24Hr Advice 0800 526 368


Discrimination comes in forms of race, sex, age and disability.

At OH Parsons we have years of experience in dealing with all forms of discrimination.  We understand how stressful discrimination at the work place can be, that is why we always represent the individual and not the employer.

Age Discrimination

Protection from discrimination on the grounds of age starts at the recruitment process and continues through to retirement age.

It differs to other forms of discrimination, as in some cases it is lawful, but the employer has to show that their actions can be objectively justified.

The most important development in this area was the abolition of the Default Retirement Age. This means that employers can no longer force employees to retire. Employees now have far greater freedom to continue working past retirement age. If an employer wants to compel an employee to retire, they must be able to justify why they want them to retire. A number of employers are still unaware of these changes.

If you have any queries or you think we can help then contact one of our solicitors on 0800 526 368 or click here to email us.

Disability Discrimination

OH Parsons have a vast amount of experience in representing individuals who have been discriminated because of a disability.

Often, disabled individuals do not know their rights in relation to a disability they may suffer.

In 2010, the Equality Act replaced most of the pre-existing Disability Discrimination Act. The Equality Act is designed to protect disabled people and prevent disability discrimination. At OH Parson’s we strongly advocate the use of legislation to help integrate disabled people into a working society.

Unlike any other discrimination law, the Equalities Act creates individual rights for people with a disability. Disability discrimination can come in various forms. There are important distinctions to make. They include:

Direct Discrimination – this is when an employer treats a disable individual less favourably than they treat a person that does not have that disability, because of the disability itself.

Indirect Discrimination – this is when an employer applies a criterion or practice to everybody, but affects a disabled person to a greater extent, because of their disability.

Failure to make reasonable adjustments – if a disability puts an individual at a substantial disadvantage, then the employer has a duty to make adjustments to assist with this disability. If they do not then they could be found to be discriminating against that individual.

At OH Parsons we have an employment team which regularly represents individuals with disabilities at employment tribunals. We aim to give straightforward and practical advice, taking into consideration cost.

If you have been dismissed or require legal advice in relation disability, then contact us for an initial free consultation in which we will provide practical legal advice on 24 hour Advice Line 0800 526 368 or click here to email us.


Race Discrimination

Suffering discrimination in the workplace on the grounds of race, can be one of the most difficult and stressful times for any employee.

Race discrimination can come in many forms including your colour, nationality, ethnicity or national origins. At OH Parsons we recognise the effect that racial issues can have on the lives of individuals and are committed to fighting against it.

We have a legal team that is experienced at tackling the problem of race discrimination in the workplace. Our solicitors’ are sensitive to different cultural perspectives and will deal with your problems with understanding and discretion, giving you straight forward and practical advice.

Race discrimination can often be difficult to prove. If you feel you are being discriminated against then it is generally advisable to put in a grievance to this effect. Of course this is not always easy, especially if you feel your line manager is the culprit.

If you have any queries or you think we can help then contact one of our solicitors on 0800 526 368 or click here to email us.

Sex Discrimination

The law prohibits less favourable treatment on the grounds of an employee’s gender. This is known as direct sex discrimination and could include being dismissed or passed over for promotion.

Often there won’t be any direct proof of this type of discrimination and employees often base their complaints on a feeling that they have been less favourably treated. It is very useful if employees can compare their treatment with a person of the opposite sex who was treated more favourably in similar circumstances.

Discrimination can also occur when an employer has a provision, criteria of practice which is applied equally to men and women but that puts one gender at a particular disadvantage when compared to the other. This is known as indirect sex discrimination and could include an employer increasing the hours of work, which might disproportionately affect women with childcare commitments.

Employers have a defence to claims for indirect sex discrimination if they can show that it is a proportionate means of achieving a legitimate aim.

It is important to note that both women and men have protection from sex discrimination.

At OH Parsons we have years of experience in dealing with sex discrimination claims. If you think you might have been a victim of sex discrimination we are here to help you.

If you have any queries or you think we can help then contact one of our solicitors on 0800 526 368 or click here to email us.

Where to find us

3rd Floor, Churchill House,
Chalvey Road East,

T: 020 7379 7277
F: 020 7240 1577

OH Parsons LLP

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