Discrimination at Work: The Equality Act and Your Rights
The Equality Act 2010 protects everyone in work from discrimination, harassment, and victimisation based on nine protected characteristics. Discrimination is one of the most serious workplace wrongs, and one of the most under-reported. This guide explains what discrimination looks like, your legal rights, and how to take action.
Get instant help right now
A Citizens Advice appointment can take weeks. Our free assistant is available 24/7 with no appointment, giving you clear, step-by-step answers about your exact situation, what to do next, and the deadlines that matter.
Need to take action? It can draft a ready-to-send formal letter for you (optional, from £4.99).
England, Scotland, Wales & Northern Ireland.
The 9 protected characteristics
The Equality Act 2010 protects you from discrimination based on:
These protections apply to employees, workers, job applicants, apprentices, and in some cases self-employed contractors.
Types of discrimination
Treating you less favourably because of a protected characteristic. Example: not promoting a woman because of assumptions about childcare responsibilities.
A policy or practice that applies to everyone but puts people with a protected characteristic at a disadvantage. Example: requiring all staff to work Sundays, which disproportionately affects some religious groups.
Unwanted conduct related to a protected characteristic that has the purpose or effect of violating dignity or creating an intimidating, hostile, or humiliating environment. Includes sexual harassment.
Treating you unfairly because you've made a complaint about discrimination or supported someone who has.
For disabled workers, failure to make changes to working arrangements or premises that would remove a substantial disadvantage.
Disability discrimination, reasonable adjustments
Employers have a duty to make reasonable adjustments for disabled employees and job applicants. This means changing something about how the work is done, the physical working environment, or providing auxiliary aids.
- ✓You can request adjustments at any stage of employment including recruitment
- ✓Examples include: flexible hours, home working, adapted equipment, adjusted duties, a phased return after illness
- ✓The employer must consider adjustments, they don't have to agree to every request, but must show the refusal is reasonable
- ✓Refusing to make an adjustment is discrimination unless the employer can justify it
- ✓You don't need a formal diagnosis to be covered, you need to show a "physical or mental impairment" with a "substantial and long-term" adverse effect on normal activities
What to do if you're being discriminated against
Compensation for discrimination
Unlike unfair dismissal, there is no cap on compensation for discrimination claims. A tribunal can award:
- ✓Compensation for financial loss (lost earnings, future loss)
- ✓Injury to feelings, from £1,100 to over £44,000 depending on severity
- ✓Personal injury if there's medical evidence of psychological harm
- ✓A recommendation that the employer takes steps to prevent future discrimination
- ✓ACAS uplift of up to 25% if the employer failed to follow the ACAS Code
Get instant help right now
A Citizens Advice appointment can take weeks. Our free assistant is available 24/7 with no appointment, giving you clear, step-by-step answers about your exact situation, what to do next, and the deadlines that matter.
Need to take action? It can draft a ready-to-send formal letter for you (optional, from £4.99).
England, Scotland, Wales & Northern Ireland.
Frequently asked questions
What are the 9 protected characteristics in UK law?
The Equality Act 2010 protects you from discrimination based on: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. All employees and most workers are covered from day one of employment, there is no qualifying period.
What is the difference between direct and indirect discrimination?
Direct discrimination is treating someone worse because of a protected characteristic, for example, refusing to promote someone because they are pregnant. Indirect discrimination is applying a rule or practice that appears neutral but puts a group with a protected characteristic at a particular disadvantage, for example, a blanket policy against flexible working that disproportionately affects women.
Is there a cap on discrimination compensation?
No. Unlike unfair dismissal, there is no statutory cap on discrimination compensation. Tribunals can award compensation for financial loss, injury to feelings, and personal injury. Injury to feelings awards range from £1,100 to over £45,000 depending on severity. Cases involving deliberate or repeated discrimination can result in much higher awards.
What is a reasonable adjustment?
Employers must make reasonable adjustments for disabled employees to remove barriers that put them at a substantial disadvantage. Examples include providing specialist equipment, allowing flexible working or working from home, adjusting targets during recovery, or moving someone to a ground-floor office. What is 'reasonable' depends on cost, practicality, and the size of the employer.
How long do I have to bring a discrimination claim?
You must submit your claim to the Employment Tribunal within 3 months less one day from the act of discrimination. Before doing so, you must notify ACAS early conciliation. The 3-month clock may be extended in limited circumstances, but tribunals are strict about time limits, do not delay.
Related guides
Found this useful? Link to it
If you run a site, write an article, or help others with their rights, please link to this guide, it helps more people find free, reliable guidance.