Trading as Avery Walters Solicitors 
Trading as Powell Eddison Solicitors 

Employment Discrimination Solicitors Leeds 

What is Discrimination? 
Discrimination is a sensitive and complex area of Employment Law. If you have suffered discrimination in the workplace it can be extremely upsetting and stressful. Our Workplace Discrimination Lawyers have represented many individuals in the past in such claims, so they fully understand how difficult and stressful it is. 
Our Work Discrimination Claims Specialists are very experienced in handling the many difficult factual and legal issues that these cases present, supporting our clients in such situations and we always work hard to protect our client’s rights at all times. 

Employment Discrimination Solicitors in Leeds & Harrogate 

If you think you have been discriminated against at work, you may be able to claim compensation from your employer through the Employment Tribunal. If you believe you have been discriminated against, our discrimination solicitors in Leeds & Harrogate can provide you with support. 
If you feel you need a discrimination solicitor or a discrimination lawyer then get in contact today. Our leading workplace discrimination solicitors will help you through every step of the way. Whether it be Employment discrimination, Race discrimination, Age discrimination or Pregnancy discrimination.  
Get in contact today, for leading legal advice from our expert Leeds discrimination solicitors and lawyers based in Chapel Allerton, on 0113 200 7480. 
Time Limit Advice On Discrimination Claims 
If you do wish to make a claim for discrimination, there is a strict three-month minus one-day time limit in which to do so. The time limit runs from the last act or acts of discrimination. 
It is always a good idea to keep a written record of any acts of discrimination, so that if and when you do make a claim, you have accurate information to work from. 
Employment discrimination claims can be related to other types of employment claims. So, for example, 
the discrimination may be related to unpaid wages or unfair dismissal. Because of this, discrimination claims can be very complicated. There can be more than a one-time limit running within the same claim. 
Unlike most other types of employment claim, there is no minimum length of service required in order to bring a claim of discrimination. So, if you think your employer is discriminating against you, it is always a good idea to take legal advice - such as what our discrimination lawyers can offer. 

Types of Discrimination 

There are four types of unlawful discrimination: 

01.  Direct Discrimination 

Direct discrimination means that you have been discriminated against on the grounds of gender, being married or having a civil partner, race, religion or belief, sexual orientation, age, disability, gender reassignment, pregnancy or maternity
To be successful in a claim for direct discrimination, you must be able to show that: 
There was less favourable treatment on the grounds of gender, being married or having a civil partner, race, religion or belief, sexual orientation, age, disability, gender reassignment, pregnancy or maternity. 
The treatment you received was different to the treatment of others. It is not enough to be simply unfairly treated - you have to show that the treatment was a direct result of protected characteristics noted above. 
It is also useful (though not essential) to have a real-life comparator. 

02.  Indirect Discrimination 

Indirect discrimination means your employer has applied a provision or practice which puts you at a disadvantage compared to others and this has been applied to you because of the protected characteristic such as your race, sex, age, disability etc. 
Please note that if your employer can show that the provision or practice was justified by showing that it is a proportionate means of achieving a legitimate aim then it will not be unlawful. 
Contact us on 0113 2007480 or email us on info@averywalters.com to arrange your free initial, no-obligation consultation with a specialist. 

03.  Harassment 

In order to be successful in a claim of harassment, an employee must prove that: 
They have been subjected to unwanted conduct because of one of the protected characteristics and 
The conduct has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. 
It is important to show that the conduct is unwanted. Perpetrators of harassment often point to the complainant's conduct in either failing to make known the conduct was unwanted or accepting it, to argue that the conduct was wanted. Tribunals determine this issue by deciding whether it believes that the perpetrator should have known the behaviour would be unwanted either because of the risk that it would offend was obvious or the victim made it clear. 

04.  Victimisation 

The purpose of the victimisation provisions is to protect employees who have taken steps to exercise their statutory rights to bring proceedings against the employer, give evidence or information in connection with proceedings, make an allegation that an employer or another person has broken the Equality Act 2010. For example, an employee who risks dismissal by stating that she intends to bring a sex discrimination claim. Without such protection, employees might otherwise be reluctant to come forward with complaints for fear of reprisals. 
Andrew Parascandolo 
Employment Solicitor 


Phone: 0113 200 7480 
Email: ap@averywalters.com 
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* Laura Stafford is the SFE accredited memberand a full member of STEP 
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