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Sexual orientation

Sexual orientation

SKU: 7.29
  • Advice

    What does sexual orientation discrimination look like? -

    The law recognizes four types of sexual orientation discrimination:

    • Direct Discrimination;
    • Indirect Discrimination;
    • Harassment; and
    • Victimisation


    Direct Discrimination

    This can manifest in three distinct ways where you are treated less favourably because of your own sexual orientation, the sexual orientation of someone you are associated with or how your sexual orientation is perceived.


    Indirect Discrimination

    To file a claim under this you must be able to prove that the policy leading to unfair treatment represents a disproportionate and unnecessary way of your employer achieving an intended outcome, such as a wholly Muslim or coloured workforce - this can be extremely difficult and not taken without legal advice.



    The law defines harassment as “unwanted conduct” which, in this case, must be related to your sexual orientation. For an act to qualify as harassment, it must also have the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. It typically takes the form of bullying, nicknames, threats, jokes, gossip, inappropriate questions, insults or exclusion. You can also raise a complaint where you witness harassment and it has a negative impact on you or your working environment.



    Victimisation is when an employee is singled out for cruel and/or unjust treatment because they:

    • Made an allegation of discrimination;
    • Supported a complaint of discrimination;
    • Gave evidence relating to a complaint of discrimination;
    • Raised a concern over equality or discrimination; and/or
    • Did anything else that breached the Equality Act, including bringing an employment tribunal claim.


    Notably, victimisation can impact people who stood up for their colleagues and who suffered a detriment as a result, such as being labelled a troublemaker, being left out, or being denied training or promotion. As long as you bring an allegation for victimization in good faith, you will not face any negative consequences if your evidence turns out to be inaccurate or incomplete.


    Common areas where sexual orientation discrimination occurs:

    • Recruitment;
    • Pay and terms and conditions of employment;
    • Promotion opportunities;
    • Training opportunities; and/or
    • When an employee is dismissed.


    How we can help

    We would be delighted to act on your behalf to negotiate whether there has, in our experts opinion, been any discrimination made against you or your employment application, To gain our assistance you need to open a case, this is done by taking advantage of our free consultation service, activated by the link at the top of the page, should you wish to start a case the caseworker will send you the suitable payment link.


    Please note your caseworker can only give generic advice, their role is to prepare your details for handling by our legal team and to act as your point of contact, they will also issue you with your Password and PIN, these will be needed to log onto your client dashboard. From your dashboard you will be able to manage and view every aspect of your case, upload documents, images, files etc.


    Your legal team will carefully examine the employers policies/procedures on the matter and if there is an identified issue, we would seek to assist you in bringing about a fair solution by mediating between yourself and your employer. If a solution cannot be found then we would support you in lodging a claim via an employment tribunal. You should be conscious of the strict time constraints as discrimination claims must be brought to an Employment Tribunal within three months of the alleged discriminatory act. We do tend to find that employers tend to be significantly more responsive when you have taken steps to obtain professional legal advice.

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