Disability Discrimination Solicitors
Harcourt Stirling Solicitors provides expert legal support for employees with disabilities facing discrimination.
You don’t have to face this alone—start with a straightforward, free initial consultation with an employment law specialist to understand your options.
Why choose Harcourt Stirling Solicitors for your disability discrimination matter?
Facing discrimination at work because of a disability can feel overwhelming and isolating. Knowing your rights under the Equality Act 2010 is essential — but the law can be complex.
Disability is more common than many realise: in the 2023/24 financial year, an estimated 16.8 million people in the UK—around one in four of the population—had a disability, according to the Family Resources Survey (FRS). If you fall into this category, it’s important to understand and protect your rights in the workplace.
That’s where we come in. Harcourt Stirling Solicitors is a trusted law firm with experienced employment lawyers. We take the time to understand your situation and provide clear, practical advice tailored to your circumstances – so you can move forward with confidence.
We assist with all types of disability discrimination issues and offer practical solutions to help you understand, challenge, and resolve unfair treatment — whether through informal discussions, internal grievance processes, negotiation, or, where necessary, Employment Tribunal proceedings.
- Transparent and Trusted: Harcourt Stirling Solicitors is proud to have earned positive client feedback on Google and Trustpilot, reflecting our commitment to professionalism, expertise, and responsive client service.
- Experienced Team: Our solicitors have experience handling disability discrimination claims under the Equality Act 2010, ensuring your case is assessed carefully and strategically.
- Strategic Approach: We help determine whether early resolution, negotiation, or formal legal action is the most effective route, creating a strategy that protects your position and supports your objectives.
- Location: Based in Brentford, our disability discrimination solicitors assist clients across England and Wales and offer remote consultations for your convenience.
How Harcourt Stirling Solicitors handle your disability discrimination claim
At Harcourt Stirling Solicitors, we guide employees facing disability discrimination with clarity and confidence. Whether you’re seeking advice, negotiating informally, or pursuing a formal claim, our experienced team provides practical, strategic support every step of the way.
Our process:
- Free initial consultation – We review your circumstances and listen carefully to understand the discrimination you have experienced. This helps identify potential claims and gives you a clear view of your options.
- Case assessment and strategy – We evaluate the strength of your claim, explain your legal rights under the Equality Act 2010, and outline likely outcomes.
- Progressive dispute resolution – Our structured approach is designed to guide you through your options clearly and professionally. Typically, we offer the following three options in order:
- Early Conciliation (ACAS) – Often the fastest and most cost-effective way to resolve disability discrimination disputes without escalating to a tribunal.
- Settlement Agreements – Confidential discussions or negotiated agreements that can address workplace adjustments, compensation, or other remedies without formal proceedings.
- Employment Tribunal – If necessary, we represent you at the tribunal, presenting evidence clearly and advocating for your rights to maximise the chance of a successful outcome.
- Evidence gathering – We assist in collecting documentation, correspondence, workplace policies, medical evidence, and witness statements to support your claim, whether for negotiation, conciliation, or tribunal proceedings.
- Representation and support – We act on your behalf in discussions with your employer or at the tribunal, keeping you informed and supported at every stage.
- Resolution – Our goal is to help you achieve a fair outcome, whether through negotiation, settlement, or tribunal award. Throughout the process, we focus on protecting your rights, managing risk, and providing clarity and confidence.
By combining legal expertise with a structured, client-focused approach, Harcourt Stirling Solicitors helps employees receive the guidance and support needed to pursue their disability discrimination claim effectively.
Speak to an employment law specialist today!
Building a strong case for disability discrimination at work
Disability discrimination at work can take many forms, and understanding what may strengthen a claim helps you take the right steps with confidence.
Our disability discrimination solicitors carefully assess each situation to identify the key factors that may support your claim. A strong disability discrimination case often includes:
- Evidence of discriminatory treatment: Any emails, letters, performance reviews, policies, or correspondence showing that decisions, actions, or behaviour were influenced by your disability.
- Understanding of your rights: Knowledge of your protections under the Equality Act 2010, including reasonable adjustments, and how your employer is expected to comply.
- Documented chronology: A clear timeline of incidents, requests for adjustments, grievances raised, and employer responses strengthens your case.
- Comparators (where relevant): Evidence that employees without a disability were treated more favourably in similar circumstances can support your claim.
- Prompt action: Raising concerns early, following internal grievance procedures, and seeking legal advice quickly can improve outcomes and help protect your rights.
