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.
Each protected characteristic has its own legal nuances. See our specialist pages on age discrimination, race discrimination, sex discrimination and disability discrimination.
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 – 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 unfair treatment. Harassment related to a protected characteristic is covered on our workplace harassment lawyers page.
- 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, from our employment tribunal lawyers.
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 lawyers
Why choose Thomas Mansfield discrimination solicitors?
- 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.
For a full overview of our employee legal services, visit our employment solicitors for employees page
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 legal advice for employees help avoid a tribunal claim?
Yes - early legal advice for employees can often prevent issues from escalating into formal disputes. Our employee solicitors can help you raise concerns constructively, respond to disciplinary action, negotiate settlements or push for internal resolution. In many cases, this avoids the stress and cost of a tribunal. If legal action does become necessary, we’ll make sure you’re fully prepared and supported every step of the way.
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 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.
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.
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.
What’s the difference between a grievance and whistleblowing?
A grievance is usually a complaint about how you personally have been treated. Whistleblowing involves raising concerns about wrongdoing that affects others or the wider organisation - such as fraud, health and safety breaches or legal violations. Both processes are protected by law, but they involve different procedures and risks. If you're unsure which applies, we’ll help you navigate it properly.
What counts as discrimination at work?
Discrimination at work happens when you’re treated unfairly because of a protected characteristic, like your race, sex, disability or age. It might be obvious - like offensive comments or a demotion - or more subtle, like being excluded, overlooked or held to different standards. It can also include indirect discrimination, where a policy disadvantages people like you. If you're unsure whether your situation qualifies, speak to us - we’ll help you make sense of it.
How do I know if I’ve been unfairly dismissed?
You may have been unfairly dismissed if your employer didn’t have a valid reason or failed to follow a fair procedure. Common examples include being dismissed without warning, without a proper investigation, or because of something discriminatory or retaliatory. You usually need at least two years’ service to bring an unfair dismissal claim, although there are exceptions. We’ll review your case, explain your rights and help you decide whether to challenge the dismissal or explore a negotiated outcome instead.
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.