Sex or Sexual Orientation Discrimination at Work

Legal Support for Gender and LGBTQ+ Equality in the Workplace 

At The Jonathan Lea Network, we believe that every employee—regardless of their sex, gender identity or sexual orientation—deserves respect, dignity and equal treatment in the workplace.

If you have experienced discrimination, harassment, or victimisation based on your gender or sexual orientation, or if you are an employer and believe your organisation has acted unlawfully, our experienced employment law solicitors can help you to resolve the matter.

We provide clear, compassionate and expert legal guidance to employees and professionals across all industries, supporting those who have been unfairly treated because of their identity. 

What Is Sex or Sexual Orientation Discrimination? 

Sex and sexual orientation are both protected characteristics under the Equality Act 2010. This means it is unlawful for an employer to treat you less favourably because: 

• You are male, female, or identify with a specific gender (sex discrimination) 
• You are attracted to people of the same sex, opposite sex, or both (sexual orientation discrimination) 

The law also protects against perceived discrimination (e.g. someone believes you are gay) and associative discrimination (e.g. you are treated differently because of your connection to someone who is LGBTQ+). 

Types of Discrimination 

1. Direct Discrimination 

Occurs when someone is treated less favourably because of their sex or sexual orientation. Examples: 

• A woman is paid less than a man doing the same role without a valid reason. 
• A gay employee is excluded from social or networking opportunities due to their sexuality. 

2. Indirect Discrimination 

Happens when a workplace policy or rule applies to everyone but disproportionately disadvantages a particular group, without justification. 

Example:

• A policy requiring all staff to work late may disadvantage women with childcare responsibilities, which could amount to indirect sex discrimination. 

3. Harassment 

Unwanted behaviour related to sex or sexual orientation that violates a person’s dignity or creates an intimidating, hostile or offensive environment. 

Examples: 

• Inappropriate jokes or comments about someone’s gender or sexuality
• Displaying offensive materials 
• Mocking or stereotyping LGBTQ+ individuals 

4. Victimisation 

Treating someone unfairly because they have complained about discrimination or supported someone else’s complaint. 

Example: 

• You help a colleague with a sexual orientation discrimination grievance and are then sidelined from key projects. 

Examples of Sex or Sexual Orientation Discrimination We Can Help With

• You’ve been passed over for promotion due to your gender 
• Your employer discourages open discussion of LGBTQ+ issues or relationships at work 
• You’re subjected to sexist or homophobic remarks or behaviour 
• You’re selected for redundancy or dismissal because of your gender identity or sexual orientation 
• You’re denied benefits or flexibility available to colleagues in heterosexual relationships 
• A manager questions your ability to lead because you are a woman or openly gay 

Whether the discrimination is explicit or subtle, isolated or systemic, our legal team is here to help.

Your Rights Under the Equality Act 2010 

As an employee or job applicant, you are protected under the Equality Act from:

• Unequal treatment in recruitment, pay, benefits, training, promotion, and dismissal
• Harassment or bullying due to your sex or sexual orientation 
• Policies that disadvantage certain groups without legitimate justification
• Retaliation for making or supporting a discrimination complaint 

You do not need a minimum length of service to bring a claim. 

What Should You Do If You’re Discriminated Against? 

If you suspect discrimination, take the following steps: 

1. Document everything – including emails, meeting notes, and any offensive communications. 
2. Raise the issue informally – with your manager or HR department, if safe to do so.
3. Submit a formal grievance – if the behaviour continues or isn’t addressed. 
4. Seek legal advice early – we can help you understand your rights and strengthen your position. 

⏳ Important: You typically have three months less one day from the last act of discrimination to start a claim at an Employment Tribunal. 

How We Can Help 

At The Jonathan Lea Network, we provide clear, compassionate and confidential support at every stage. Our services include: 

• Reviewing your case and advising on the strength of your claim 
• Drafting formal grievances or letters to your employer 
• Negotiating settlement agreements or severance packages 
• Representing you in Employment Tribunal proceedings 
• Advising on connected claims such as unfair dismissal or equal pay 

Whether you want to resolve things discreetly or take decisive legal action, we’ll guide you toward the most appropriate and effective path.

Why Choose The Jonathan Lea Network? 

• ✅ Experienced employment solicitors with a strong record in discrimination claims
• ✅ Respectful and inclusive approach that champions equality and dignity
• ✅ Strategic guidance that prioritises your well-being and long-term goals
• ✅ Transparent fee options, including fixed-fee consultations 
• ✅ Remote consultations available for clients across the UK 

We’ve supported professionals across a wide range of sectors—from corporate and legal services to healthcare, education and technology. 

Contact Us Today 

Discrimination based on sex or sexual orientation is unlawful and unacceptable. If you’re facing unfair treatment at work, contact our expert team for confidential advice. 

📞  Call us: 01444 708 640
📧  Email: wewillhelp@jonathanlea.net
📩  Or fill in our Contact Form

Image Credit to SA AM