly in relation to:

  • Disciplinary related matters including unlawful suspension
  • Restrictive covenants
  • Bonus and shares issues and payments

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