Unfair treatment or lost opportunities
You are concerned that decisions about recruitment, promotion, pay or work opportunities may be connected to a protected characteristic.
Workplace discrimination & harassment · Employee advice
Discrimination or harassment at work? Understand your options.
If you believe you have been treated unfairly because of a protected characteristic, or have experienced sexual harassment at work, Springhouse Solicitors can assess the circumstances and advise on practical and legal options.
For employees and other eligible individuals in England and Wales. Our client care team will explain the next step and likely fees, not provide legal advice.
- Specialist employment law
- Practical next steps
- Claims where appropriate
Request a callback
You need only provide brief contact details and the general type of issue. Please do not include sensitive incident details in this form.
Specialist employment law
Advice on Equality Act workplace issues
Practical next steps
Explore grievances, adjustments and resolution
Claims where appropriate
Understand Acas and tribunal options
When you may need advice
When treatment at work raises questions.
Discrimination law is detailed and fact-specific. The type of treatment, context, evidence and relevant legal protections all matter.
Unwanted conduct or sexual harassment
You have experienced behaviour that you believe may amount to unlawful harassment and want advice on what can be done.
Treatment after speaking up
You believe you have been disadvantaged after making or supporting a discrimination or harassment complaint.
Disability-related concerns
You want advice about reasonable adjustments, workplace support or treatment connected with a disability.
Not all bullying or unfair treatment meets the legal test for discrimination or harassment. A solicitor can help assess whether a relevant legal claim or another workplace option may be available.
Options and routes
A measured approach to a difficult situation.
The best next step may be an internal process, a negotiated resolution or a legal claim. We can help you understand the differences.
Assess your legal position
Review the treatment, relevant protected characteristics or harassment issues, evidence and possible legal routes.
Consider workplace steps
Discuss grievances, adjustments and other practical ways to raise concerns while also considering the risks and timing.
Explore settlement or a claim
Where appropriate, consider negotiation, Acas Early Conciliation or Employment Tribunal proceedings.
Important legal information
Important distinctions in discrimination law.
The Equality Act 2010 covers several forms of unlawful treatment connected to protected characteristics. Specific rules apply to harassment, sexual harassment, victimisation and disability-related issues.
Claims have strict deadlines. A grievance or ongoing discussions do not, by themselves, stop a tribunal time limit. Specialist advice is important where there have been repeated incidents or more than one type of claim.
Equality Act 2010 — Different types of unlawful treatment
Discrimination, harassment and victimisation have different legal tests. Unwanted behaviour is not automatically harassment under the Act; the circumstances and statutory definition matter.
From 1 October 2026 — Tribunal claim deadlines
For most relevant workplace claims concerning events on or after 1 October 2026, the usual time limit is six months less one day. Earlier events may have shorter limits. Exceptions and Acas rules apply.
Legal tests and time limits are fact-specific. Continuing conduct and Acas Early Conciliation can affect the calculation. Do not use this page to work out an individual deadline.
Why Springhouse
Specialist guidance without assumptions.
Sensitive workplace issues call for careful listening, sound analysis and proportionate advice. We focus on the facts and your priorities.
The right legal question
Identify the issues that may arise under discrimination and employment law without assuming a particular outcome.
Practical routes at work
Consider internal concerns, reasonable adjustments, grievance steps or negotiated resolution where relevant.
Clear advice about next steps
Understand the role of evidence, time limits, possible remedies and the costs of different options.
What happens next
A straightforward starting point.
You do not need to explain a sensitive incident in an online form. Contact client care and we can discuss a suitable way to arrange legal advice.
Contact client care
Give your contact details and a general indication of the issue without sharing sensitive facts in the form.
Discuss arrangements
Our client care team explains the available service, how confidentiality is handled and the likely costs of advice.
Receive tailored advice
If instructed, an employment solicitor can consider your circumstances and the appropriate next step.
Questions and answers
Questions about discrimination and harassment.
These answers are general information. Whether there is a legal claim depends on the evidence and the applicable legal test.
Is workplace bullying always unlawful harassment?
No. Bullying can be serious and unacceptable without meeting the definition of harassment under the Equality Act 2010. Legal harassment and sexual harassment have specific tests, and other employment-law routes may also be relevant.
Do I need two years of service to bring a discrimination claim?
No general two-year qualifying period applies to Equality Act discrimination claims. Eligibility, status, the legal test and applicable deadlines still need to be assessed.
Can I seek advice while I am still employed?
Yes. Advice at an early stage can help you assess what to record, how to raise concerns, whether adjustments may be relevant and the risks attached to different steps.
Can a discrimination or harassment issue be resolved without a tribunal?
Sometimes. Depending on the circumstances, a grievance, adjustment, negotiated resolution or Acas conciliation may help. Not every case is suitable for settlement.
How long do I have to take action?
Many workplace tribunal claims have a usual limit of six months less one day for relevant events from 1 October 2026, while many earlier events retain shorter limits. Repeated acts and Acas Early Conciliation can make the calculation more complex.
Get clarity about what has happened and what comes next.
If you are dealing with possible discrimination, harassment or victimisation at work, contact Springhouse Solicitors to discuss the right way to obtain advice.