Age Discrimination Solicitors
Harcourt Stirling Solicitors provides expert legal support for employees facing age discrimination at work.
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 age discrimination matter?
Whether you’re young or old, facing discrimination at work can be deeply discouraging and have a serious impact on both your health and career.
The Equality Act of 2010 condemns age discrimination at work but understanding the law in its entirety can be complex for employees.
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 handle all types of age discrimination, from biased recruitment and unfair treatment to redundancy, dismissal, or harassment. Whether through informal resolution, negotiation, or Employment Tribunal proceedings, we support you at every stage.
- 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 age 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 age discrimination solicitors assist clients across England and Wales and offer remote consultations for your convenience.
How Harcourt Stirling Solicitors handle your age discrimination claim
At Harcourt Stirling Solicitors, we guide employees facing age 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 age bias at work 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 age 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, 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 age discrimination claim effectively.
Speak to an employment law specialist today!
Building a strong case for an age discrimination at work claim
Age discrimination at work can take many forms, and understanding what strengthens a claim helps you take the right steps with confidence.
Our age discrimination solicitors carefully assess each situation to identify the key factors that may support your claim. A strong age discrimination case often includes:
- Evidence of discriminatory treatment: Emails, letters, performance reviews, policies, or correspondence showing that decisions, actions, or behaviour were influenced by your age.
- Understanding of your rights: Knowledge of your protections under the Equality Act 2010, including how employers are expected to avoid age-based bias.
- Documented chronology: A clear timeline of incidents, recruitment decisions, promotions, redundancy, or other workplace events, as well as any complaints raised and employer responses, strengthens your case.
- Comparators (where relevant): Evidence that colleagues of a different age 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 age discrimination at work — and how our solicitors can help you
Facing age discrimination at work can be unsettling, and knowing your rights makes all the difference. Under the Equality Act 2010, employees are protected from unfair treatment because of their age, and that internal decisions and policies do not disadvantage anyone because of their age.
Our age discrimination at work solicitors 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 you’re deemed too young or too old, you may be entitled to:
- Resolve the issue with your employer: Early discussions, negotiation, or internal grievance procedures can sometimes address unfair treatment or adjust workplace arrangements without the need for formal proceedings.
- Pursue a claim through an Employment Tribunal: If necessary, we guide you through ACAS Early Conciliation and represent you at the tribunal, presenting your case clearly and effectively.
- Claim remedies or compensation: This may include adjustments to working conditions, lost pay or benefits, or other measures to address the impact of discrimination.
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 age discrimination at work case with Harcourt Stirling Solicitors
Facing ageism at work because of your age can feel overwhelming, but having the right guidance from the start 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 age 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, or any records showing how decisions were influenced by age. We also complete standard legal checks (KYC/AML) to ensure your case can be assessed thoroughly.
- Case assessment – With your documents in order, our age discrimination 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 an age discrimination claim with confidence.
Our age discrimination specialists
Age discrimination matters we specialise in
Selected age discrimination resources
Selected age discrimination case studies
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Frequently Asked Age Discrimination At Work Questions
What is age discrimination at work?
Is there a specific law governing age discrimination at work?
Yes. Age discrimination at work is prohibited under the Equality Act 2010. This law protects employees, workers, and job applicants from being treated unfairly because of their age, whether during recruitment, promotions, training, redundancy, dismissal, or day-to-day workplace treatment.
The Equality Act 2010 also allows claims for harassment or victimisation related to age discrimination, ensuring comprehensive protection in the workplace.
Who can make an age discrimination claim?
Anyone who feels they’ve been treated unfairly because of their age at work can make a claim under the Equality Act 2010.
This protection applies to employees, workers, job applicants, and ex-employees. It covers all stages of employment, including recruitment, working conditions, promotion, training, dismissal, and redundancy.
Is there a qualifying period for age discrimination at work claims?
No. Age discrimination protection applies from the moment your employer treats you unfairly because of your age — there is no minimum length of service required.
What are examples of age discrimination at work?
