Discrimination
Workplace discrimination can happen at any stage of employment. Whether it’s in recruitment, performance management, or dismissal, employers have a legal duty to act fairly. We help businesses prevent and respond to discrimination issues under the Equality Act 2010. If a claim is made, the financial and reputational risks are high. Tribunal awards are uncapped and may include injury to feelings and uplifts for procedural failures.
Equality, diversity, and anti-harassment policies
We write and review clear, compliant policies that meet the Equality Act and reflect the latest case law. These documents help reduce risk, improve culture, and show the steps you’re taking to demonstrate compliance.
Unconscious bias and lawful decision-making training
Our training for leaders, HR, and wider teams covers fair recruitment, inclusive workplace practices and defensible decisions throughout the employee journey.
Reasonable adjustments and capability
We advise on disability and long-term health conditions, helping you manage absence or performance issues in a fair and balanced way. We’ll make sure your adjustments are reasonable and proportionate to your operational needs.
Grievances and disciplinary matters
We can help you investigate fairly, avoid procedural pitfalls, and draft clear letters, and outcomes. We’ll also help you manage risks around victimisation and retaliation.
ACAS and Employment Tribunal
Representing employers through ACAS Early Conciliation and at Tribunal. From strategy to advocacy, we’ll support you with through the entire claim process.
Settlement agreements and confidential resolutions
Drafting and negotiating settlement agreements quickly and effectively, allows us to help secure your confidentiality, protect your position, and move on with minimal disruption.
Questions we’re often asked
Yes. Employers are vicariously liable unless they can show they took reasonable steps to prevent discrimination.
No. Tribunals can award unlimited compensation, including financial losses, injury to feelings and ACAS uplifts.
Usually three months less one day from the discriminatory act, not counting time spent in ACAS conciliation.
It means showing you had policies, training, and enforcement in place to prevent discrimination. It can reduce your liability.
Yes. If an employee has a disability, the law requires you to make reasonable changes to remove substantial disadvantages.
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For more information or a no obligation discussion, please call or email our team today.
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