Discrimination Compensation Calculator UK 2026
Calculate your potential discrimination compensation using official 2026 UK rates and tribunal guidelines. This calculator estimates your injury to feelings award (Vento bands), financial losses, aggravated damages, and interest — giving you a realistic figure for workplace discrimination claims including age, sex, race, disability, pregnancy, and other protected characteristics.
If you've experienced discrimination at work, understanding your potential compensation is crucial for deciding whether to pursue an employment tribunal claim or negotiate a settlement. Unlike unfair dismissal, discrimination compensation has no statutory cap — awards can be substantial, especially for serious cases with significant financial losses or injury to feelings.
This calculator uses the official Vento bands (updated for 2026 inflation), typical financial loss calculations, and tribunal precedents to estimate your total award. You'll receive a breakdown of injury to feelings, lost earnings, pension losses, aggravated damages, and 8% statutory interest. For related employment protections, see our Unfair Dismissal Compensation Calculator and Employment Rights Hub.
Key UK Discrimination Compensation Facts 2026
- No Upper Limit: Discrimination compensation is uncapped (unlike unfair dismissal's £115,115 cap)
- Vento Bands 2026: £1,200-£12,900 (lower), £12,900-£38,700 (middle), £38,700-£64,500 (upper), £64,500+ (exceptional)
- Financial Losses: Unlimited — includes lost earnings, pension, benefits, job search costs
- No Service Requirement: Claim from day one of employment (no 2-year qualifying period)
- Interest: 8% per year added from discrimination date to judgment date
- Tribunal Deadline: 3 months minus 1 day from last act of discrimination
Calculate Your Discrimination Compensation
How Discrimination Compensation is Calculated in the UK
Understanding Discrimination Claims vs Unfair Dismissal
Discrimination claims are fundamentally different from unfair dismissal claims. The key differences:
- No service requirement: Claim from day one (unfair dismissal requires 2 years)
- No compensation cap: Unlimited awards (unfair dismissal capped at £115,115)
- Injury to feelings: Separate award for distress and harm (not available in unfair dismissal)
- Higher success rate: If discrimination is proven, compensation is typically higher
- Protected characteristics: Age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, sexual orientation
You can bring both unfair dismissal and discrimination claims together. If both succeed, you receive compensation for both (though some financial losses overlap). Most discrimination claims also include unfair dismissal to maximise compensation.
Injury to Feelings Awards: The Vento Bands
Injury to feelings compensates for the distress, humiliation, and damage to mental health caused by discrimination. Awards are structured in Vento bands (named after a landmark case), updated annually for inflation. The 2026 bands are:
- Lower band (£1,200–£12,900): Less serious cases — isolated incidents, one-off comments, minimal impact on wellbeing, short duration. Example: Single inappropriate joke or comment that caused offence but limited lasting harm.
- Middle band (£12,900–£38,700): Serious cases — repeated discriminatory acts, significant impact on mental health, moderate duration (weeks to months), affected work performance or required medical treatment. This is the most common band. Example: Sustained harassment, being passed over for promotion due to protected characteristic, pregnancy discrimination leading to resignation.
- Upper band (£38,700–£64,500): Most serious cases — prolonged discriminatory campaign, severe psychological harm requiring therapy or medication, long duration (many months to years), career destroyed. Example: Systematic bullying due to disability, race-based harassment causing clinical depression, forced resignation due to pregnancy discrimination with lasting trauma.
- Exceptional cases (£64,500+): Very severe discrimination with life-changing consequences, permanent psychological damage, multiple protected characteristics, particularly vulnerable claimant. No upper limit — awards can exceed £100,000 in the most extreme cases.
Tribunals consider: severity of discrimination, frequency and duration, effect on claimant's health and wellbeing, whether it was a one-off act or systematic, whether the claimant was particularly vulnerable, and the context (e.g., small workplace with no escape vs large organisation with HR support).
Financial Losses: No Cap, Full Reimbursement
Unlike unfair dismissal (capped at £115,115), discrimination financial losses are unlimited. You can claim your full actual losses caused by discrimination:
- Past loss of earnings: Net weekly pay (after tax and NI) × weeks unemployed from discrimination date to tribunal hearing (or new job start date). If you found a lower-paid job, claim the difference for a reasonable period.
