Discrimination on the basis of race is unlawful under the Equality Act 2010 (“the Act”). Therefore no employee or worker (including those who are deemed to be self-employed) should be discriminated against because of their race. This includes their colour, nationality, ethnic or national origins.

If you have been refused employment, offered employment on less favourable terms, denied promotion, training of other benefits, subjected to a detriment, dismissed or subjected to unwanted conduct, and you believe this is because of your race; you may have a claim for race discrimination. 

Types of race discrimination

  1. Direct Discrimination: This is where someone is treated less favourably and that less favourable treatment is because of their race, for example an employee is refused employment because of their race.
     
  2. Indirect Discrimination: This where an employer imposes a provision, criterion or practice (usually a policy) applicable to everyone, but which causes a disadvantage to one racial group over another, and there is no objective justification for it.

    For example an employer denies a disabled employee access to opportunities for promotion, training and other benefits on the basis of race.

  3. Harassment: In general terms this is unwanted conduct which has the purpose or effect of violating your dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. This can be bullying which is violent or obvious as well as teasing, nicknames, jokes, or other behaviour which is not done with malicious intent but which is upsetting.

    An obvious practical example of this would be where a manager and/or other colleagues bully another employee on the basis of their race.

    Note: Behaviours out of work such as the Christmas party or away days can give rise to claims against an employer (vicarious liability) or personally against the perpetrator(s). 

  4. Victimisation: This is where a person receives less favourable treatment compared to others because they have either brought (or given evidence in) an Employment Tribunal, or raised a grievance alleging discrimination protected under the Act.

  5. The Act also provides for ‘vicarious liability’ provisions, making an employer responsible for the acts of their employees. 

What remedies are available for a claim? 

If an employee or worker succeeds in a claim for sex discrimination, the Employment Tribunal has the power to order the payment of compensation. The award would normally comprise of two elements: injury to feelings and loss of earnings. 

Further the Employment Tribunal has the jurisdiction to award damages for personal injury and make recommendations that an employer takes specific action, within a specified period.  

What length of service do I need to bring a claim? 

An employee does not require any length of service to bring a claim for sex discrimination. 

Are there any relevant time limits? 

The time limit for bringing a claim for sex discrimination in the Employment Tribunal is three months less one day from the date of the most recent act of discrimination. 

Extensions of this time limit are only available in exceptional circumstances.

How can we help? 

We are experts in dealing with discrimination claims. If you feel you have been discriminated against in the workplace because of your sex, please contact a member of the team on 0113 350 4030 or complete the enquiry form for a free 30 minute telephone consultation. 

We will explore all avenues of funding. 

LATEST LEGAL UPDATES:

  • 3 Things We Learnt In Law This Week (18 April 2019)

    Tags: Employment Law, Employment Tribunal, Unlawful Deductions, Overtime

    Holland & Barrett Employee Wins Overtime Case

    A tribunal has ruled that Holland & Barrett made unlawful deductions from the pay of an employee who was required to carry out tasks beyond his contracted hours.

    Mr Fitz was employed as a supervisor and was required to cover for the store manager if they were absent. This required opening the store in the morning and closing the store in the evening, among other tasks that needed to be completed during opening hours.

    Closing the store involved four stages: closing the tills on the shop floor; reconciling the tills in the back office; closing the register and locking up the store, all of which Holland & Barrett told the tribunal took a few minutes. However, Fitz claimed that he also had to undertake other additional tasks at the … more

    

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