What to Do if You Experience Discrimination at Work

What to Do if You Experience Discrimination at Work

Employment Law Advice

Filing a Formal Complaint

If you believe you have faced discrimination at work, filing a formal complaint is a crucial step in addressing the issue. Begin by reviewing your company's policies regarding discrimination and harassment. Familiarise yourself with the procedures outlined in your employee handbook or internal guidelines. Document the incidents in detail, including dates, times, locations, and any witnesses who may have been present.

Once you have gathered your information, approach your line manager or the designated human resources representative. Present your case clearly and succinctly, providing the documented evidence to support your claims. Be prepared to explain how the behaviour you've experienced has affected your work environment and emotional wellbeing. It is essential to remain professional throughout the process, as this demonstrates your seriousness about addressing the discrimination.

Steps to Take

Documenting any incidents of discrimination is essential. Keep detailed records that include dates, times, locations, and the people involved. Note any witnesses present during the incidents. This information will be invaluable if you choose to escalate the situation. If written communication occurs, such as emails or messages related to the discrimination, save copies for your records.

Understanding your company's policies on discrimination is vital. Review your employee handbook or any relevant documents about grievance procedures. If your workplace has a designated team for handling such complaints, reach out to them to discuss your experience. It can be helpful to be prepared with your notes when you explain the situation, ensuring clarity and confidence in your account.

Exploring External Resources

When facing discrimination at work, seeking external resources can be an effective way to address the issue. Various organisations provide support and guidance to individuals experiencing such challenges. These may include local advocacy groups and national agencies dedicated to promoting equality and providing assistance. They can offer advice on the steps to take, potential services available, and can sometimes act as intermediaries between you and your employer.

Regulatory bodies play a crucial role in upholding workplace rights. Engaging with these organisations can lead to formal investigations into discrimination claims. They are equipped to assist with understanding your rights, the legal framework surrounding workplace discrimination, and the processes involved in filing complaints. It's important to gather all relevant documentation and evidence before approaching these external resources to ensure a thorough evaluation of your case.

Regulatory Bodies and Support Services







ant
What to Know About Your Right to Work in a Safe Environment
Roundup of Key Employee Rights Legislation in 2023
10 Essential Rights Every Employee Should Know
Review of Recent Changes to Employment Law
Historical Overview of Employee Rights in the UK
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How to Address Workplace Discrimination EffectivelyProbationary Period
Employers often use a probationary period as a way to evaluate a new employee's performance and fit within the company culture. Typically lasting from three to six months, this timeframe allows both parties to assess whether the employment arrangement is mutually beneficial. During this period, the employee may receive tailored training and feedback to help them integrate into their new role effectively.
It is crucial to clearly outline the terms and conditions during this trial duration in the employment contract. Specific expectations regarding job performance, attendance, and conduct should be defined, along with details about the performance review process. Employers may also state the consequences of unsatisfactory performance, including the potential for early termination of the contract. Transparency in these matters can foster a positive working relationship and aid in setting clear objectives for the new hire.
Outlining Terms and Conditions During Trial Duration
A probationary period allows both the employer and employee to assess the suitability of the working relationship. During this time, it is crucial to clearly outline the expectations and responsibilities associated with the role. This includes detailing work hours, reporting structures, and any specific performance metrics that will be used to evaluate the employee's effectiveness. Additionally, it is beneficial to have regular feedback sessions to ensure the employee is aware of their progress and areas for improvement.
It's also important to clarify the terms regarding benefits and entitlements during the probationary period. Employees should be informed whether they will receive full benefits, such as holiday entitlement or sick leave, or if there are any limitations during this trial phase. Ensuring that employees understand their rights and obligations from the outset can help foster a productive atmosphere and smooth transition into full employment if the probationary period is successful.


Employment may be terminated for a variety of reasons, which should be clearly defined within the contract. Common conditions include breach of contract, gross misconduct, and repeated underperformance. These stipulations serve to protect both the employer and the employee, providing clarity regarding the expectations and standards requir ed for continued employment. It is also essential to address the process for termination, including any necessary notice periods, to ensure that both parties are aware of their rights and responsibilities.
Additionally, the contract might outline circumstances that could lead to immediate dismissal without notice, such as theft or violence in the workplace. Such conditions provide a framework for dealing with severe infractions that compromise the safety and integrity of the work environment. It is crucial for employers to communicate these terms effectively to avoid misunderstandings and ensure that employees are aware of the potential repercussions of their actions in the workplace.
Confidentiality Agreements
Confidentiality agreements play a crucial role in safeguarding sensitive information within a company. Employees often have access to proprietary data, trade secrets, and other confidential materials that, if disclosed, could undermine competitive advantage. By including a confidentiality clause in employment contracts, organisations lay out clear expectations for handling this information. Such agreements typically specify what constitutes confidential information, the duration of the confidentiality obligation, and the consequences of any breaches.
Enforcement of confidentiality agreements can be pivotal in maintaining a trust-based relationship between the employer and employee. Clear definitions and limitations help prevent misunderstandings regarding what information needs protection. Additionally, outlining the process for addressing breaches, including potential legal actions, reinforces the importance of these agreements and encourages compliance. Establishing these parameters from the outset reinforces the commitment to confidentiality and fosters a culture of trust and professionalism within the workplace.

Hibberts Solicitors Crewe

144 Nantwich Road,
Crewe,
Cheshire,
CW2 6BG

Tel: 01270215117

Hibberts Solicitors Nantwich

25 Barker St, Nantwich, Cheshire CW5 5EN

Tel: 01270624225

Privacy PolicyA typical probationary period can range from three to six months, but this can vary depending on the company’s policies and the nature of th