- Future loss of earnings: If still unemployed at tribunal, estimate future losses until you're likely to find equivalent work. Tribunals typically award 6-12 months future loss for professional roles, less for readily available roles.
- Pension losses: Employer pension contributions you would have received (e.g., 5% × salary × weeks ÷ 52). Can be substantial over long periods.
- Loss of benefits: Company car, private health insurance, performance bonuses, share options, gym membership, phone allowance — calculate the value pro-rated over your unemployment period.
- Job search expenses: Reasonable costs to find new work — travel to interviews (mileage or public transport), professional CV writing, LinkedIn Premium, training courses to improve employability, recruitment agency fees. Must be evidenced with receipts.
- Loss of statutory rights: Standard £500-£600 award compensating for losing unfair dismissal protection and other rights in a new job (you'll need 2 years' service again).
Duty to mitigate: You must take reasonable steps to reduce losses by actively seeking work, applying for suitable roles, and accepting reasonable job offers. Unreasonable refusals or delays in job searching will reduce your award. Keep detailed records of job applications, interviews, and rejections to prove mitigation.
All financial losses are calculated after tax and National Insurance (net amounts), as compensation is tax-free. Use our Take Home Tax Calculator to work out your net weekly pay for loss calculations.
Aggravated Damages: When Conduct is Particularly Bad
Aggravated damages are awarded when the employer's discriminatory conduct was particularly harmful, malicious, vindictive, oppressive, or showed a deliberate disregard for the claimant's rights. Typical awards: £5,000–£25,000.
Examples of conduct warranting aggravated damages:
- Employer conducted a sham investigation and ignored clear evidence of discrimination
- Senior management personally involved in discriminatory harassment
- Employer covered up discrimination or destroyed evidence
- Malicious references given to prevent claimant finding new work
- Public humiliation or deliberate attempts to damage claimant's reputation
- Continued discrimination even after formal complaints were raised
- Particularly vulnerable claimant (e.g., young, disabled) subjected to abuse of power
Aggravated damages are not automatic and are only awarded in a minority of cases where conduct goes beyond "ordinary" discrimination. They're separate from and additional to injury to feelings awards.
Interest on Awards: 8% from Discrimination Date
All discrimination compensation attracts 8% simple interest per year from specific dates to the date of tribunal judgment:
- Injury to feelings: Interest from the date of discrimination (or mid-point if discrimination occurred over a period) to judgment date
- Financial losses: Interest from the mid-point between discrimination date and judgment date
- Aggravated damages: Interest from judgment date only (so effectively no interest)
Example: Injury to feelings award of £25,000 with discrimination starting 18 months before judgment attracts £3,000 interest (£25,000 × 8% × 1.5 years). Interest can add 10-20% to total compensation, especially for cases taking 1-2 years to reach tribunal.
Interest is calculated at 8% regardless of Bank of England base rates and is awarded automatically — you don't need to request it. It compensates for the time value of money and delays in receiving compensation.
Multiple Discrimination and Protected Characteristics
If you've been discriminated against based on multiple protected characteristics (e.g., race and sex, or age and disability), tribunals can award higher compensation to reflect the compounded harm. This is called intersectional discrimination.
Example: A Black woman experiences both racial and sexist comments. The combined effect is greater than either alone, so the injury to feelings award may be at the higher end of the relevant Vento band or even move into a higher band.
You don't receive separate awards for each protected characteristic, but the tribunal will consider the cumulative impact when assessing injury to feelings and may increase the award accordingly.
What Tribunals Look For: Evidence and Credibility
To succeed in a discrimination claim and maximise compensation, you need strong evidence:
- Contemporaneous notes: Diary entries, notes of meetings, dates, times, witnesses to discriminatory acts
- Written evidence: Emails, text messages, letters, policies showing less favourable treatment
- Medical evidence: GP notes, counselling records, prescriptions showing impact on mental health
- Comparator evidence: How others without your protected characteristic were treated differently (better)
- Witness statements: Colleagues who saw discrimination or can corroborate your account
- Financial records: Payslips, P45, contracts, bank statements proving losses
- Job search records: Applications, interviews, rejections proving mitigation
The burden of proof in discrimination cases works in two stages: (1) You must show facts from which discrimination could be inferred (e.g., you were treated less favourably and you have a protected characteristic). (2) If you succeed, the burden shifts to the employer to prove their treatment was not because of your protected characteristic. This makes discrimination claims easier to prove than unfair dismissal.
