Sex Discrimination at Work Solicitors
Harcourt Stirling Solicitors provides expert legal support for employees facing sex 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 sex discrimination matter?
Whether you’re a woman, a man, or non-binary, facing unfair treatment at work because of your sex can be upsetting, undermine your confidence, and affect your career prospects.
The Equality Act 2010 protects employees, workers, apprentices, and job applicants from unfair treatment based on sex or gender reassignment. However, navigating the legal framework and understanding your options can be complicated.
Whilst the act does not specifically list non-binary as a characteristic, legal precedents [such as Taylor v Jaguar Land Rover (2020)] have confirmed that non-binary identities are protected under the characteristic of Gender Reassignment.
That’s where Harcourt Stirling Solicitors comes in. Our experienced employment lawyers take the time to understand your situation and provide clear, practical advice tailored to your circumstances—so you can take action confidently.
We handle all forms of sex discrimination, from biased recruitment and unequal pay to unfair treatment, harassment, or dismissal. Whether through informal resolution, negotiation, or Employment Tribunal proceedings, we support you at every stage.
- Transparent and Trusted: Our positive client feedback on Google and Trustpilot reflects our professionalism, expertise, and responsive service.
- Experienced Team: Our solicitors have experience handling sex and gender reassignment discrimination claims under the Equality Act 2010, ensuring your case is carefully assessed and strategically managed.
- 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 gender discrimination solicitors assist clients across England and Wales and offer remote consultations for your convenience.
How Harcourt Stirling Solicitors handle your sex discrimination claim
At Harcourt Stirling Solicitors, we help employees experiencing sex discrimination navigate the process 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 sex 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, our sexism lawyers help employees receive the guidance and support needed to pursue their claim effectively.
Speak to an employment law specialist today!
Building a strong case for sex discrimination at work
Sex discrimination at work can take many forms, and understanding the factors that strengthen a claim helps you take the right steps with confidence.
Our sex discrimination solicitors assess each case carefully to identify the key elements that may support a claim under the Equality Act 2010. Strong claims often include:
- Evidence of discriminatory treatment: Written records such as emails, letters, performance reviews, workplace policies, or other correspondence showing that decisions, actions, or treatment were influenced by sex or gender reassignment.
- Knowledge of your rights: Awareness of protections provided by the Equality Act 2010, including how employers are legally required to prevent discrimination and promote equality.
- Documented chronology: A clear timeline of relevant incidents, recruitment decisions, promotions, pay adjustments, workplace changes, or complaints raised, along with employer responses.
- Colleagues (where relevant): Evidence that colleagues of a different sex were treated more favourably in similar situations can support your claim, though it is not always required.
- Prompt action: Raising concerns internally, following grievance procedures, and seeking legal advice promptly can help protect your rights and support your case.
By collecting evidence and documenting your experience carefully, you give your sex discrimination claim a strong foundation. Our sex discrimination solicitors provide professional guidance throughout, helping to prepare your case in line with UK employment law.
Your rights and options in sex discrimination at work — and how our solicitors can help you
Experiencing sex discrimination at work can be stressful and unsettling. Understanding your rights under the Equality Act 2010 is an important first step in taking action. The law protects employees, workers, apprentices, and job applicants from unfair treatment on the basis of sex, including pregnancy or parental status, and ensures that workplace policies and decisions do not disadvantage anyone because of their sex.
Our sex discrimination solicitors provide clear guidance and practical support, helping you understand your options and take the most appropriate steps for your situation.
If you believe you are experiencing sex discrimination, you may be entitled to:
- Resolve the issue with your employer: Informal discussions, negotiation, or internal grievance procedures can sometimes address unfair treatment or introduce adjustments to workplace arrangements without the need for formal legal proceedings.
- Pursue a claim through an Employment Tribunal: If required, we guide you through ACAS Early Conciliation and, where appropriate, represent you at the Employment Tribunal, presenting your case professionally and effectively.
- Seek remedies or compensation: This may include adjustments to working conditions, lost pay or benefits, or other measures to address the impact of the discrimination.
At Harcourt Stirling Solicitors, we support you throughout the process—from informal discussions to tribunal representation—providing professional guidance and advice every step of the way. Contact us for a free, no-obligation consultation to understand your rights and the best course of action for your circumstances.
Speak to an employment law specialist today!
How to start your sex discrimination at work case with Harcourt Stirling Solicitors
Facing discrimination at work because of your sex or perceived sex 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 sex 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 sex. We also complete standard legal checks (KYC/AML) to ensure your case can be assessed thoroughly.
