Employment Discrimination Solicitors
Harcourt Stirling Solicitors provides expert employment law advice for employees facing discrimination at work.
You don’t have to navigate complex employment issues alone—start with a straightforward, free initial consultation with an employment law specialist to understand your rights, responsibilities, and options.
Why choose Harcourt Stirling Solicitors for your employment discrimination matter?
Experiencing discrimination at work can be stressful and overwhelming. Whether it’s due to age, gender, race, disability, or any other factor, facing unfair treatment can affect your confidence, career, and wellbeing. Obtaining expert legal advice can help you understand your rights and the options available to address the issue effectively.
At Harcourt Stirling Solicitors, we bring decades of combined experience advising clients on employment issues across England & Wales from our office in Brentford.
Our team blends legal knowledge with a solutions-focused approach, helping you make informed decisions, resolve disputes efficiently, and move forward with confidence.
- Transparent and Trusted: Harcourt Stirling Solicitors is proud to have earned positive client feedback on Google and Trustpilot, reflecting our professionalism, expertise, and responsive service.
- Experienced Team: Our team has experience advising clients on employment discrimination matters.
Strategic Approach: Whether your case involves race, gender, disability or another form of workplace discrimination, we provide structured support to help you navigate your options.- Nationwide Support: Based in Brentford, our employment discrimination solicitors assist clients across England and Wales and offer remote consultations for your convenience.
Contact us today to discuss how our employment discrimination specialists can support you with your workplace legal needs.
How Harcourt Stirling Solicitors supports your employment discrimination needs
At Harcourt Stirling Solicitors, we provide practical, strategic guidance to help you navigate workplace issues with clarity and confidence — whether you need general advice, support with a dispute, or, if needed, representation in formal proceedings at a later stage.
Our process:
- Free initial consultation – We begin by understanding your situation, reviewing key facts, and identifying the legal issues involved. This gives you clear guidance on your position and potential options — whether advisory or contentious.
- Case assessment and strategy – Our employment discrimination solicitors outline your legal options, assess the strengths and risks involved, and provide a tailored plan based on your goals, whether that’s early advice, risk management, or dispute resolution.
- Progressive dispute resolution – Where a dispute arises, we guide you through the available resolution routes in a clear, structured manner. Depending on your circumstances, these may include:
- Early Conciliation (ACAS) – Often the quickest and most cost-effective way to resolve disputes without escalation.
- Settlement Agreements – Confidential, flexible solutions that can protect the employee’s interests without a tribunal.
- Employment Tribunal – If your case proceeds to a tribunal, we can represent you, presenting your evidence and arguments clearly. We provide guidance on the approach and options available, helping you make informed decisions at every stage.
- Evidence gathering – We assist in gathering and reviewing relevant documents, correspondence, and policies to strengthen your position, whether you are bringing a claim or responding to one.
- Representation and support – We act on your behalf in negotiations, discussions, or proceedings, keeping you informed and supported at every stage.
- Resolution – We aim to help you achieve a fair and practical outcome, whether through guidance, negotiation, or structured support. Our focus is on protecting your interests, managing risk, and providing clarity and confidence at every stage.
By combining legal expertise with a structured, progressive approach, our discrimination at work solicitors provide the guidance and representation you need to deal with your matter with confidence and clarity.
Speak to an employment law specialist today!
Book your free initial consultation to speak to an experienced employment law specialist.
What makes a strong employment discrimination claim?
A strong employment discrimination claim relies on clear evidence, a well-documented account of events, and a solid understanding of your legal rights. While every situation is unique, several factors typically strengthen a claim:
- Documented records such as emails, messages, policies, meeting notes, witness statements, or any written correspondence showing unfair treatment, including a formal grievance submitted through your employer’s grievance procedure.
- A clear timeline of events, setting out what happened, when, and how it affected you.
- Understanding your rights – Knowing your protections under the Equality Act 2010 and any relevant workplace policies ensures realistic expectations.
- Prompt action – Acting quickly preserves evidence, protects your position, and can improve outcomes.
- Professional guidance – Expert legal advice helps you navigate complex discrimination law, assess options, and develop an effective strategy.