Your rights and options in disability discrimination at work — and how our solicitors can help you
Facing disability discrimination at work can be unsettling, and knowing the steps you can take makes all the difference. Under the Equality Act 2010, employees have the right to be treated fairly and for employers to make reasonable adjustments where needed.
Our discrimination lawyers provide clear guidance on your options and practical support to help you take the right steps.
If you believe you are being discriminated against because of a disability, you may be entitled to:
- Resolve the issue with your employer: Early negotiation, discussions, or internal grievance procedures can sometimes correct unfair treatment or implement reasonable adjustments without formal proceedings.
- Pursue a claim through an Employment Tribunal: If necessary, we guide you through ACAS Early Conciliation and, where appropriate, represent you at the tribunal to present your case clearly.
- Claim remedies or compensation: This can include adjustments to working conditions, back pay, lost benefits, or other measures to address the unfair treatment.
Harcourt Stirling Solicitors can support you at every stage — from informal discussions to tribunal representation. Contact us for a free consultation, and we’ll explain the most appropriate next steps for your situation.
Speak to an employment law specialist today!
How to start your disability discrimination at work case with Harcourt Stirling Solicitors
Facing discrimination at work because of a disability can feel overwhelming, but getting the right guidance from the outset makes the process clearer and more manageable. At Harcourt Stirling Solicitors, we provide practical, step-by-step support to help you pursue your claim with confidence.
- Contact us – Reach out by phone, email, or via our online enquiry form to speak with an experienced disability discrimination specialist. This initial consultation is free and obligation-free, allowing you to explain your situation, ask questions, and receive an initial view of your potential claim.
- Prepare your case – If you decide to proceed, we’ll guide you on gathering all relevant documents, including emails, correspondence, policies, performance records, medical evidence, or any records of requests for reasonable adjustments. We also complete standard legal checks to verify your identity (KYC/AML), ensuring your case can be assessed thoroughly.
- Case assessment – With your documents in order, our solicitors review the details of your situation, evaluate the strength of your claim, and highlight any key issues, including whether comparators or evidence of differential treatment exists.
- Strategy discussion – We explain your rights, outline your options, and discuss potential outcomes, helping you decide whether early resolution, informal negotiations, ACAS Early Conciliation, or a tribunal claim is the most appropriate approach.
- Take action – Once you’re ready, we support and represent you throughout the process, whether through informal discussions, settlement negotiations, or at the Employment Tribunal, helping you pursue remedies, adjustments, or compensation to which you may be entitled.
By combining legal expertise with a structured, supportive approach, Harcourt Stirling Solicitors helps give you the guidance and representation needed to navigate a disability discrimination claim with confidence.
Our disability discrimination specialists
Disability discrimination matters we specialise in
Selected disability discrimination resources
Selected disability discrimination studies
Speak to an employment law specialist today!
Frequently Asked Disability Discrimination At Work Questions
What is disability discrimination at work?
Scope defines disability discrimination at work as someone putting you at a disadvantage because of your condition or impairment.
This may involve:
- reasonable adjustments not being provided to help you do your job better
- your job offer being invalid once the employer knows of your condition
- being fired due to reasons involving disability
- being bullied at work or made fun of due to your disability
Is there a specific law regarding disability discrimination at work?
Yes, the Equality Act of 2010 is the main governing law regarding disability discrimination at work.
Harcourt Stirling Solicitors can help you understand how the law applies to your situation, assess whether you are being treated unfairly because of a disability, and advise on the best steps to challenge any discrimination.
How far back can I make a claim for disability discrimination at work?
Citizens Advice states that discrimination at work has a time frame of 3 months less 1 day.
Because the time frame is so short, it’s important to act quickly. If you’re unsure when the clock started or whether your experience qualifies as discrimination, Harcourt Stirling Solicitors can help you assess your situation, understand the deadlines, and take the right steps to protect your claim.
Who can make a disability discrimination at work claim?
Under the Equality Act 2010, any worker who has experienced discrimination because of a disability may be able to bring a claim. This includes a wide range of employment relationships — not just traditional employees:
- workers and employees
- contractors and self-employed individuals hired to work
- those applying to jobs
- ex-employees (often revolves around job references)
What are the main types of disability discrimination at work?
ACAS states that four key types of discrimination apply to all protected characteristics (and disability discrimination is no different), the Equality Act 2010 also provides specific additional protections for disability. The main types include:
- discrimination arising from disability (Section 15): being treated unfavourably because of something arising from your disability (e.g., being disciplined for sickness absence caused by your condition), rather than the disability itself.
