Victimisation

Victimisation at work has a very specific meaning in employment law. To be protected or claim in an Employment Tribunal, you must have been treated badly because you have carried out a ‘protected act’. The main protected acts are:

Making an allegation that someone has contravened the Equality Act 2010, for example, in relation to discrimination

• Bringing a claim under the Equality Act 2010
• Giving evidence or information to support someone in a claim under the Act

Under the Equality Act 2010, employees have the right not to be discriminated against on the grounds of:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

You may be able to bring a claim

• For example, a male colleague is helping a female co-worker with their claim of sex discrimination and makes a statement at an Employment Tribunal. The male colleague is then sacked or treated badly by their employer. This is victimisation because of sex.

If the treatment does not relate to one of the protected characteristics, then it could still amount to bullying and a claim for constructive dismissal.

What do I do now?

This is where we come in. Employment law is all we do.

It can often feel like your employer holds all the power.  They will likely have experienced HR professionals or a solicitor working in the background.  That’s why you need the best support and advice available.  You need a specialist employment lawyer – one who will push for the best outcome for you.

We understand how it feels. We have helped hundreds of employees and because we act for businesses too, we know the tactics you’re likely to face from your employer.  We know all the tricks in the book.

We will advise you of your options and how best to proceed – whether you want to raise a grievance, negotiate an exit or resign and bring a claim for constructive dismissal.

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