Marriage and Civil Partnership Discrimination

Protecting Your Rights at Work Regardless of Your Relationship Status

At The Jonathan Lea Network, we believe everyone should be treated equally at work—regardless of whether they’re married or in a civil partnership. Unfortunately, some employees are still unfairly treated, overlooked, or dismissed due to their relationship status – this is called Marriage and Civil Partnership discrimination.

If you’ve experienced workplace discrimination because you are married or in a civil partnership or if you are worried that you have treated someone unfairly and need legal counsel, our specialist employment lawyers can help you understand your rights and take appropriate legal action. We’re here to guide you through every stage, from raising an internal grievance to making a claim at an Employment Tribunal.

What Is Marriage and Civil Partnership Discrimination?

Marriage and civil partnership is one of the protected characteristics under the Equality Act 2010. This means employees are legally protected against unfair treatment at work because they
are:

● Married (whether in a religious or civil ceremony)
● In a civil partnership (available to both same-sex and opposite-sex couples)

The law applies to current and prospective employees. Employers must not treat someone less favourably than others because of their marital or civil status.

Important Note: Protection in this area applies only to direct discrimination and
victimisation—not indirect discrimination or harassment. That makes it more important to
act quickly and seek advice on whether your case meets the legal threshold.

Examples of Discrimination Based on Marriage or Civil Partnership

While it may be less commonly reported than other types of discrimination, unfair
treatment based on marital or civil partnership status still happens. Here are some examples we regularly advise on:

● Being excluded from client-facing roles because your employer believes a married
person “wouldn’t fit the image.”
● Denied promotion after getting married, based on assumptions that your priorities
will shift.
● Being dismissed or demoted after your employer discovers you married a competitor
or a colleague from another department.
● Being treated differently for not being in a relationship, where the comparator is
someone who is married or in a civil partnership.
● Suffering retaliation or negative treatment after making or supporting a complaint
about such discrimination.

In any of these circumstances, you may be entitled to bring a legal claim or seek
compensation.

Who Is Protected?

You are protected under the Equality Act if you are:

● Legally married, whether through a civil or religious ceremony
● In a registered civil partnership
● Perceived to be married or in a civil partnership (i.e. your employer assumes this)
● Associated with someone who is married or in a civil partnership (e.g. your spouse is
also an employee and your employer acts based on that connection)

This protection applies from day one of your employment and covers recruitment,
promotion, pay, dismissal, training opportunities, and all other aspects of work.

What Does the Law Not Cover?

It’s important to understand the limitations of the law in this area. The Equality Act 2010
does not provide protection under this characteristic for:

● People who are single, divorced, separated or widowed
● Discrimination based on who you’re married to (unless it’s connected to another
protected characteristic, like race or religion)
● Indirect discrimination or harassment, unless you can link it to another protected
characteristic (e.g. sex, religion, etc.)

If your experience overlaps with another form of discrimination (e.g. sex or religion), we can
help you build a claim that considers all relevant aspects.

What Are Your Legal Options?

If you believe you’ve been treated unfairly because of your marriage or civil partnership, our solicitors can help you:

1. Raise the issue informally with HR or management
2. Submit a formal grievance under your employer’s internal procedure
3. Negotiate a settlement or severance agreement
4. File a claim at the Employment Tribunal (usually within 3 months less one day of the
last discriminatory act)

Time limits are strict—so it’s crucial to seek legal advice early.

How We Can Help

At The Jonathan Lea Network, we offer a full suite of employment law services tailored to
your situation. We can:

● Assess the strength of your claim and provide strategic advice
● Draft grievance letters or complaints to your employer
● Handle correspondence and negotiations with your employer or their solicitors
● Represent you at mediation, the Employment Tribunal, or in court if needed
● Advise on linked claims such as unfair dismissal, victimisation, or sex discrimination

We’re known for combining legal precision with empathy, discretion and clarity. Your career and peace of mind matter—and we’ll work tirelessly to protect them.

Why Choose Us?

● ✅ Employment law specialists with extensive experience in discrimination cases
● ✅ Straightforward advice you can trust—no jargon, just results
● ✅ Client-centred approach that puts your needs first
● ✅ Flexible fee structures, including fixed-fee initial consultations
● ✅ Responsive and transparent—we keep you updated every step of the way

We work with professionals, senior executives, and employees across a wide range of
industries, including finance, legal, healthcare, retail and education.

Get Expert Advice Today

You don’t have to tolerate unfair treatment at work. If you suspect that your marital or civil
partnership status is being used against you, contact our employment law team today for a
confidential consultation.

📞 Call us on: [01444 708 640]
📧 Email: wewillhelp@jonathanlea.net
📩 Or submit an enquiry via our Contact Form

Image credit Lareised Leneseur