Your Rights Under the Equality Act
The Equality Act 2010 protects you from discrimination, harassment, and victimisation at work, in education, when using services, when buying or renting property, and when dealing with public bodies. You are protected if you have a 'protected characteristic' — or if someone thinks you do (perception) or because you are associated with someone who does.
Last updated: 2026-03-08
Your Rights
Protection from Direct Discrimination
You cannot be treated less favourably because of a protected characteristic: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, or sexual orientation. This applies in employment, services, education, and housing.
Protection from Indirect Discrimination
An organisation cannot apply a rule, policy, or practice that applies to everyone but particularly disadvantages people who share your protected characteristic — unless it can be objectively justified.
Right to Reasonable Adjustments
If you are disabled, employers and service providers must make reasonable adjustments to remove barriers. This includes changing policies, providing auxiliary aids, and making physical alterations.
Protection from Harassment
It is unlawful for someone to engage in unwanted conduct related to a protected characteristic that violates your dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Protection from Victimisation
You are protected if you are treated badly because you have made a discrimination complaint, supported someone else's complaint, or given evidence — even if the complaint was ultimately unsuccessful.
Equal Pay
Men and women doing equal work (like work, work rated as equivalent, or work of equal value) for the same employer are entitled to equal pay and contractual terms.
Common Myths
Discrimination only happens if someone intends to discriminate
Intent is not required for most types of discrimination. If the effect of a policy or action is discriminatory, it can be unlawful regardless of intention.
You can only claim discrimination if you are a minority
The Equality Act protects everyone. Men can bring sex discrimination claims; young people can bring age discrimination claims. Protection extends to every person with a protected characteristic.
Employers can always justify paying someone less
If the pay difference is because of a protected characteristic, it is only lawful if the employer can show a material factor that is not directly or indirectly discriminatory.
You have to be employed for 2 years before you can claim discrimination
There is no qualifying period for discrimination claims. You are protected from day one — and even during the recruitment process.
What To Do
Keep records
Document every incident — dates, times, what was said or done, witnesses, and any impact on you. Contemporaneous notes are the strongest evidence.
Raise it informally first
If safe to do so, raise the issue informally with the person concerned or with HR/management. Many discrimination issues can be resolved quickly.
Submit a formal grievance
If informal resolution fails, submit a formal grievance following your employer's procedure. Keep copies of all correspondence.
Contact ACAS
Before bringing an employment tribunal claim, you must contact ACAS for early conciliation. This is free and may resolve the issue.
Bring a tribunal claim within 3 months
The time limit for an employment tribunal discrimination claim is 3 months minus 1 day from the discriminatory act (plus ACAS EC period). Do not delay.
Key Legislation
- Equality Act 2010
- Equality Act 2006 (EHRC)
- Human Rights Act 1998 Article 14
- EU Equal Treatment Directives (retained)
Useful Contacts
Frequently asked questions
- What situations are covered by the Equality Act 2010?
- The Equality Act 2010 protects individuals from discrimination, harassment, and victimisation in employment, education, services, housing, and when dealing with public bodies. Protection applies if you have a protected characteristic, if someone perceives you to have one, or if you are associated with someone who does. Protected characteristics include age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, and sexual orientation.
- Can I claim discrimination if I am not part of a minority group?
- No, you do not need to be a minority to make a claim. The Act protects everyone who has a protected characteristic. For example, men can bring sex discrimination claims, and young people can bring age discrimination claims. Protection extends to every person, regardless of whether they belong to a majority or minority group in society.
- What are reasonable adjustments and who must provide them?
- If you are disabled, employers and service providers are required to make reasonable adjustments to remove barriers. This duty includes changing policies, providing auxiliary aids, and making physical alterations to premises. The aim is to ensure that disabled people are not placed at a substantial disadvantage compared to non-disabled people.
- Am I protected if I support someone else's discrimination complaint?
- Victimisation protection applies if you are treated badly because you made a discrimination complaint, supported someone else’s complaint, or gave evidence. This protection remains in place even if the original complaint was ultimately unsuccessful. It is unlawful to subject you to a detriment for taking these steps.
- What steps must I take before starting an employment tribunal claim?
- Before bringing an employment tribunal claim, you must contact ACAS for early conciliation. This process is free and may help resolve the issue without a hearing. If conciliation does not resolve the dispute, you must bring your tribunal claim within three months minus one day from the discriminatory act, plus any ACAS early conciliation period.