Civil Service Discrimination at Work

The Equality Act 2010 protects people in work and recruitment against discrimination connected to age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The legal test varies by the type of discrimination, so general unfairness and unlawful discrimination are not always the same.

Identify the type of concern

Record the facts before applying the label

Write down the words, actions, decision, date, people present and effect. Identify whether the same rule or decision affected others and whether a comparator is available. Record the explanation given by the department, even when you believe it is incomplete or inconsistent.

Avoid relying only on your conclusion. A statement that a manager discriminated against you gives the investigator less to test than a dated account showing the decision, protected characteristic connection, different treatment, policy wording and effect.

Choose the route that fits the immediate issue

An informal conversation may be appropriate where the issue can be corrected safely. A formal complaint may need the grievance route. Harassment or bullying concerns may also use the bullying and harassment guidance. Disability-related barriers may need a reasonable adjustment request.

Serious, repeated or legally complex concerns may require union or legal advice. Employment time limits can run while an internal process continues, so do not rely on the department process to protect every external deadline.