This calculator provides estimates based on 2026 tribunal guidelines and typical awards. Actual compensation depends on case-specific evidence, tribunal discretion, and legal arguments. For personalised advice, contact ACAS (0300 123 1100) or consult an employment law solicitor specialising in discrimination claims.
Example: Race Discrimination with Constructive Dismissal
Scenario
Priya, a 32-year-old Marketing Manager, earned £42,000/year. She experienced sustained racial harassment from her line manager over 8 months, including offensive comments about her ethnicity, being excluded from meetings, and being passed over for promotion in favour of a less qualified white colleague. She raised a grievance which was dismissed without proper investigation. The harassment continued and worsened, causing severe stress and anxiety requiring counselling. Priya resigned and claimed race discrimination and constructive dismissal. She was unemployed for 6 months before finding a new role at £38,000/year.
Compensation Breakdown
Injury to Feelings (Upper Band):
- Sustained racial harassment over 8 months
- Severe impact on mental health requiring professional counselling
- Forced to resign (constructive dismissal)
- Employer failed to investigate grievance properly
- Award: £50,000 (upper band, reflecting severity and duration)
- Interest (8% × £50,000 × 1.5 years to judgment): £6,000
Financial Losses:
- Past loss of earnings: Net weekly pay £650 × 26 weeks = £16,900
- Ongoing loss: (£650 - £585 new job) × 26 weeks estimated = £1,690
- Loss of statutory rights: £600
- Pension loss: 5% × £42,000 × 52 weeks ÷ 52 = £2,100
- Loss of bonus: £3,000 annual bonus × 52 weeks ÷ 52 = £3,000
- Counselling costs: £800 (10 sessions × £80)
- Job search expenses: £350
- Total financial losses: £25,440
- Interest (8% × £25,440 × 0.75 years mid-point): £1,526
Aggravated Damages:
- Line manager's conduct was particularly malicious and vindictive
- Employer conducted sham investigation and dismissed valid grievance
- Senior management aware but took no action
- Award: £10,000
Total Compensation: £93,916
(Injury to feelings £50,000 + Interest £6,000 + Financial losses £25,440 + Interest £1,526 + Aggravated damages £10,000 + Constructive dismissal basic award £950)
Key Insights
- Upper band injury to feelings award reflects sustained harassment with severe psychological impact
- Aggravated damages awarded due to employer's deliberate failure to investigate and malicious conduct
- Financial losses include both past and future losses (ongoing lower salary in new job)
- Interest added £7,526 (8% of compensation over 1.5 years to tribunal)
- If Priya had also been dismissed (not resigned), she could claim unfair dismissal in addition, but financial losses would overlap
- No statutory cap applied — total award far exceeds £115,115 unfair dismissal cap
Use the calculator above to estimate your own discrimination compensation based on your protected characteristic, severity of discrimination, and financial losses. Compare with other employment claims using our Constructive Dismissal Calculator.
Frequently Asked Questions
How much compensation can I get for discrimination in the UK?
Discrimination compensation in the UK has no upper limit (unlike unfair dismissal which is capped at £115,115). Awards consist of three main components:
1. Injury to Feelings (Vento bands for 2026):
- Lower band: £1,200–£12,900 (less serious, isolated incidents)
- Middle band: £12,900–£38,700 (serious, repeated acts with significant impact) — most common
- Upper band: £38,700–£64,500 (most serious, sustained campaigns, severe psychological harm)
- Exceptional: £64,500+ (very severe, life-changing discrimination with no upper limit)
2. Financial Losses (uncapped):
- Lost earnings from discrimination date to tribunal (or new job)
- Future loss of earnings if still unemployed
- Pension losses, loss of benefits (car, health insurance, bonuses)
- Job search expenses, loss of statutory rights
3. Aggravated Damages (if applicable):
- £5,000–£25,000 if employer acted maliciously or oppressively
4. Interest:
- 8% per year from discrimination date to judgment (adds 10-20% typically)
Typical awards: Most discrimination cases settle or are awarded £10,000–£50,000, but serious cases with significant financial losses routinely exceed £100,000. The amount depends on the type of discrimination, severity, duration, impact on your health, and your financial losses.
Example ranges: Single offensive comment with no lasting impact: £1,500–£5,000. Sustained harassment causing stress: £15,000–£35,000. Discriminatory dismissal with 12 months unemployment: £50,000–£100,000+.
