In the Spotlight: Tribunal Claims Soar – Is Workplace Discrimination on the Rise?

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In the Spotlight: Tribunal Claims Soar – Is Workplace Discrimination on the Rise?

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In the Spotlight: Tribunal Claims Soar – Is Workplace Discrimination on the Rise?

Employment tribunals in 2025 are busier than ever. Across the UK, claims are surging with many involving workplace discrimination. If you’re facing unfair treatment at work, you may be wondering: is discrimination on the rise, or are more employees simply aware of their rights? In truth, it’s possibly both. If you're affected, there are legal steps you can take to protect yourself


Why Are Tribunal Claims Rising in 2025?

According to the latest Ministry of Justice figures, tribunal claims topped 100,000 in 2024—and early 2025 data suggests an even sharper increase. A significant proportion of these relate to discrimination under the Equality Act 2010, which protects individuals from unfair treatment based on specific characteristics.


So, what's fuelling this rise?

  • Hybrid working tensions –Unequal access to flexible work arrangements often disproportionately affects women, disabled employees, and those with caregiving responsibilities.
  • Cost-cutting measures – Restructures and redundancies can disproportionately impact older workers or minority groups, raising potential discrimination risks.
  • Greater awareness – Movements like #MeToo and wider conversations around equality are empowering employees to speak up and challenge unlawful treatment.

Workplace discrimination isn’t new—but the willingness to challenge it is growing.


What Counts as Workplace Discrimination?

Under the Equality Act 2010, discrimination occurs when you're treated unfairly because of a protected characteristic, which includes:

  • Age
  • Disability
  • Gender reassignment
  • Marriage or civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation


Tribunal claims typically arise from:

  • Direct discrimination – e.g. being passed over for promotion because of your gender.
  • Indirect discrimination – e.g. a company policy that disproportionately disadvantages a particular group without good reason.
  • Harassment – e.g. unwanted jokes or comments related to race or disability.
  • Victimisation – e.g. being treated unfairly after raising a concern about discrimination.


You don’t need two years’ service to bring a discrimination claim—these rights apply from day one and even if you are discriminated during a recruitment process.


Is Discrimination Increasing Or Just Being Recognised?

While discrimination may not be “new,” evidence shows it's being more frequently identified and reported. Some emerging trends in 2025 include:

  • Hybrid working disparities – An Acas report highlighted growing concerns about remote working policies disadvantaging carers and disabled employees.
  • Return-to-office policies – Mandatory attendance is triggering claims where reasonable adjustments are not considered.
  • Technology bias – AI recruitment tools and performance monitoring software are being scrutinised for replicating racial or gender bias, leading to new types of tribunal claims. [Simon is this true? Are we able to fact check?]

Employees today are better informed, with online resources and legal support more accessible than ever making it easier to identify discrimination and take action.


Can You Bring a Claim for Discrimination?

Here’s what you need to know:

  • No qualifying period – Unlike standard unfair dismissal claims, discrimination claims can be brought from day one.
  • Time limits apply – You must start your claim within three months minus one day of the discriminatory act (or the last in a series of acts). Starting Acas Early Conciliation may extend this.
  • Evidence helps – Keep records of relevant emails, policies, witness accounts, or anything else showing unfair treatment. It might also be worth keeping a diary of any incidents as they happen. 
  • Compensation – Awards vary, but there is no upper limit for discrimination-related compensation.


Why Are More Employees Winning in 2025?

Tribunals are evolving to reflect modern workplace issues. We're seeing:

  • Scrutiny of flexible work policies – Employers who fail to make reasonable adjustments for disabled staff are increasingly being held to account.
  • Cultural awareness – Judges are more alert to subtle forms of bias, such as microaggressions or exclusionary behaviour.
  • Legal developments in tech – Claims involving discriminatory algorithms or biased performance tools are gaining ground as public awareness grows.

These shifts make 2025 a crucial moment for employees to stand up against discrimination with confidence.


What To Do If You’re Facing Discrimination at Work

If you believe you're being treated unfairly due to a protected characteristic, here’s what you can do:

  1. Keep a written record – Log dates, incidents, emails, and conversations.
  2. Raise a grievance internally – Use your company’s formal grievance procedure, tribunals expect you to try resolving issues first.
  3. Seek expert legal advice – A specialist employment solicitor can assess your situation and support you in bringing a claim.


Springhouse Solicitors: Experts in Fighting Workplace Discrimination

Facing discrimination at work? Springhouse Solicitors are here to help. From unfair hybrid work policies to harassment or biased redundancy processes, our dedicated employment law experts provide fast, practical advice and representation. We’ve helped thousands of employees assert their rights and we can help you too.


Discrimination in 2025: On the Rise or Just Uncovered?

Whether workplace discrimination is increasing or simply being recognised more often, one thing is clear: employees are no longer staying silent. If you're being treated unfairly at work, you don’t have to face it alone, our team can guide you through your legal options.

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At Springhouse Solicitors we offer a range of services, so please contact our friendly customer services team to discuss further via  hello@kilgannonlaw.co.uk or  0800 915 7777.



Disclaimer 

The above provides a general overview of areas in employment law and is not intended nor construed as providing specific legal advice.  This article is for information purposes only and is correct at the time of publication. It does not constitute legal advice.

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