The protected characteristics, the forms discrimination takes, and the short time limit — how to tell whether what happened to you is unlawful.
The Equality Act 2010 protects nine characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Discrimination linked to any of these can be unlawful — and, unlike ordinary unfair dismissal, there is usually no minimum service requirement.
Direct discrimination, indirect discrimination (a neutral rule that disadvantages a group), harassment, and victimisation are all covered, as is a failure to make reasonable adjustments for a disabled employee. The same facts can give rise to more than one claim.
Discrimination claims generally must reach an employment tribunal within three months less one day of the act complained of, after ACAS early conciliation. The Counsel helps you identify which type of discrimination may apply and structure the evidence — then take advice quickly.
It may be, if the treatment is connected to a protected characteristic under the Equality Act 2010. The Counsel helps you map the facts to the possible forms of discrimination — but whether to bring a claim is a decision to confirm with a regulated adviser.
Usually three months less one day from the act complained of, with ACAS early conciliation extending the clock. Where there is a continuing course of conduct the date can shift, but you should treat the limit as urgent.
No. Unlike ordinary unfair dismissal, discrimination protection under the Equality Act 2010 applies from day one and even to job applicants.
The Counsel is an AI tool for England & Wales. It provides legal information, not legal advice, and does not replace a regulated solicitor. For anything high-value or contested, take advice before you act.
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