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Wainwright Timms LLP specialises in employment law and has considerable experience in successfully handling discrimination cases.

Discrimination can take many forms but it is important to realise that not all forms of discrimination are unlawful. It is, however, unlawful to discriminate in the workplace on various grounds including, sex, race, age, disability, religion or belief, trade union membership and sexual orientation.

Discrimination can either be direct or indirect.

Direct discrimination is when a person is treated less favourably on the basis of a personal characteristic such as their age, a disability they might have, their race or religion, or their gender or sexual orientation.

Indirect discrimination occurs where a provision, criterion or practice appears to be neutral but in reality, puts people of a certain sex, race, or age group at a particular disadvantage compared with people of a different sex, race or age group. For example, if a job requires its applicants to be over 6 feet tall, female applicants would be indirectly discriminated against. Nevertheless, it can be possible to objectively justify such a provision, criterion or practice if it can be shown to be a proportionate means of achieving a legitimate aim.

How we can help

If you wish to bring a claim in relation to discrimination in the Employment Tribunal, it is important that you act quickly as there is a strict time limit of three months from the date of the most recent instance of discrimination. Simply raising an internal grievance will not be sufficient to prevent the time limit from elapsing. If you require any advice regarding discrimination in the workplace or wish to bring a claim for discrimination against an employer, please do not hesitate to contact us (hyperlink) for a free, initial discussion about to discuss your situation.