Your Right to Equal Treatment
The Equality Act 2010 is the single statute that protects people in Great Britain from discrimination in the workplace and in wider society. It defines nine protected characteristics and outlaws direct and indirect discrimination, harassment and victimisation — whether you are applying for a job, renting a flat, shopping, studying or using public services. Employers now also carry a positive duty to prevent sexual harassment.
Last updated: 2026-07-30
Your Rights
Nine Protected Characteristics
The Act protects everyone against unfair treatment because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. You are also protected if you are wrongly perceived to have a characteristic or are associated with someone who has one.
Protection From Direct Discrimination
Nobody may treat you less favourably than they treat or would treat others because of a protected characteristic — refusing you a job, service or tenancy on those grounds is unlawful, and (except for age, which can sometimes be justified) there is no defence of good intentions.
Protection From Indirect Discrimination
Rules or practices that look neutral but put people who share your characteristic at a particular disadvantage are unlawful unless the organisation can show they are a proportionate means of achieving a legitimate aim — for example, blanket full-time-only policies that disadvantage women with caring responsibilities.
Protection From Harassment
Unwanted conduct related to a protected characteristic that has the purpose or effect of violating your dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment is unlawful — as is unwanted conduct of a sexual nature. Since 26 October 2024 employers must also take reasonable steps to prevent sexual harassment of their staff, a duty the Employment Rights Act 2025 will strengthen to 'all reasonable steps' once commenced.
Protection From Victimisation
You cannot lawfully be punished — dismissed, demoted, refused service — for doing a 'protected act': bringing or supporting a discrimination complaint, giving evidence, or alleging a breach of the Act. This protects witnesses and allies, not just the person discriminated against.
Reasonable Adjustments for Disabled People
Employers, service providers and others must take such steps as are reasonable to remove substantial disadvantages faced by disabled people — changing how things are done, altering physical features or providing auxiliary aids. Failing to make reasonable adjustments is itself discrimination.
Protection Almost Everywhere
The Act applies at work (including recruitment), in education, when you buy goods or use services, when using public services, when buying or renting property, and in clubs and associations. Service providers must not refuse you a service or offer it on worse terms because of a protected characteristic.
Common Myths
You have to prove the discrimination was deliberate.
Intent is not required. Harassment turns on the purpose OR effect of the conduct, and indirect discrimination is about the impact of a policy — an organisation can discriminate unlawfully while believing it is being fair.
The Equality Act only applies at work.
It also covers education, shops and services, public functions, buying or renting property, and clubs or associations — the same rights apply when you are refused a flat viewing as when you are refused a promotion.
Helping a disadvantaged group is 'discrimination the other way' and always illegal.
Voluntary positive action is lawful where people with a protected characteristic are disadvantaged, have particular needs or are under-represented — such as targeted mentoring or outreach.
You're only protected if the characteristic is your own.
Discrimination by association (for example, because you care for a disabled child) and by perception (because someone wrongly assumes you are gay, for instance) are both covered, as is retaliation for supporting someone else's complaint.
A one-off comment can't be harassment.
There is no requirement for a course of conduct — a single incident can create the intimidating, hostile or degrading environment the Act describes, judged partly by how it made you feel.
What To Do
Record What Happened
Write down dates, words used, witnesses and context as soon as possible, and keep emails, messages, adverts or policies that show the treatment.
Raise It Where It Happened
Use the employer's grievance procedure or the organisation's complaints process first — many disputes resolve at this stage and it strengthens any later claim.
Get Free Specialist Advice
Call the Equality Advisory and Support Service (EASS) on 0808 800 0082 for help understanding whether the Act covers your situation and drafting letters.
For Work Claims, Start Acas Early Conciliation in Time
Employment tribunal discrimination claims must normally be started within three months of the act complained of, and you must notify Acas for early conciliation first — do not wait for internal processes to finish.
For Services, Housing or Education, Use the County Court
Non-work claims go to the county court (sheriff court in Scotland), normally within six months of the act. Courts can award compensation, including for injury to feelings.
Consider Reporting Systemic Failures
The Equality and Human Rights Commission enforces the Act strategically and public bodies owe the Public Sector Equality Duty — systemic problems can be reported even where you do not litigate yourself.
Key Legislation
- Equality Act 2010
- Worker Protection (Amendment of Equality Act 2010) Act 2023
- Equality Act 2010 (public sector equality duty, s.149)
- Employment Rights Act 2025, ss.20–22 (harassment provisions, pending commencement)
Useful Contacts
Equality Advisory and Support Service (EASS)
Free government-backed helpline for discrimination and human rights issues in England, Scotland and Wales.
Tel: 0808 800 0082
WebsiteAcas
Advice on workplace discrimination and the mandatory early conciliation step before tribunal claims.
Tel: 0300 123 1100
WebsiteCitizens Advice — Discrimination
Plain-English guidance on identifying discrimination and taking action.
WebsiteGOV.UK — Discrimination: Your Rights
Official summary of the protected characteristics and where the Equality Act protects you.
Website