Protecting your rights at work - How our employment discrimination solicitors can help you
The Equality Act 2010 protects employees against discrimination at work. ACAS says that being treated less favourably than someone else because of “protected characteristics” is known as discrimination.
You may be discriminated against at work because of your:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation
Understanding your position is the first step towards protecting your interests and resolving such issues effectively. Harcourt Stirling Solicitors provides expert guidance at every stage, helping you understand your rights and responsibilities, explore your options, and take the most effective next steps.
If you are an employee facing discrimination, you may be entitled to:
- Protection from unfair treatment at work and enforcement of your rights under the Equality Act 2010
- Compensation or remedies for any losses or detriment suffered as a result of discrimination, which may include financial losses and injury to feelings, commonly assessed using Vento bands where applicable.
In addition to these entitlements, employees can take practical steps to address discrimination, such as raising a grievance through their employer, exploring settlement options, or, if necessary, pursuing a tribunal claim.
Whether through negotiation, internal resolution, or formal proceedings, our discrimination at work solicitors help manage your case professionally and strategically.
Speak to an employment law specialist today!
Book your free initial consultation to speak to an experienced employment law specialist.
How to start your employment discrimination case with Harcourt Stirling Solicitors
Starting an employment discrimination matter can feel daunting, but having the right guidance from the outset makes all the difference.
At Harcourt Stirling Solicitors, we provide employees dealing with or concerned about discrimination clear, practical advice and support to help you understand your options and take informed steps.
- Contact us – Get in touch by phone, email, or via our online enquiry form to discuss your situation with an experienced employment discrimination specialist. This initial consultation is free and obligation-free, giving you clarity on your position and potential options.
- Prepare your case – Should you wish to proceed with your matter, we’ll guide you on gathering all relevant documents, such as contracts, correspondence, policies, or any records relating to the dispute. At the same time, we’ll complete standard legal checks to verify your identity (KYC/AML). This may include providing ID and proof of address for individuals, or company documentation and confirmation of authority if you are instructing on behalf of a business. Preparing this information ensures we can assess your case thoroughly and provide tailored advice.
- Case assessment and strategy – With your documents reviewed, our discrimination solicitors evaluate the key issues, explain your legal rights and obligations, and outline the most suitable course of action — whether that’s negotiation, internal resolution, settlement, or formal proceedings.
- Take action – Once your approach is agreed, we support you throughout the process, representing your interests in discussions, negotiations, or tribunal proceedings, and keeping you informed at every stage.
Harcourt Stirling Solicitors is committed to helping employees concerned about or facing discrimination at work resolve matters efficiently, strategically, and with confidence.
Our employment discrimination specialists
Employment discrimination matters we specialise in
Selected employment discrimination resources
Selected employment discrimination case studies
Speak to an employment law specialist today!
Book your free initial consultation to speak to an experienced employment law specialist.
Frequently Asked Discrimination Questions
What is discrimination at work?
Discrimination at work is being treated differently or unfairly because of who you are. It could be as simple as offensive jokes or inappropriate comments but can also be aspects such as unfair hiring and promoting decisions.
The Equality Act of 2010 says that discrimination at work can be based upon any of the following protected characteristics:
- age;
- disability;
- gender reassignment;
- marriage and civil partnership;
- pregnancy and maternity;
- race;
- religion or belief;
- sex;
- sexual orientation.
What are the main types of discrimination at work?
According to ACAS, discrimination at work includes:
- Direct discrimination: treating someone less favourably because of a protected characteristic
- Indirect discrimination: people with protected characteristics are treated differently to others (often because of a policy)
- Harassment: unwanted or offensive behaviour related to a protected characteristic
- Victimisation: negative treatment linked to involvement with a discrimination or harassment complaint
How can I prove discrimination at work?
To prove discrimination, you need to show that you were treated less favourably because of a protected characteristic under the Equality Act 2010.
Useful evidence includes (but not limited to) emails, witness statements, comparisons with colleagues, and employer policies.
Keeping a clear timeline of events — what happened, when, and how it affected you — can also strengthen your case.
Proving discrimination can be complex, but our workplace discrimination lawyers can guide you through the process and help present your evidence effectively.
