Age Discrimination Solicitors
Specialist age discrimination solicitors in London and the South East – providing clear advice and practical support when your age is being used against you.
Treated unfairly because of your age? We can help you take action.
Age should never define your value at work. You have the right to be treated fairly – and to be judged on your ability, not your age. That applies whether you’re starting your career, progressing through it or bringing years of experience to your role.
At Thomas Mansfield Solicitors, we advise employees and senior professionals facing age discrimination at any stage of their working life. You might be:
- Overlooked for opportunities in favour of younger or older colleagues.
- Facing pressure to retire, step aside or move on.
- Judged unfairly as too inexperienced or too set in your ways.
- Managing assumptions about your energy, capability or future plans.
- Experiencing redundancy, performance concerns or exclusion with an age-based undertone.
Whatever your situation, we’ll help you understand whether the treatment you’ve faced is unlawful and what you can do about it.
Our age discrimination solicitors will take the time to understand your goals – whether that’s staying in your role with fair treatment, negotiating a dignified exit or holding your employer accountable through legal action. Our advice is practical, clear and tailored to what matters to you.
How we help
We support employees and executives facing age discrimination at all points in the employment journey:
- Job applicants – Excluded from roles based on age or years of experience.
- Employees – Subject to biased reviews, performance concerns or exclusion from training and promotion.
- Senior professionals – Sidelined or pressured to leave, regardless of continued capability.
- Recently dismissed – Under the guise of redundancy or capability, but with age-based undertones.
We’re known for our work with clients at all levels and across a wide range of sectors. Wherever you are in your career, we’ll guide you clearly and confidentially.
Call our employment law team on 0204 571 1443 or
Understanding your rights under the Equality Act 2010.
The Equality Act 2010 makes it unlawful for your employer to treat you unfairly because of your age. Protection applies to workers of all ages – whether you’re younger and seen as inexperienced or older and perceived as past your peak.
Types of age discrimination include:
- Direct discrimination – Being treated less favourably because of your age, for example being told you’re too young or too old for a role.
- Indirect discrimination – Policies or practices that disadvantage people in a particular age group.
- Harassment – Jokes, assumptions or repeated comments about your age that create a hostile or degrading environment.
- Victimisation – Being penalised for raising an age-related complaint or supporting someone else who has.
Age is the only protected characteristic under the Equality Act where limited exceptions can apply – such as occupational requirements or specific business needs. However, these are narrowly interpreted. We’ll help you understand your position and challenge decisions where appropriate.
Meet our employment law partners
Why employees choose Thomas Mansfield Solicitors.
- Experience across roles and sectors – Advising employees and executives facing age-related treatment at every stage of working life.
- Trusted for age discrimination claims – Supporting clients through internal processes, negotiated exits and employment tribunals.
- Recognised for expertise and client service – Legal 500 ranked, Lexcel accredited and members of the Employment Lawyers Association.
- Accessible and responsive – Offices across London and the South East, with remote support wherever you are.
Call our employment law team on 020 4579 5997 or
What to do if you’ve experienced age discrimination.
Whether you’re still in post or have already left, we’ll help you take the next step with confidence. Here’s how we make it easy to get started:
Frequently asked questions
Will raising a claim affect future job prospects?
Many clients worry about being labelled ‘difficult’ for standing up to discrimination. But raising a claim is your legal right - and you don’t have to tell future employers unless you want to. Settlement agreements are nearly always confidential but, with employment tribunal claims, these usually become public at a certain stage in the case. We can discuss your concerns and help you protect your reputation while taking action.
What’s the time limit for bringing a discrimination claim?
In most cases, you must bring a claim within three months (less one day) of the discriminatory act. This applies whether you're still employed or not. Before going to tribunal, you’ll also need to notify Acas and go through early conciliation. We can help ensure you stay within the time limits and don’t miss your opportunity to act.
What’s the difference between fair retirement and age discrimination?
You can't be forced to retire unless the imposition of an upper age limit is justified or a valid occupational requirement applies, which is rare. If you've been pushed to leave, we’ll help you understand whether it crossed the line into discrimination.
What is age discrimination at work?
Age discrimination happens when you're treated unfairly because of your age - whether you're younger or older than your colleagues. It can include being dismissed, overlooked for jobs, excluded from training, pressured to retire or subjected to jokes or comments about your age. If it affects your role, pay, progression or work environment, it may be unlawful under the Equality Act 2010. We're here to help you assess your experience and take the right next step.
Is it discrimination if I’m told I’m ‘too experienced’ or ‘overqualified’?
It could be. Employers often use coded language like 'overqualified' or 'too experienced' when age is a factor that they are unwilling to acknowledge. If you’re being rejected or overlooked for opportunities based on assumptions about your age, energy or flexibility, this may amount to age discrimination - even if it’s dressed up in vague reasoning. We’ll help you assess whether your treatment crosses the legal line.
Do age discrimination laws apply to younger people too?
Yes - protection from age discrimination applies to all ages. You don’t need to be nearing retirement to have a valid claim. We advise employees of all ages, including those labelled ‘too young’ for promotion or decision-making roles. If your age is being used - directly or indirectly - to limit your opportunities, that may be unlawful.
Can I raise a concern while I’m still employed?
Absolutely. Many people speak to us while they are still in their role and unsure how to raise concerns. With the help of an age discrimination lawyer we’ll help you consider informal conversations, a formal grievance or another approach that protects your position. Acting early can stop issues from escalating - and strengthen your legal position if things do progress.
Can I challenge redundancy if I believe I was selected because of my age?
Yes. Age cannot lawfully be used as a reason for selecting someone for redundancy either directly or indirectly. If your role was cut while younger or older colleagues in similar positions were kept on - or if you were chosen based on assumptions about your age - this could be discriminatory. Our redundancy solicitors can help you challenge the decision or negotiate a fair exit.
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.