Our specialist employment solicitors deal with sex discrimination compensation claims in Liverpool. All cases are handled using the no win no fee scheme which ensures that bringing a sex discrimination compensation claim is completely risk free. If you do not win your case then you pay nothing at all. For a free consultation with a sex discrimination solicitor just call our helpline or email our offices or complete the contact form. The advice is confidential and there are absolutely no charges or further obligation.


To receive compensation for sex discrimination, you must make an application to the Liverpool Employment Tribunal (ET). The ET will review the evidence and the facts of your case in order to determine whether there has been a violation of one or more of the applicable statutes. Below is the main legislation that govern these issues:


  • The Sex Discrimination Act 1975 - Under the terms of the Act, it is illegal to treat people differently because of their marital status or sex.
  • The Equal Opportunities Commission Code of Practice 1985 – This code dictates that a business must provide equal opportunities in the workplace to both men and women.
  • The Equal Pay Act 1970 – This act requires employers to give equal pay to men and women who perform the same job.
  • The Employment Equality Regulations 2003 - These regulations make it illegal for an employer to discriminate against a person because of their sexual preferences or sexual orientation.


There is no legal requirement that you use the services of a solicitor when making an application to the Employment Tribunal in Liverpool and you are free to attend the hearing without legal representation. However, a substantial amount of compensation may be at stake. There is no statutory cap on the amount of compensation that the Liverpool Employment Tribunal can award in cases of sex discrimination. Its also worth noting that the Liverpool employer involved will almost always use a highly experienced employment solicitor to represent their interests.

Sex Discrimination Categories

Sex discrimination falls into one of two different categories. First, the discriminatory behavior can be direct. Direct sex discrimination occurs when an employer treats a person differently because of that person's sex. With direct sex discrimination, the illegal behaviour is blatant and irrefutable.


The second type of sex discrimination, indirect discrimination, is much more subtle. Rather than outright discriminatory treatment, indirect discrimination occurs when an employer denies equal employment opportunities to job applicants of a given sex by intentionally placing obstacles in their way. For instance, an employer might arbitrarily require that job applicants be at least 6 feet in height in order to be considered for the position. This type of height requirement would amount to a bigger obstacle for women than for men.


Additionally, it is illegal for an employer to terminate or treat an employee unfavourably because of a condition unique to their gender. One of the most common examples of this is pregnancy. It is unlawful for an employer to terminate a woman for being pregnant or for going to her antenatal doctor appointments.


Note, however, that there are times when "positive" sex discrimination is permissible. For instance, the employer may limit the position of toilet attendant to members of that same sex. Another example would be hiring same sex models for women's or men's clothing.


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