This is a core area of our expertise. We provide advice and representation for both Claimants and Respondents. We will essentially act for you in all aspects of the case using our experience in discrimination law.
The Equality Act 2010 protects on the basis of 9 ‘protected characteristics’ as follows:
- Gender reassignment
- Sexual orientation
- Marriage and civil partnerships
- Religion or belief
The Act provides protection for people from discrimination in employment, services, education, training, clubs and associations and premises.
Types of discrimination:
|Direct discrimination||When someone is treated less favourably than another person ‘because of’ their protected characteristic they have or are thought to have.|
|Discrimination by association||this is new in the Equality Act 2010. This is direct discrimination against someone because they associate with someone who has a protected characteristic|
|Perception discrimination||This is where someone is discriminated against because someone perceived they had a protected characteristic.|
|Discrimination arising from a disability||this is new under the Equality Act, which says that treatment of a disabled person amounts to discrimination where:
|Indirect discrimination||it is about applying a provision, criteria or practice (PCP) that applies to all but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be objectively justified.|
|Harassment||there are 3 definitions of harassment in the act:a) General harassment – Unwanted conduct related to a relevant protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individualb) Conduct of a Sexual Nature – where A engages in unwanted conduct of a sexual nature and the conduct has the purpose or effect of violating Bc) Rejection of or submission to conduct of a sexual nature – where A or another person engages in unwanted conduct of a sexual nature (or is related to gender reassignment or sex) and the conduct has either the purpose or effect of violating B and because of B’s rejection or submission to the conduct A treats B less favourably than A would treat B if B had not rejected or submitted to the conduct|
|Third party harassment||Makes employers potentially liable for the actions of 3rd parties to employees. This includes customers or clients.|
|Victimisation||When someone is treated badly as a result of:
Dallas Legal will handle your case right from the beginning until the end.
We will start by providing you informative, honest, free advice in confidence. Moving forward, we will provide legal and business consultation reviewing and structuring the case to dealing with all correspondence and advocacy at hearings (if necessary).