- Case assessment – With your documents in order, our gender 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 provides the guidance and representation you need to navigate a sex discrimination claim with confidence.
Our sex discrimination at work specialists
Sex discrimination matters we specialise in
Selected sex discrimination at work resources
Selected sex discrimination at work case studies
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Frequently Asked Sex Discrimination At Work Questions
What is sex discrimination at work?
Sex discrimination at work involves treating an employee differently (less favourably or unfairly) because of their sex or perceived sex.
What are examples of sex discrimination at work?
Sex discrimination at work can take many forms. Common examples include:
- Unequal pay or promotion opportunities – Paying employees differently or promoting less-qualified employees based on their sex rather than merit.
- Harassment or hostile work environment – Making offensive comments, jokes, or gestures related to sex, or creating a work atmosphere that feels intimidating or uncomfortable.
- Bias in job assignments or training – Assigning certain tasks, projects, or training opportunities based on sex, rather than skills or experience.
Is there a specific law governing sex discrimination at work?
The main law is the Equality Act 2010, which makes it unlawful to treat anyone at work unfairly because of their sex or gender reassignment. It applies primarily to employers, who must prevent discrimination and provide a safe, fair workplace.
Employees are also protected from discrimination by colleagues, clients, or others at work, and they have a responsibility not to discriminate against others.
Who can make a sex discrimination claim?
Anyone who has experienced unfair treatment at work because of their sex can make a claim. This includes employees, job applicants, contractors, and trainees.
Claims can be made against employers, and in some cases against colleagues or other individuals if their actions contribute to a discriminatory work environment.
Our sexism lawyers can provide expert advice and support to help you pursue your claim effectively.
What are the different types of sex discrimination?
According to Citizens Advice, the main types of sex discrimination are:
- Direct sex discrimination: being treated less favourably because of your sex in comparison to how others (of the opposite sex) are being treated (harassment can also be categorised under this)
- Indirect sex discrimination: a rule, policy, or practice applies to everyone but puts people of a certain sex at a disadvantage compared to others.
- Victimisation: being victimised because you’ve complained about sex discrimination in the past
What should I do if I am experiencing sex discrimination at work?
It’s important to know that you don’t have to face sex discrimination at work (or any forms of discrimination) alone.
Please contact Harcourt Stirling and one of our employment specialists will be happy to listen to your situation and subsequently advise you on the next steps.
Is there a qualifying period for sex discrimination at work claims?
No. Unlike some other types of employment claims, there is no minimum length of service required to bring a claim for sex discrimination.
Employees who experience unfair treatment, harassment, or victimisation because of their sex—whether they are a new employee, a long-term employee, or a job applicant—are protected and can make a claim.
Our sex discrimination solicitors can provide expert advice and support if you believe you have experienced discrimination at work.
Can I make a claim if I am treated unfairly for being transgender?
Unison states that the Equality Act 2010 protects people from harassment or discrimination at work due to gender reassignment. This means you have the right to fair treatment regardless of whether you are transgender or undergoing gender reassignment.
How do you prove sex discrimination at work?
Proving sex discrimination usually involves showing that you were treated less favourably because of your sex. Evidence can include:
- Documents such as emails, pay slips, performance reviews, or policies that demonstrate unequal treatment.
- Witness statements from colleagues who observed the discrimination.
- Patterns of behaviour such as repeated promotions being given to colleagues of a different sex despite similar or lesser qualifications.
Keeping detailed records of incidents and any communications with your employer is crucial. If you need guidance, Harcourt Stirling Solicitors can help you gather evidence and assess your case.
How long do I have to make a sex discrimination claim?
According to EHRC, most employment discrimination claims are subject to strict timeframes.
The tribunal must receive a claim within three months minus one day from the date of the last act(s) you are complaining about.
That’s why it’s important to contact our sex discrimination at work lawyers as soon as possible for expert guidance and support.
What happens if I win a sex discrimination at work claim?
If you win your claim, an employment tribunal may order remedies such as:
- Compensation for financial loss (e.g., lost wages) or emotional distress.
- Changes to workplace policies to prevent future discrimination.
- Reinstatement or promotion—though this is rare as the relationship is already strained, it can be ordered if appropriate.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss your sex 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 sex 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 sex discrimination enquiry as soon as we can.
Sex discrimination claims usually need to be filed within three months minus one day of the act of discrimination complained of. 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.