What are the Vento bands for injury to feelings in 2026?
The Vento bands (named after Vento v Chief Constable of West Yorkshire Police) categorise injury to feelings awards by severity. The bands are updated annually for inflation. For 2026:
Lower Band (£1,200–£12,900):
- Less serious cases with minimal impact
- Isolated incidents or one-off discriminatory acts
- Short duration (days to a few weeks)
- Limited effect on wellbeing or work performance
- Example: Single inappropriate joke that caused offence but no lasting harm
Middle Band (£12,900–£38,700):
- Serious discrimination with significant impact
- Repeated discriminatory acts over weeks to months
- Noticeable effect on mental health, work performance, or required medical intervention
- This is the most common band for tribunal awards
- Example: Sustained harassment causing stress requiring GP visits, or pregnancy discrimination leading to resignation
Upper Band (£38,700–£64,500):
- Most serious discrimination short of exceptional cases
- Prolonged discriminatory campaign over many months to years
- Severe psychological harm requiring therapy or medication
- Career destroyed or significant long-term impact on employability
- Example: Systematic disability-based bullying causing clinical depression, or race-based harassment with lasting trauma
Exceptional Cases (£64,500+):
- Very severe discrimination with life-changing consequences
- Permanent psychological damage or PTSD
- Multiple protected characteristics discriminated against simultaneously
- Particularly vulnerable claimant (e.g., young person, disabled, first job)
- No upper limit — awards can exceed £100,000 in extreme cases
Tribunals decide which band and specific award amount by considering: severity of discrimination, frequency and duration, effect on physical and mental health, whether it was an isolated act or part of a pattern, context and environment, vulnerability of the claimant, and whether the employer took steps to address it after complaints.
The bands are updated each April in line with RPI inflation. Awards within a band vary widely — e.g., middle band awards range from £12,900 (lower end, moderately serious) to £38,700 (upper end, very serious but not quite "most serious").
Can I claim for lost earnings in a discrimination case?
Yes, and there is no cap on financial losses in discrimination cases (unlike the £115,115 cap for unfair dismissal). You can claim your full actual financial losses caused by the discrimination, including:
Past Loss of Earnings:
- Calculate your net weekly pay (gross pay minus tax and NI) — use our Take Home Tax Calculator
- Multiply by the number of weeks you were unemployed from the discrimination date to the tribunal hearing date (or the date you started a new job)
- If you found a new job at a lower salary, claim the difference between old and new net pay for a reasonable period (typically 6-12 months)
- Example: Net pay £700/week, unemployed for 26 weeks = £18,200 past loss
Future Loss of Earnings:
- If you're still unemployed at the tribunal hearing, the tribunal will estimate how long it will take you to find equivalent work
- Factors considered: your age, skills, qualifications, local job market, efforts to find work, any barriers to employment
- Typical awards: 6-12 months for professional roles with good prospects; 3-6 months for readily available roles; up to 2 years for very senior or specialised roles in difficult markets
- Example: Tribunal estimates 9 months to find work = £700/week × 39 weeks = £27,300 future loss
Pension Losses:
- Employer pension contributions you would have received during unemployment
- Calculate: Employer contribution percentage × your annual salary × weeks unemployed ÷ 52
- Example: 5% employer pension on £40,000 salary, 26 weeks unemployed = £1,000 pension loss
Loss of Benefits:
- Company car: Calculate taxable benefit value (from your P11D) pro-rated over unemployment weeks
- Private health insurance: Annual premium × weeks ÷ 52
- Performance bonuses: If you would have received a bonus, claim the value pro-rated
- Share options, gym membership, phone allowance, travel allowance, etc.
Job Search Expenses:
- Travel costs to job interviews (mileage at 45p/mile or public transport with receipts)
- Professional CV writing or career coaching services
- Training courses or certifications to improve employability
- Recruitment agency fees (if you paid them)
- Must be reasonable and evidenced with receipts
Loss of Statutory Rights:
- Standard award of £500-£600
- Compensates for losing unfair dismissal protection and other rights in your new job (you'll need 2 years' service again)
Duty to Mitigate:
- You must take reasonable steps to reduce your losses by actively seeking work
- This means: applying for suitable jobs regularly, attending interviews, accepting reasonable job offers, considering lower-paid work if equivalent roles aren't available
- Unreasonable refusal of suitable work or inadequate job search efforts will reduce your award
- Keep detailed records: job applications (with dates and employers), interview invitations, rejection letters, job search websites used, agencies registered with
All financial losses are calculated on a net (after tax) basis because discrimination compensation is tax-free. The tribunal will deduct income tax and National Insurance from gross salary figures to arrive at your actual loss.
