What to Do If You’re Being Treated Unfairly at Work

2 minutes read

Navigating the workplace can be challenging, but it can take a significant toll on your mental health and professional confidence if this crosses the line into unfair treatment. The law provides robust protections to ensure you are treated with dignity if you feel singled out, overlooked or mistreated.

Here is a practical guide on how to recognise your rights and take action.

Table of Contents

1. Recognise what counts as unfair treatment

The first step is identifying whether the treatment is unfair in a general sense or unlawful under the Equality Act 2010. Unlawful treatment often involves discrimination based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

This might include:

Harassment: Unwanted conduct that creates an intimidating or offensive environment.
Victimisation: Being treated poorly because you raised a complaint.
Failure to make reasonable adjustments: If a disability or health condition isn’t being supported by your employer.

Unfair treatment doesn’t have to be intentional to be unlawful. Even if someone believes they are “just joking”, the impact on you is what matters.

2. Keep clear records

Having evidence to hand will be key if you decide to take action. Keep a diary of incidents that includes dates, times, locations, and exactly what was said or done. Note the names of any witnesses.

Keep copies of relevant emails or screenshots of messages. Before you trigger a formal process, check your company’s staff handbook. You should be able to find a written grievance procedure that outlines the steps they expect you to follow.

In complex situations, particularly those involving contract disputes or potential dismissal, it is often wise to seek professional legal advice. A specialist can help you determine if your evidence meets the legal threshold for a claim and ensure you don’t miss any critical deadlines.

3. Raising the issue informally and formally

A legal battle doesn’t have to be your starting point

Informal discussion: Often, a private conversation with your manager or an HR representative can resolve the issue quickly. The other person may not be aware of the impact of their actions.
Formal grievance: If informal talks fail, or if the situation is too serious (such as physical harassment or bullying), you should submit a formal grievance. This is a written complaint that triggers an internal investigation and a formal meeting.

4. Understand your new protections

The landscape of UK employment law has shifted significantly with the Employment Rights Act 2025. These changes mean you have more protection than ever before:

Day-one rights: You now have stronger protections against unfair dismissal from your very first day of employment.
Sexual harassment: Employers now have a duty to proactively prevent sexual harassment; they cannot simply react after it happens.
Flexible working: Requesting flexible working is now a simplified right, making it harder for employers to unreasonably refuse.

If internal processes don’t work, organisations like Acas can provide free dispute resolution services to help reach an agreement without going to an employment tribunal.

Remember, you have the right to feel safe and respected at work at all times.