Discrimination awards are uncapped and are potentially substantial.  Employers are generally anxious to avoid the adverse publicity and stigma of tribunal findings against them.  Conduct which falls short of the expectations of a modern, open-minded and inclusive society is of interest to the press and to the general public, whilst employers are often keen to avoid adverse publicity resulting from systems failure or personal error.

Discrimination can be direct, namely, less favourable treatment on a particular prohibited grounds, or indirect, if a requirement is imposed which persons from a particular group are less able to satisfy, causing them disadvantage. Discrimination can also take the form of victimisation, for example, because they have alleged discrimination previously.

Discrimination can occur before, during or after employment has ended.

We regularly advise employers on allegations of discrimination on any of the prohibited grounds, being gender (including maternity issues) and marital status, sexual orientation, race and ethnic origin, age, disability, and religious and philosophical belief.


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