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Our solicitors are specialists qualified to advise on all matters related to employment law. They are experienced at handling sexual discrimination cases and can represent individuals anywhere in the United Kingdom. Making a claim is completely risk free because we utilize a no win, no fee payment structure. If we're not successful in obtaining compensation for your sexual discrimination claim, then you pay absolutely no legal fees or expenses. Contact us today for a free consultation. One of our solicitors will discuss your case with you and provide you with confidential, no obligation advice. Simply complete the contact form or call us on our helpline.
- The Sex Discrimination Act 1975 – This act makes it illegal to treat someone differently because of their sex or marital status.
- The Equal Pay Act 1970 – Under the terms of this act, an employer must pay men and women equally for doing the same job.
- The Equal Opportunities Commission Code of Practice 1985 – This code requires employers to provide equal opportunities for both men and women in the workplace.
- The Employment Equality Regulations 2003 - These regulations protect individuals from employment discrimination based on their sexual orientation or preferences.
Sexual discrimination can occur in one of two ways. There is direct sexual discrimination and indirect sexual discrimination. Direct sexual discrimination is blatant, undeniable discriminatory behaviour. Basically, the employer outright treats a person less favourably than others because of that person's sex.
Indirect sexual discrimination is just the opposite. The employer tries to disguise the sexual discrimination by placing obstacles in the path of one sex or the other. For example, the employer might set an arbitrary height requirement so that fewer women than men will qualify for the job. These discriminatory rules and requirements amount to denying individuals equal employment opportunities.
Treating an employee in an inferior manner because of a condition unique to their gender is also considered sexual discrimination. One such example is pregnancy. It is illegal for an employer to terminate a woman's employment or otherwise treat her unfavourably because she is pregnant. She also cannot be dismissed from employment for attending antenatal doctor appointments.
In some situations, what is known as "positive" sexual discrimination is legal. For example, an employer is free to hire only women to serve as toilet attendants in a women's bathroom.
The process of receiving compensation for sexual discrimination starts with making an application to the Employment Tribunal. The Tribunal carefully reviews the evidence put forth to determine whether one of the sexual discrimination laws has been violated. These are the regulations, code and acts that cover sexual discrimination:
You are not required to work with a solicitor in order to make an application to the Employment Tribunal for a sexual discrimination claim. Likewise, you are not required to have an attorney present during any of the hearings. Note, however, that there is no statutory limit on the amount of damages the Employment Tribunal can award for sexual discrimination claims. With so much money at stake, you should carefully consider whether you want to go without assistance from an experienced solicitor who specialises in sexual discrimination law. Furthermore, employers virtually always hire highly-skilled solicitors to vigorously represent their interests. Without your own legal representation, you will be at a disadvantage.
If you believe you have been the victim of sexual discrimination, a solicitor can help you protect your rights. Our solicitors provide free, no obligation advice. Simply fill out the contact form or call us on our 24/7 helpline.