Sex Discrimination Solicitors
Specialist sex discrimination solicitors in London and the South East – supporting employees and executives facing unfair treatment at work.
Treated unfairly at work because of your sex? We’re here to help you take action.
No one should be treated differently at work because of their sex. But for many people, bias, inequality and outdated assumptions still shape how they’re treated – from pay and promotion to everyday interactions.
At Thomas Mansfield Solicitors, we act for employees and senior professionals who are experiencing sex discrimination at work – whether that’s being underpaid, overlooked, unfairly managed or pushed out of their role. We understand the personal and professional toll it takes – and we’re here to help you take action.
Whether you want to stay and challenge what’s happening or leave with fair terms, we’ll help you understand your rights – and take control of what comes next.
What sex discrimination looks like in the workplace
Sex discrimination isn’t always easy to spot – especially when it’s embedded in workplace culture or policy. But we help clients identify patterns, assumptions and unfair treatment that have real legal consequences.
Common examples include:
- Being paid less than a colleague of the opposite sex for the same or similar role.
- Passed over for promotion, training or stretch opportunities based on gender.
- Sidelined after maternity, paternity or shared parental leave.
- Refused or penalised for requesting flexible working due to family responsibilities.
- Working in a culture that rewards long hours and presenteeism, disadvantaging those with caregiving roles.
- Sexist comments or inappropriate ‘banter’ that’s ignored or brushed off.
- Unequal dress codes or behaviour expectations, often applied more strictly to women.
- Unfair redundancy or capability processes based on biased assumptions.
- Asked about your family or plans for children during interviews or appraisals.
- Excluded from projects, events or decision-making spaces because of gender-based assumptions.
These may amount to direct or indirect discrimination, and in some cases, harassment or victimisation.
Whatever the situation, we’ll help you assess the legal position and plan your next step.
Call our employment law team on 0204 571 1443 or
Understanding sex discrimination under the Equality Act 2010.
Sex discrimination means being treated unfairly at work because you are a man or a woman. It may happen as early as the recruitment stage or develop during your employment – sometimes in very subtle ways, often reinforced by workplace culture or policies that aren’t applied equally.
There are four main types of sex discrimination under the Equality Act 2010:
- Direct discrimination – Being treated less favourably because of your sex.
- Indirect discrimination – When a rule or policy applies to everyone, but disadvantages one sex more than the other.
- Harassment – Unwanted behaviour or comments related to your sex that create a degrading, humiliating or hostile environment.
- Victimisation – Being treated badly for raising or supporting a complaint of sex discrimination.
Discrimination often overlaps with pregnancy and maternity discrimination or parental discrimination, particularly where assumptions are made about your availability, ambition or future plans.
How we support employees facing sex discrimination
We support employees and senior professionals across a wide range of sectors, including finance, professional services, law, healthcare and education, who are ready to take action over unfair treatment.
Whether you want to stay in your role and be treated fairly, secure a promotion or pay rise that reflects your contribution or exit with dignity and appropriate compensation, we’ll help you get there.
Our support includes:
- Advising clearly on your rights and position – Including whether the treatment you’ve experienced is unlawful.
- Supporting you in raising concerns internally – Through a grievance or informal process.
- Negotiating better terms – Whether that’s improved working arrangements, promotion, or a financial settlement.
- Representing you in an employment tribunal – With calm, strategic expertise.
- Protecting your professional reputation – While helping you plan for what’s next.
Our team combines strong legal knowledge with discretion, empathy and a practical focus. We’ll work with you to take the right action – at the right time – and achieve an outcome that reflects your goals and values.
Meet our employment law partners
Why choose Thomas Mansfield Solicitors.
- Trusted with complex discrimination claims – Including pregnancy, parental leave, harassment and unequal pay.
- Easy to work with – Offices in London and the South East, plus remote consultations for fast, flexible support wherever you are.
- Highly rated by clients – Known for clear advice, strong results and a supportive approach during stressful moments.
- Recognised for expertise and service – Legal 500 ranked, Lexcel accredited and members of the Employment Lawyers Association.
Call our employment law team on 020 4579 5997 or
What to do if you’re experiencing sex discrimination at work.
You don’t have to put up with unfair treatment – and you don’t have to handle it alone. Here’s how we make it easy to take the next step:
Frequently asked questions
What counts as sex discrimination at work?
Sex discrimination happens when you're treated unfairly because you're a man or a woman. It could involve being paid less than someone of the opposite sex for doing the same job, being overlooked for promotion, or being dismissed due to assumptions about your responsibilities or plans. It may also include harassment, like sexist jokes or unwanted behaviour, or policies that unfairly affect one sex. If your treatment relates to your sex and puts you at a disadvantage, it could be unlawful - and we’ll help you understand your rights.
I was asked about having children in an interview – is that legal?
No. Questions about your plans to have children or your ability to balance work and family life are inappropriate and potentially discriminatory. These assumptions can unfairly affect hiring decisions and reinforce gender stereotypes. If you feel a job offer or promotion was withdrawn - or never given - because of your answers, we can help you take it further.
How can you help if I don’t want to take legal action?
You don’t have to go to tribunal to get results. Many clients want to resolve things discreetly - by raising concerns, negotiating changes or agreeing to leave with a settlement agreement. We’ll help you explore your options, guide you through grievance or negotiation processes and protect your position throughout. If a settlement is right for you, we’ll make sure the terms are fair, clear and in your best interests. And if you later decide to bring a claim, we’ll make sure you’re fully prepared.
Do I need to raise a grievance before I can take legal action?
Raising a grievance isn’t legally required before bringing a claim, but it’s often a sensible first step and it could reduce any compensation. It gives your employer a chance to resolve the issue internally and shows that you’ve tried to deal with the matter constructively. It can also strengthen your position in any future negotiations or claims. We can advise you on whether a grievance is appropriate, help you draft it, and support you throughout the process - so you don’t have to face it alone.
Can men experience sex discrimination too?
Absolutely. Sex discrimination laws apply to everyone - not just women. Men may experience discrimination in contexts such as rejection from job applications in predominantly female industries or where male managers side-line male juniors in favour of females. Companies might make assumptions that a particular type of work is suitable for a man, which could be unlawful. Men may experience sex harassment, for example, comments related to baldness. We act for both men and women and will help you take action if you’ve been treated unfairly due to your sex.
What’s the difference between direct and indirect discrimination?
Direct discrimination is when you're treated less favourably because of your sex - for example, being paid less than a male colleague. Indirect discrimination is subtler. It’s when a rule or policy applies to everyone but has a worse impact on one sex. For instance, requiring everyone to work late without considering caring responsibilities may disadvantage women. Both types are unlawful under the Equality Act. We’ll help you identify what’s happening and advise on how to respond.
What if I was dismissed while on maternity or parental leave?
Dismissal during or shortly after maternity or shared parental leave is a red flag. Employers must follow strict rules, and any decision influenced by your sex or parental status could be discriminatory and unlawful. Even if the dismissal is framed as redundancy or capability, you may still have a claim. We’ll look at the facts and advise on whether you’ve been treated fairly - and what you can do if not.
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.