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Sometimes harassment at work is obvious. If you aren't treated as well as someone else because of something like your skin colour or gender, it's referred to as direct discrimination. But harassment and discrimination can also be subtler; imagine a job description that unfairly limits the chances of people from one sex or a particular ethnic group, for example. This is called indirect discrimination.

Call our harassment claim line on 0845 519 7798 or complete our harassment claim form

Racial discrimination

The Race Relations Act makes it unlawful for an employer to discriminate against an employee (either full or part-time) in Great Britain on the grounds of race (race means colour, nationality, or ethnic or national origins).

An employer must:

Allow most jobs and training schemes to be occupied by any race; with the exception of jobs such as modelling, acting, or in places where food or drink is served and a certain race is needed for authenticity;

Give all races the same terms in the work contract;

Allow all races the same promotion, training, and other opportunities.

Sexual discrimination

Many people, at some stage in their working lives, receive unwelcome sexual attention from colleagues. Sexual harassment covers a whole range of issues, from rude remarks to leering and unwanted physical contact, and in law is seen as direct discrimination under the Sex Discrimination Act 1975. Although it usually applies to women, men can be victims too.

Equal rights

Most jobs, training schemes and apprenticeships must be open equally to both sexes and to people of all ethnic backgrounds. The laws apply to full and part-time work, although a few jobs are excluded from the sex discrimination laws. These include acting, modelling and jobs involving a physical or close contact with the opposite sex. It is also legal for British firms to discriminate for jobs overseas where local customs frown on certain jobs being done by the opposite sex.

Disability discrimination

The Disability Discrimination Act 1995 is designed to protect certain groups of disabled people from unfair discrimination and it applies to firms of 20 or more employees. It's against the law to treat a disabled person less favourably than someone without the disability, unless it can be justified for a reason related to the disability. The law allows an employer to discriminate only if the disabled person is unsuitable - or less suitable - than the person taken on or if the person's disabilities would make it very difficult for the job to be done. The law, which applies to trainees as well as employees, also states that a firm should make reasonable adjustments to working conditions to allow a disabled person to do their job.

Gay discrimination

Lesbian and gay workers are protected against discrimination in the workplace on the grounds of sexual orientation, thanks to the Employment Equality (Sexual Orientation) Regulations 2003. This legislation bans direct and indirect discrimination and harassment, harassment and victimisation driven by a person's sexuality.

Discrimination that draws on an assumption about a person's sexuality (regardless of whether the assumption is correct or not) is also ruled out. There's also protection for those who are suffering from discrimination because they associate with people of a certain sexuality.

Call our harassment claim line on 0845 519 7798 or complete our harassment claim form

Age discrimination

The Employment Equality (Age) Regulations 2006 came into force on 1 October 2006. Under the new rules it is against the law to discriminate against you for being too young or too old when it comes to employment, adult education and training.

The rules mean that:

Your employer can't treat you unfairly at work because of your age;

Employers can't refuse to employ you because of your age;

There's no upper or lower age limit for getting redundancy pay;

Your employer can't dismiss you because of your age;

If you suffer age discrimination, you can make a claim to an employment tribunal;

Your age can't be a barrier to getting certain benefits.

Discrimination against religion or belief

The Employment Equality (Religion or Belief) Regulations were passed in 2003 to stop discrimination on the grounds of someone's religion or beliefs. The regulations are intended to protect students in schools in colleges, as well as those in the workplace. As well as direct and indirect discrimination, the regulations outlaw harassment and victimisation.

Aslo see: Harassment in the Workplace and Sexual Harassment at Work

How do I make a Discrimination or Harassment Claim?

If you are being discriminated or harassed in any way the call and speak to one of our network of solicitors and will handle you claim. They will process your claim and update you every step of the way until they have claimed the maximum amount of compensation to ease any suffering that you have had.

You can call our harassment claim line on 0845 519 7798 to speak to one of our harassment claim specialists or complete our online contact form and we will call you back within the hour.