- failure to make reasonable adjustments: an employer failing to take steps to remove a disadvantage you face at work (e.g., refusing to provide software or adjust hours).
- direct discrimination: treating someone less favourably because they have a disability, are perceived to be disabled or have a connection with someone else disabled.
- indirect discrimination: a practice or policy at work applies to everyone except the disabled and puts them at a disadvantage compared to their non-disabled peers.
- harassment: experiencing unwanted behaviour because of a disability (undignified behaviour, hostile environment etc.).
- victimisation: being treated less favourably because you are involved in a discrimination or harassment complaint.
How do I make a disability discrimination at work claim?
You can start by raising the issue with your employer, either informally or through a formal grievance. If it isn’t resolved, the next step is ACAS Early Conciliation, which must be completed before submitting a claim to the Employment Tribunal.
If conciliation doesn’t lead to an agreement, you can bring a claim to the tribunal against your employer. For disability discrimination cases, the usual deadline is 3 months minus 1 day from the date of the discriminatory act, so it’s important to act quickly.
Gathering evidence such as emails, policies, medical notes, or witness accounts will help support your claim.
Our discrimination lawyers can guide you through every stage — from ACAS to tribunal — helping to properly prepare your case and protect your rights.
What happens if my disability discrimination at work claim is successful?
If your claim is successful, the Employment Tribunal can award remedies designed to put you in the position you would have been in had the discrimination not occurred. This can include:
- Compensation for financial losses – such as lost earnings, benefits, or pension contributions.
- Compensation for injury to feelings – reflecting the emotional impact of the discrimination.
- Recommendations to your employer – such as changes to workplace policies, procedures, or practices to prevent future discrimination.
In some cases, your employer may also agree to a settlement at an earlier stage through ACAS Early Conciliation or negotiation, avoiding the need for a tribunal hearing.
Harcourt Stirling Solicitors can guide you through the process, help quantify your losses, and represent you at every stage to arrive at a resolution that suits you.
What are reasonable adjustments?
Reasonable adjustments are changes or accommodations an employer makes to minimise disadvantages a disabled employee faces at work.
Examples could include:
- Modifying work hours or patterns
- Adjusting duties or providing alternative tasks
- Making physical changes to the workplace, such as ramps or accessible facilities
- Providing specialist equipment, software, or support
- Allowing flexible working or remote options
Our disability discrimination solicitors can advise on your right to reasonable adjustments and help achieve a better working environment for you at work.
How long does an employer have to make reasonable adjustments?
Under the Equality Act 2010, employers are required to make reasonable adjustments as soon as they are aware of a disability that affects an employee’s ability to carry out their role.
There isn’t a fixed statutory deadline, but adjustments should be implemented promptly to prevent disadvantage.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss your disability discrimination claim. The initial consultation lasts up to 30 minutes.
It allows you to speak with an employment law specialist, learn about your options, and ask any questions you may have.
Harcourt Stirling Solicitors understand how difficult it can be to speak about sensitive and confidential employment matters during the normal working day – and so you can email us (or fill out the contact form) at anytime and we’ll do our best to respond to your enquiry.
How can I contact Harcourt Stirling Solicitors for advice on disability discrimination at work?
You can give us a call at 020 3627 6074 from Monday to Friday 9:00 AM to 5:30 PM and one of our specialists will be happy to assist you.
Alternatively, you can fill out the contact form on our website and we’ll do our best to respond to your disability discrimination enquiry as soon as we can.
Disability Discrimination claims usually need to be filed with the Employment Tribunal within three months of the discriminatory act. So, it’s important to contact us as soon as possible about your claim.
What are your legal fees and do you offer "No Win, No Fee"?
We understand that cost is a major consideration. Each matter will be weighed on its merits to determine which fee structure to apply to the individual client.
After taking your instructions and assessing your case, we will agree on one of the following funding methods with you:
- No Win, No Fee (CFA): for cases with strong merits, we may work under a Conditional Fee Agreement (CFA), meaning you do not pay legal fees unless your claim is successful.
- Fixed Fee: for specific tasks, we can work on a fixed fee basis to be agreed on engagement.
- Hourly Rates: for other matters, we apply our standard hourly rates as per our terms and conditions.
We will ensure you have a clear understanding of the applicable fees before we begin any work.