Discrimination has been the largest growing
 area of our practice over the past year

Discrimination against part-timers, transsexuals, those holding religious beliefs or having a particular sexual orientation is outlawed in addition to the established areas of discrimination based on race, sex and disability.  

The Disability Discrimination Act covers an ever extending range of disabilities and, the small employer exemption having been withdrawn, every employer is bound to comply with it.

Age discrimination is unlawful and employers should carry out a thorough review of their practices, if they haven't done so already, to see whether they are age-neutral.  One important feature of the age discrimination legislation is that it applies to all ages – not just those who are turned down for new jobs or dismissed in their 50’s because of their age - but for people for every age if they have been discriminated against because they were either ‘too old’ or ‘too young’.  There is no upper age limit and no lower age limit for claims. Indirect as well as direct discrimination is outlawed and therefore employers should review service-related benefits and staff eligibility for health care and death-in-service benefits.

Discrimination against transsexuals is outlawed.  Employers should review their procedures with this in mind, in particular their pension schemes and toilet and changing facilities. 

We welcome any disabled person who considers they may have a claim for discrimination against their employers or potential employers to an initial interview which is free of charge at which we can explore the details of their case and give full advice on their legal position.