Equal pay, equal opportunities and discrimination claims

All employees should expect to be treated with dignity and respect, receive equal opportunities and not be discriminated against because of their sex, age, race, disability, sexual orientation or any other of the protected characteristics under the Equality Act 2010. Employees are also entitled to equal pay for equal work regardless of their sex.

Challenging workplace inequality

At Penningtons Manches Cooper, our employment lawyers have industry-leading experience in advising employees on workplace discrimination and equal pay claims and we are here to support you with sympathy and sensitivity. We are fully aware that raising your workplace concern, being the subject of discrimination and/or harassment, or being accused of discrimination and/or harassment can be both stressful and distressing.

The law protects you against discrimination at work. If you feel that you have been treated unfairly at work on the grounds of any of the protected characteristics, you may have a case for a discrimination claim against your employer and you should seek advice as early as possible.

Although the Equality Act provides for equal pay for equal work, regardless of sex, and implies a ‘sex equality clause’ into employment contracts, the nuanced nature of equal pay complaints means that it can be a difficult legal area for an employee to negotiate, particularly if they are a woman. An employee who is considering raising an unequal pay complaint will benefit from expert legal advice at the outset to ensure their rights are protected.

The team have a holistic approach to giving advice and providing support. They have a strategic and empathetic approach to problem solving.

There are, unfortunately, many other discriminatory practices in the workplace. For example, there may be unfair rules where followers of one religion might be allowed to wear symbols of their faith while another group is not. Despite rules against age discrimination, there are also many cases of workers over the age of 50 being selected for redundancy in preference to a younger worker with less experience and ability. Pregnant employees are also vulnerable to dismissal if they have to take time off for health reasons.

Our experienced team can advise and support employees on all forms of discrimination claims, including direct and indirect discrimination, victimisation, bullying and harassment, sexual harassment and the duty to make reasonable adjustments for disabled workers.

How we help our clients

Rraising your grievance against discrimination or (un)equal pay complaints

Navigating grievance and workplace investigations of which you are the subject

Negotiating compensation and terms of settlement

Negotiating favourable severance packages if you wish to leave your current employer

Bringing a discrimination or equal pay claim at the employment tribunal

Representing you at an employment tribunal if a claim is made against you

They provide an exceptional level of support and advice, relating to some very complex employment law matters.

I would have no hesitation in recommending Penningtons Manches Cooper.

Recent work highlights

Sex discrimination and equal pay claim

Successfully negotiating a £1.2 million settlement of a complex and highly contested sex discrimination and equal pay claim for a company director and board member.

Exit strategy advice and six-figure settlement

Drafting a sex and disability discrimination grievance and devising an exit strategy for an individual in the energy sector, resulting in a six figure settlement.

C-suite executive of multinational fitness and wellbeing company

Advising a senior employee on an ongoing dispute concerning a potential claim for discrimination by association. This is a nuanced area on which there is limited case law.