Discrimination Solicitors
Specialist employment discrimination solicitors in London and the South East – supporting employees facing discrimination based on race, sex, disability and other protected characteristics.
Discrimination at work? Know your rights & what you can do next.
Discrimination at work can shake your confidence and leave you feeling isolated, angry or stuck. Maybe you’ve been overlooked for a role or promotion, targeted or pushed out – or maybe you’ve just had enough of being treated differently because of who you are.
You don’t have to put up with it. And you don’t have to face it alone.
We’re specialist employment discrimination solicitors working with employees and senior executives across London, the South East and beyond. Whether the discrimination started at interview stage, crept in over time, or led to your dismissal, we’ll help you understand your rights and take the right action for you.
With expert advice, flexible appointments and a focus on what matters to you, we’re here to help you move forward on your terms.
Protected characteristics under the Equality Act 2010
Under the Equality Act 2010, it’s unlawful for your employer to treat you unfairly because of a protected characteristic. These are specific aspects of your identity the law is designed to safeguard in the workplace:
- Age.
- Disability – including conditions such as autism, ADHD and other forms of neurodiversity.
- Gender reassignment.
- Marriage or civil partnership.
- Pregnancy or maternity – including unfair treatment linked to your role as a working parent.
- Race – including nationality, ethnic origin and skin colour.
- Religion or belief.
- Sex.
- Sexual orientation.
If your experience at work is connected to any of these characteristics, you may have a claim for unlawful discrimination. We’ll help you understand your rights and the steps you can take.
Call our employment law team on 020 8681 8140 or
How discrimination happens at work.
Discrimination at work isn’t always obvious. It may be direct, such as treating you less favourably because of a characteristic like race, sex or disability. Or it may be indirect, such as applying a policy that puts people like you at a disadvantage.
Here’s how it works in law:
- Direct discrimination – This arises if you’re treated less favourably than someone else because of a protected characteristic. The comparison doesn’t need to be with a real person 0 it can be hypothetical.
- Indirect discrimination – This occurs when an employer applies a provision, criterion or practice that puts a group of people with a certain characteristic at a particular disadvantage. For example, a rule that all employees must work full-time might indirectly discriminate against women, who are statistically more likely to have childcare responsibilities.
Discrimination isn’t always intentional. Unconscious bias – where people make decisions based on stereotypes they may not even realise they hold – can still lead to unfair treatment. So can microaggressions – small, repeated behaviours or comments that create a hostile or undermining environment. These patterns can still amount to unlawful discrimination or harassment.
Other unlawful behaviour includes:
- Harassment – unwanted conduct related to a protected characteristic, such as offensive comments or bullying.
- Victimisation – being penalised for making a complaint about discrimination or supporting someone who has.
Protection under the Equality Act 2010 applies at every stage of employment – from recruitment to dismissal, and sometimes even after employment ends. In some cases, employers may argue an ‘occupational requirement’ defence, but this only applies to very specific roles and is tightly limited by law.
How we help with discrimination at work
We know it takes courage to speak up. When you contact us, we’ll listen carefully and explain your options clearly. We can:
- Assess your case – giving you a realistic view of your legal position.
- Raise a grievance – supporting you through your organisation’s internal grievance processes if you’re still employed.
- Negotiate on your behalf – including settlement agreements where appropriate.
- Represent you in tribunal – with strategic support throughout.
Our discrimination solicitors are discreet, efficient and practical. Whether you’re aiming to stay in your role with support, leave with fair compensation, or take legal action, we’ll support you every step of the way.
Meet our employment law partners
Ready to talk? Here’s how to get started.
- Extensive experience in discrimination cases – Supporting employees through grievances, negotiations and employment tribunals.
- Recognised expertise and trusted credentials – Legal 500 ranked, Lexcel accredited and members of the Employment Lawyers Association.
- Flexible and responsive – Offices across London and the South East, with remote advice wherever you are.
- Highly rated by clients – Known for clear advice, responsiveness and strong outcomes in sensitive workplace issues.
Call our employment law team on 020 8681 8140 or
Ready to talk? Here’s how to get started.