What is the process for making a discrimination at work claim?
If you’ve been discriminated at work, the first step is usually to raise the problem internally with a senior member of staff such as a manager or HR. You could request a meeting and provide evidence or examples of what has happened. This step is not mandatory but often encouraged.
Pursuing the issue internally can often result in an apology or sanction and the problem resolved without having to escalate it further.
If the situation is too serious or the problem is unresolved, then ACAS says the next step would be to raise a formal complaint with your employer. This is known as a grievance.
If you do raise a grievance then the employer should investigate what happened, hold a grievance meeting, decide what the appropriate course of action is and allow an appeal.
Failure by the employer to follow the ACAS Code can affect compensation.
If you’ve tried both of these steps and the situation has not resolved, it can be escalated to an employment tribunal (a type of court that makes decisions on employment claims in the UK).
To escalate your claim to an employment tribunal, you must contact ACAS, who in turn will offer you the opportunity for early conciliation prior to the tribunal (a representative from ACAS attempts to help both parties reach an agreement).
From 1 December 2025, the Early Conciliation period was extended to up to 12 weeks. If you started conciliation before 30 November 2025, the old 6‑week limit applies.
Starting Early Conciliation also pauses (or “stops the clock” on) the tribunal time limit (provided you notified Acas before the initial deadline expired).
If early conciliation does not resolve the dispute, you can go ahead and file the claim with the Employment Tribunal. The tribunal will then manage how the case proceeds. This may involve:
- A Case Management Order setting deadlines
- Disclosure of documents
- Exchange of witness statements
- A preliminary hearing (e.g., to address jurisdiction, time limits, or legal issues)
If you believe that a legal mistake took place during the tribunal hearing, you can appeal the decision at EAT (employment appeal tribunal).
Harcourt Stirling Solicitors can help you assess your options, prepare your evidence, and guide you through every stage of the process.
Can I take my employer to court for discrimination?
Yes, you can take your employer to court (employment tribunal) if you’ve experienced discrimination at work.
However, before taking a claim to tribunal, most employees must first go through ACAS Early Conciliation, which is a mandatory step aimed at resolving the issue without formal proceedings.
Please see the previous FAQ for a detailed overview of the process.
What compensation or outcomes can I expect if my employer has discriminated against me?
If your employer has discriminated against you, you may be entitled to several forms of redress through negotiation, a settlement agreement, or an Employment Tribunal claim. Common outcomes include:
- Compensation for financial loss – This can cover lost earnings, missed promotions, or other monetary losses resulting from discrimination.
- Injury to feelings – Compensation for the emotional impact of discrimination, which is usually assessed according to the Vento bands used by tribunals.
- Recommendations or orders – In some cases, tribunals may require the employer to take steps to prevent further discrimination, such as policy changes or training.
- Settlement agreements – Confidential agreements with your employer that can provide compensation and formalise changes without going to tribunal.
How long do I have to make a discrimination claim at work?
According to Equality Human Rights, the employment court (tribunal) must receive a claim within three months minus one day from the date of the act complained of (or the last act in a series of events).
Because there are strict timeframes to make a claim to the employment tribunal, it’s important to contact Harcourt Stirling Solicitors promptly. We can guide you through the process, help gather the necessary evidence, and ensure your claim is submitted on time to protect your rights.
Do I need to have worked for a certain length of time to make a discrimination claim?
No. Unlike some other employment claims (such as unfair dismissal, which usually requires two years’ service), you do not need a minimum length of service to bring a discrimination claim. Under the Equality Act 2010, all employees and workers are protected from discrimination from their first day at work.
At Harcourt Stirling Solicitors, we can advise you regardless of how long you’ve been in your job, helping you understand your rights and take the appropriate next steps.
How does the free initial consultation work?
Harcourt Stirling Solicitors offers a free initial consultation to discuss your discrimination case. The initial consultation lasts up to 30 minutes.
It allows you to speak with an expert employment lawyer, 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 for discrimination advice?
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 discrimination enquiry as soon as we can.
Most discrimination-related claims are subject to strict time limits, so it’s important to seek advice as early as possible to ensure you understand your rights and any deadlines that may apply.
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.