Discrimination Dismissal
Dismissal based on a protected characteristic — age, sex, race, disability, religion, sexual orientation, or gender reassignment.
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£15,000 – £500,000
Typical compensation range
3 months
Employment tribunal deadline
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Real cases, real outcomes
Similar Past Cases
These are real discrimination dismissal cases with actual compensation outcomes. Your case could be similar.
Age Discrimination: Restructuring Targeting Older Workers
A 57-year-old IT consultant was selected for redundancy along with a disproportionate number of employees over 50. Statistical analysis showed older workers were significantly more likely to be selected. The employer could not justify the selection criteria used.
Statistical evidence showing age-based patterns in redundancy selections can establish discrimination even without direct discriminatory statements.
Disability Discrimination: Failure to Make Reasonable Adjustments
An office worker with a chronic pain condition was dismissed for poor attendance after her employer refused to allow her to work from home two days per week. The employment tribunal found the employer had failed to make reasonable adjustments under the Equality Act 2010 and the dismissal was discriminatory.
Employers have a duty to make reasonable adjustments for disabled employees, and dismissing someone without exploring adjustments can be discriminatory.
About Discrimination Dismissal Claims
Discrimination dismissal claims arise under the Equality Act 2010 when an employee is dismissed because of a protected characteristic: age, sex, race, disability, religion or belief, sexual orientation, gender reassignment, marriage/civil partnership, or pregnancy/maternity.
These claims are automatically unfair regardless of length of service — the usual 2-year qualifying period does not apply. Compensation is uncapped, meaning there is no statutory limit on the compensatory award (unlike ordinary unfair dismissal). This makes discrimination claims significantly more valuable.
The burden of proof shifts in discrimination cases: the claimant must show facts from which the tribunal could conclude that discrimination occurred. The employer must then prove a non-discriminatory reason for the dismissal. Statistical evidence, comparator evidence, and evidence of discriminatory comments or culture are all relevant.
Claims must be brought to an employment tribunal within 3 months less 1 day of the effective date of termination, after completing ACAS early conciliation. The time limit is strict but can be extended if it was "not reasonably practicable" to bring the claim in time.
Compensation includes a basic award (same as statutory redundancy pay), compensatory award for loss of earnings (uncapped), injury to feelings (Vento bands: lower £1,100-£11,200, middle £11,200-£33,700, upper £33,700-£56,200), and aggravated damages in serious cases. Total awards commonly range from £15,000 to £250,000 and can exceed £1 million in exceptional cases.
Typical Compensation Range
Based on reported settlements and court awards. Individual case values vary significantly.
Limitation Period
3 months
Employment tribunal claims must be brought within 3 months less 1 day. Act quickly.
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