Discrimination at work can be hard to process – but taking the first step doesn’t have to be. Here’s how we make it simple to get support:
Frequently asked questions
Can I bring a claim if I’ve been treated unfairly but not dismissed?
Yes. You don’t need to be dismissed to have a valid claim. If you’ve experienced discrimination, harassment, victimisation or a detriment because of whistleblowing, you may be entitled to bring a claim while still employed or even after you’ve left. Our employee solicitors can help you assess the strength of your position and advise on the best way to approach it - whether that’s internal resolution, negotiation or legal action.
Can I bring a whistleblowing claim if I’ve already left my job?
Yes, you can. Many whistleblowers only seek legal advice after they’ve been pushed out, dismissed or forced to resign. If the reason for your departure is linked to your disclosure, you may still have a claim. Time limits are strict - usually three months minus one day from the act of retaliation or dismissal. Our whistleblowing solicitors will assess your situation, check whether the disclosure qualifies, and advise on next steps.
Can I get help with bonus disputes or unpaid commission?
Absolutely. We regularly act for employees and senior professionals in disputes over unpaid or withheld bonuses, commissions, share options, and long-term incentive plans (LTIPs). Whether your employer is refusing payment, has changed the bonus scheme, or you're leaving the business partway through a performance period, our employee solicitors will assess the terms of your contract and help you recover what you’re entitled to - through negotiation or legal proceedings if necessary.
Do I need a solicitor for a settlement agreement – and can I challenge the terms?
Yes. You are legally required to take independent legal advice before signing a settlement agreement - and that advice should come from a solicitor who specialises in employment law. Settlement agreements often contain complex terms about compensation, notice pay, references, confidentiality and post-employment restrictions. Our employment lawyers will review the agreement in full, explain the legal and financial implications, and make sure you're not waiving important rights without fair compensation. If the terms are unclear, too restrictive, or simply not good enough, we’ll negotiate on your behalf to improve them. Many of our clients come to us unsure about what’s fair - we give you clarity, protect your interests and help you leave on the right terms, with confidence in the agreement you've signed.
What are restrictive covenants and can they be enforced?
Restrictive covenants, also know as non-compete or post-termination clauses, are terms in your contract that may prevent you from working for a competitor, contacting former clients, or sharing confidential information after your employment ends. Not all restrictions are enforceable - they must be reasonable in scope and duration. We’ll review your contract, explain your obligations, and advise on whether the covenants are likely to be enforced. If needed, your employment lawyer can help you challenge or negotiate them to protect your future opportunities.
What does it cost to get employment law advice?
We understand that cost is a key consideration when seeking legal advice. We’re always upfront about fees, and we’ll explain the likely costs before any work begins. For straightforward matters like settlement agreements, our employee solicitors often offer fixed fees - which your employer may cover. For more complex issues, such as disputes or tribunal claims, we’ll discuss hourly rates or alternative funding options. Our aim is to give you clarity, not surprises. You can find more information on how we price our employment law services on our pricing page.
What if I’ve blown the whistle and I’m now being treated badly?
If you’ve reported wrongdoing - such as health and safety breaches, financial misconduct or discrimination - and are now being mistreated, you may be protected under whistleblowing law. This includes protection from dismissal, demotion, or other retaliatory treatment. We’ll assess whether your disclosure is legally protected and advise on the best course of action - including negotiating a resolution or pursuing a tribunal claim if your rights have been breached.
What should I do if I’m being bullied or harassed at work?
Bullying and harassment can have a serious impact on your mental health and ability to do your job. If you’re being intimidated, excluded, or undermined - particularly by someone in a position of authority - you have options. We can help you raise a grievance, protect your legal rights and, where necessary, our workplace harassment lawyers can help you to take formal action. You’re entitled to a workplace free from harassment, and we’ll help ensure you’re treated with the dignity and respect you deserve.
Contact us
Contacting the right person couldn’t be easier. Use our form or call us to speak to an experienced employment solicitor in confidence.
Please note we do not offer legal aid or no win no fee agreements.