Understanding your rights in workplace discrimination
Discrimination occurs when someone is treated unfairly because of certain personal characteristics such as age, gender, race, disability, or religion. We help you identify your rights and navigate the complex legal processes to protect them.
Discrimination in the workplace affects thousands each year and can touch every aspect of your professional life, including recruitment, promotion, pay, and dismissal. Beyond direct discrimination, where you are treated less favourably due to a protected characteristic, the law also covers indirect discrimination (where a neutral policy disadvantages a group), harassment (unwanted conduct creating an offensive environment), victimisation (unfair treatment for making a discrimination complaint), and even discrimination by association or perception (where you are treated unfairly because of someone else’s characteristic or a mistaken belief about yours. Employers also have a duty to make ‘reasonable adjustments’ for disabled employees.
At Pinney Talfourd, we understand that facing discrimination can feel isolating and stressful. Our experienced team, recognised by Legal 500 for our excellence in employment law, is here to support.
We listen carefully to your story, explaining your options in plain language, and champion your case with empathy and determination. Whether you want to resolve matters internally, pursue conciliation through ACAS, or take your case to an Employment Tribunal, where compensation for discrimination is uncapped, we tailor our approach to what’s right for you. Our commitment is to be your trusted partner through this difficult chapter, securing outcomes that respect your dignity and future.
Our approach is proactive and solution-focused. We don’t just react – we anticipate challenges, prepare you fully, and communicate clearly so you always know where you stand. You can count on us to safeguard your interests with integrity and reliability.
Expert legal knowledge in employment discrimination
Our solicitors have specialist expertise with employment discrimination laws, ensuring your case is handled with confidence and precision.
Personalised and compassionate support
We understand the emotional impact discrimination has. We listen deeply and tailor our advice to your unique situation, offering reassurance alongside robust representation.
Clear, straightforward guidance
We explain each step simply, respecting your time and concerns, so you feel informed and empowered without unnecessary complexity.
Proactive case management
From early discussions to formal claims, we move swiftly and strategically to protect your rights and work towards a resolution that suits you.
Strong courtroom and negotiation skills
Whether representing you in settlement talks or tribunal hearings, we bring tenacity and experience to secure the best possible outcome.
Trusted by clients and peers
Our Legal 500 recognition reflects our reputation for delivering consistently excellent legal services in employment law.
Commitment to long-term relationships
We build trust through reliability and respect, aiming to support you not just now, but whenever life’s challenges arise.
Transparent fees and communications
You receive clear information about costs and progress regularly, ensuring no surprises and total confidence in our partnership.
How we support you through a discrimination claim
Our role is to make a challenging process more manageable. First, we listen carefully to understand your specific experience of discrimination and what outcome you want to achieve. We assess whether your case can be resolved informally or if formal action is needed.
If you choose to proceed legally, we’ll prepare and submit all necessary documents, handle communications with your employer and tribunals, and represent you with both compassion and strength. We understand that before making an Employment Tribunal claim, it is mandatory to engage in ACAS Early Conciliation. This process typically lasts up to twelve weeks and importantly pauses the tribunal time limit whilst conciliation is attempted. If conciliation proves unsuccessful, ACAS will issue a certificate, which is required to proceed to tribunal. Crucially, discrimination claims do not require any minimum length of service with your employer. We also explore alternatives such as mediation to reach fair solutions without protracted litigation though we advise when this may not be suitable for serious discrimination case.
Throughout, we keep communication open and clear, so you’re never in the dark. We advise on risks and possibilities honestly but always with a focus on solutions, resilience, and your peace of mind.
We understand that discrimination cases can be stressful and personal, which is why we act with empathy and discretion. We want you to feel supported as well as legally protected, helping turn a difficult experience into a step towards fairness and confidence.
Clinical Negligence FAQs
We understand you might be looking for answers, so we’ve compiled a list of frequently asked questions to help get you started.
We handle all forms. Discrimination occurs when someone is treated unfairly because of certain personal characteristics, known as ‘protected characteristics’, as defined by the Equality Act 2010. These include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, ethnic or national origins), religion or belief, sex, and sexual orientation.
To bring a discrimination claim, you have a strict time limit of three months less one day from the date the discriminatory act occurred. We recommend contacting us early to preserve your rights.
Before submitting your tribunal claim, you must first contact ACAS to go through their mandatory Early Conciliation process. Importantly, the time spent in Early Conciliation pauses the three-month time limit whilst conciliation is attempted. From December 2025, this process can last up to 12 weeks, after which you will receive a certificate confirming that conciliation has concluded. You will have at least one month from the certificate date to submit your formal claim
Not necessarily. Many cases are resolved through negotiation or mediation, which we actively pursue to save time, stress, and costs.
We provide transparent fee structures upfront and discuss funding options that suit your circumstances to ensure no surprises along the way.
Employers and service providers must take reasonable steps to remove substantial disadvantages faced by disabled people (for example, changes to policies, physical features, or provision of auxiliary aids).
Our team of experts
Charlotte Buck
Senior Associate
Alex Pearce
Partner
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Your key contact
You can contact us now to book an initial consultation. Or for more information please contact Alex Pearce on the details below.
Alex Pearce
Partner