Gender reassignment discrimination claims

We have helped more than 3,000 employees with their employment law claims and we can help you.

Gender reassignment discrimination cases

Gender reassignment discrimination can occur in several forms; direct and indirect. Direct discrimination is what happens when you are discriminated against solely on the basis of your gender reassignment.

Indirect discrimination is what happens when you are discriminated against by perception or association with certain groups or communities of people.

Although it may seem like a relatively new ‘protected’ area, gender reassignment discrimination is covered in the Equality Act (2010), as part of its remit to ensure that no one is discriminated against on the basis of their gender/sex or sexual orientation.

Your help made a big difference to my ability to stand my ground with my employers. Thank you. (Miss A., Hertfordshire)

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How much compensation could I get?

Every workplace discrimination case is different. While there are no limits to compensation awards in gender reassignment discrimination cases, strict time limits are imposed. For example, if you are thinking of making a claim at the Employment Tribunal, it must be lodged within three months less one day of the discrimination incident, or the last incident, if you have been suffering ongoing discrimination.

Before starting Employment Tribunal proceedings you must first notify ACAS with details of your claim. ACAS will then attempt a conciliation with your employer. If this is unsuccessful, the Employment Tribunal time limit may be extended by up to month from the date of the ACAS Early Conciliation certificate, and your gender reassignment discrimination claim can then be progressed to the Employment Tribunal.

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