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redmans-blog-casesSummary

How Chris Hadrill successfully represented a client in his claim for sexual orientation discrimination in the Employment Tribunal on a ‘no win no fee’ basis and secured a settlement of £13,000 at the court door.

Under the Equality Act 2010, employees can make a claim to the Employment Tribual if they believe that they have been discriminated against, harassed or victimized because of their race (or any other ‘protected characteristic’). Potential claims include the following:

  • Section 13 Equality Act 2010 – to make a claim to the Employment Tribunal for direct religious belief discrimination if they believe that they have been treated less favourably because of their religious beliefs (“direct religious belief discrimination”)
  • Section 19 Equality Act 2010 – to make a claim to the Employment Tribunal for indirect religious belief discrimination if they believe that they have been discriminated against by a practice, criterion or provision of their employer’s (“indirect religious belief discrimination”)
  • Section 26(1) Equality Act 2010 – to make a claim to the Employment Tribunal for religious belief-related harassment if they believe that they have been subjected to unwanted conduct related to their (or another person’s) religious beliefs which has the purpose or effect of creating a hostile work environment or humiliating them
  • Section 27 Equality Act 2010 – to make a claim to the Employment Tribunal for victimization if they believe that they have been subjected to a detriment because they have, for example, threatened to make a claim for religious belief discrimination to the Employment Tribunal

Situation

Norman (not his real name) worked for a specialist staff agency (“the Staff Agency”). Norman was (and is) homosexual, and he had not publicly ‘come out’ as such (although he had disclosed this to some select colleagues at work, he had not disclosed his sexual orientation to all colleagues).

Mrs X was the owner and sole director of the Staff Agency. She was also Norman’s line manager. Mrs X discovered that Norman was gay and he felt awkward about lying to her, so told her that he was. Mrs X subsequently informed her colleagues that she was “furious” about Norman’s sexual orientation and “disappointed” that she had employed him (because of his sexual orientation).

The situation subsequently deteriorated at work for Norman, with a number of responsibilities removed from him and deductions being made from his wages. Colleagues also did ‘stereotypical’ imitations of Norman, speaking in a high voice in his presence and doing a ‘limp wrist’ gesture.

Norman complained to Mrs X about the detriments he had been subjected to and alleged that he was being discriminated against because of his sexual orientation. Mrs X responded by informing Norman in a face-to-face meeting that the contents of his grievance was “nonsense” and “lies”, and that he had “problems in his head”.

After a few more weeks Norman felt that he could not continue to work at the Staff Agency any more and resigned. He submitted a letter outlining that he was resigning and why he was resigning.

What we did

Chris Hadrill, a specialist employment solicitor at Redmans, spoke to Norman about his case and informed Norman was able to offer ‘no win no fee’ representation to him for an Employment Tribunal claim.

Chris helped Norman to file an Employment Tribunal claim against the Staff Agency and Mrs X, bringing claims for direct sexual orientation discrimination, sexual orientation-related harassment, victimisation, and wrongful dismissal. He sought compensation for loss of earnings, injury to feelings, aggravated damages, and personal injury.

The result

Norman’s former employer did not make a reasonable offer of settlement during his case, and the case came to the start of the first morning of the Employment Tribunal hearing. On the first morning Chris negotiated a settlement offer of £13,000 with the other side, with Chris drafting the terms of the settlement agreement.

Chris Hadrill, the employment solicitor who represented Norman in his matter, made the following comment on the case: “It was a pleasure to represent the client in this matter, and we were delighted with the outcome – employers must make sure that they treat workers equally and that they do not discriminate against workers because of a protected characteristic.”

About

Redmans Employment Team deal with employment matters for both employers and employees, including drafting employment contracts and policies, advising employers and employees on compromise agreements, handling day-to-day HR issues, advising on restructures, and handling Employment Tribunal cases for both employers and employees Call 020 3397 3603 to speak to one of the members of our employment team or email us on enquiries@redmans.co.uk. Redmans have offices in Richmond, Chiswick, Hammersmith, Fulham, Kingston, Wimbledon, Ealing, Kings Cross and Marylebone (meetings strictly by appointment only).

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Testimonials

4.67 Average

66 Reviews

Anonymous

As with All solicitors advice without consequence but understood and communicated my legal position

Posted 6 days ago

Anonymous

Prompt, professional and excellent service.

Posted 1 week ago

Dominic C

Excellent service, prompt and helpful

Posted 2 weeks ago

Anonymous

I found Redman’s to be very efficient and got me the best deal available in the short time scale that was available.

Posted 2 weeks ago

Victor L

Very professional. Provided excellent advice on my Settlement agreement.

Posted 2 weeks ago

Anonymous

Professional from start to finish.

Posted 2 weeks ago

Oliver W

Excellent service provided by Redmans, will certainly consider using again.

Posted 2 weeks ago

Melanie H

Very professional and extremely personable service. Thank you very much.

Posted 4 weeks ago

Anonymous

I found Chris to be very approachable and easy to speak with about complex matters. He took action quickly and his updates to me, as his client, were prompt. I would recommend Chris and the team at Redmans without hesitation.

Posted 4 weeks ago

Anonymous

Good advice

Posted 4 weeks ago

Anonymous

Overall happy with the service provided by Chris and Rana.

Posted 4 weeks ago

Anonymous

Chris and Rana provide a great service, very informed, diligent and care about your result, would recommend Redmans

Posted 4 weeks ago

David W

A speedy efficient friendly service, I would definitely recommend Redmans Solicitors for processing Settlement Agreements.

Posted 4 weeks ago

Anonymous

Both Rana and Chris were fantastic. From the first phone call I was confident my matter was in good hands. I was not disappointed. I would highly recommend Redmans. Thank you again for all of your support and advice.

Posted 1 month ago

Federico S

Great advices and communication. Through Redmana I obtained match more than what I thought. Highly recommended

Posted 1 month ago

Tom G

A good and efficient service with the required legal advice provided for a settlement agreement.

Posted 1 month ago

Francis T

The solicitor I used was Chris Hadrill, who I found extremely professional and I felt that he made me feel at ease, considering the subject matter he was assisting me with.

Posted 1 month ago

Anonymous

Chris provided excellent assistance with the negotiation of my settlement agreement. From start to finish, I was consitently updated and advised on the best course of action to take. I would highly recommend Chris and Redmans Solicitors.

Posted 1 month ago

Anonymous

They are busy people but manage well so generally I would recommend them.

Posted 1 month ago

Anonymous

Very efficient and professional service from my first phone call making an enquiry. Timescales of the matter in hand were met and within the agreed budget. Would highly recommend Redmans

Posted 1 month ago

Lisa B

Really very good service, always available to answer questions, provide my with any information I needed to make informed decisions.

Posted 1 month ago