Age discrimination can affect employees of any age and may happen in many areas of employment. Examples could include:
- Recruitment and hiring: Being told “you’re too old for this role” or “we need someone younger with more energy,” or being excluded from job opportunities because of your age.
- Promotion or training: Being passed over for promotion or training opportunities in favour of younger or older colleagues, regardless of experience or performance.
- Redundancy or dismissal: Being selected for redundancy, asked to retire early, or dismissed because of assumptions about your age.
- Workplace treatment: Experiencing jokes, comments, or bullying about your age, being excluded from projects or meetings, or receiving unfair performance reviews linked to age.
- Pay and benefits: Being offered lower pay, fewer bonuses, or limited career progression opportunities because of age.
Can age discrimination ever be justified?
Yes, Equality Human Rights says both direct and indirect age discrimination can be justified (but harassment and victimisation cannot).
For example, airline pilots may have a compulsory retirement age for safety reasons. This is direct discrimination but can be justified because of public safety concerns.
A training programme is limited to employees under 25 because government funding is only available for that age group. The restriction disadvantages older staff, but it’s justified since the employer is complying with external funding criteria. This is an example of indirect discrimination that can be justified.
What are the different types of age discrimination at work?
According to ACAS, there are four main types of age discrimination at work:
- Direct age discrimination: being put at a disadvantage or treated less favourably because of a protected characteristic.
- Indirect age discrimination: when policies or rules at work apply to everyone, but disproportionately disadvantage people of a certain age group (and cannot be objectively justified).
- Harassment: when an employee is encountering unwanted behaviour due to their age profile.
- Victimisation: when someone is treated unfairly or disadvantaged because they have made, supported, or been involved in a complaint about discrimination.
Am I entitled to reasonable adjustments?
Unlike disability discrimination, employers are not legally required to make “reasonable adjustments” because of age. The duty to make reasonable adjustments applies only to disability under the Equality Act 2010.
How long do I have to make an age discrimination claim?
You generally have 3 months minus one day from the date of the discriminatory act to start an age discrimination claim in the Employment Tribunal. This could be the date of an incident, a decision (such as a refusal to promote), or your dismissal.
Before issuing a claim, you must go through ACAS Early Conciliation, which can extend the deadline slightly. ACAS will confirm your exact time limit once the process begins.
Because time limits are strict and can be complex—especially where discrimination happens over a period of time—it’s best to seek legal advice as early as possible to avoid missing the deadline.
Harcourt Stirling Solicitors can help you understand your deadline, assess your situation, and guide you through the next steps.
How do I make an age discrimination at work claim?
You can start by raising the issue with your employer, either informally or through a formal grievance. Sometimes this helps resolve misunderstandings or unfair treatment early. If the issue remains unresolved, the next step is ACAS Early Conciliation, which must be completed before you can submit an Employment Tribunal claim.
If Early Conciliation does not lead to an agreement, you can bring a claim to the tribunal against your employer. For age 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, messages, workplace policies, meeting notes, or witness accounts — will help demonstrate how you were treated unfairly because of your age.
Our age discrimination lawyers at Harcourt Stirling Solicitors can support you at every stage — from ACAS to tribunal — helping you prepare your case effectively and protect your rights throughout the process.
What happens if I win an age discrimination at work claim?
If your age discrimination claim is successful, the Employment Tribunal can award remedies designed to address the unfair treatment and put you in the position you would have been in if the discrimination had not occurred. These may include:
- Financial compensation for lost earnings, benefits, or bonuses.
- Compensation for injury to feelings, reflecting the emotional impact of the discrimination.
- Workplace adjustments or changes to prevent further discrimination.
- Recommendations to your employer to improve policies, practices, or procedures.
In some cases, your employer may agree to a settlement at an earlier stage through ACAS Early Conciliation or negotiation, avoiding the need for a tribunal hearing.
Our age discrimination at work solicitors can guide you through the process, quantify your losses, and represent you at every stage to achieve the best possible outcome.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss your age 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 age 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 age discrimination enquiry as soon as we can.
Age discrimination claims usually need to be filed within three months of the date of the discriminatory act with the Employment Tribunal.
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.