What types of discrimination can I claim compensation for?
You can claim unlimited compensation for discrimination based on any of the nine protected characteristics under the Equality Act 2010:
1. Age:
- Discrimination because you're too young or too old
- Examples: Not hiring someone because they're "overqualified" (age proxy), forcing early retirement, assuming older workers can't use technology, not promoting younger employees due to lack of "experience" when age is the real reason
2. Disability:
- Physical or mental impairment with substantial and long-term effect on daily activities
- Includes: mobility impairments, chronic illnesses, mental health conditions, learning disabilities, sensory impairments
- Examples: Dismissing someone due to disability-related absences, refusing reasonable adjustments (flexible hours, ergonomic equipment), disability-based harassment
3. Gender Reassignment:
- Proposing to, starting, or having completed gender reassignment
- Examples: Harassment about transition, refusing to use correct pronouns/name, denying time off for gender reassignment medical appointments, dismissal due to transition
4. Marriage and Civil Partnership:
- Being married or in a civil partnership (but not being single)
- Examples: Not promoting married women due to assumptions about family commitments, treating married employees less favourably than single colleagues
5. Pregnancy and Maternity:
- Pregnancy, maternity leave, or breastfeeding
- Examples: Dismissal or redundancy during pregnancy/maternity leave, denying promotion due to pregnancy, pregnancy-related harassment, not providing suitable alternative work for health and safety reasons
6. Race:
- Colour, nationality, ethnic or national origins
- Examples: Racial slurs or "banter", being passed over for promotion due to race, stricter treatment of ethnic minority staff, refusing to hire based on foreign-sounding name
7. Religion or Belief:
- Religious or philosophical belief (or lack of belief)
- Examples: Refusing time off for religious observance granted to others, harassment about religious dress (hijab, turban), dismissal for expressing atheist/political views
8. Sex:
- Being male or female (including gender-based discrimination)
- Examples: Pay gap for equal work, sexual harassment, "glass ceiling" preventing women's promotion, treating women less favourably due to caring responsibilities, hostile "laddish" workplace culture
9. Sexual Orientation:
- Being lesbian, gay, bisexual, or heterosexual
- Examples: Homophobic comments or "banter", less favourable treatment due to sexual orientation, harassment about partner/relationship, dismissal after coming out
Types of Discrimination:
- Direct discrimination: Treating someone less favourably because of a protected characteristic (e.g., not hiring someone because they're Black)
- Indirect discrimination: A policy/practice that disadvantages people with a protected characteristic (e.g., "no beards" policy discriminating against Sikh men, unless justified)
- Harassment: Unwanted conduct related to a protected characteristic that violates dignity or creates hostile environment
- Victimisation: Less favourable treatment because someone made or supported a discrimination complaint
- Failure to make reasonable adjustments: (Disability only) Not making reasonable changes to remove barriers for disabled workers
No service requirement: Unlike unfair dismissal (requires 2 years), you can claim discrimination from day one of employment. This makes discrimination claims accessible to new starters, temporary workers, and those on probation. Check your rights with our Probation Period Rights Checker.
How long do I have to bring a discrimination claim?
You must start ACAS Early Conciliation within 3 months minus 1 day of the act of discrimination you're complaining about (or the last act in a series of discriminatory acts). This strict deadline is crucial:
Timeline:
- Day 0: Discrimination occurs (or last act in a series)
- By Day 89 (3 months minus 1 day): You must notify ACAS and start Early Conciliation
- Days 90-119: ACAS conciliation period (typically up to 1 month). The tribunal deadline is paused during this time ("stops the clock")
- After ACAS certificate: You have 1 month from the date ACAS issues your Early Conciliation certificate to submit your ET1 claim form to the employment tribunal
ACAS Early Conciliation Process:
- Free, confidential service: Call 0300 123 1100 or apply online at www.acas.org.uk
- ACAS contacts you and your employer to try to reach a settlement without tribunal
- If settlement is reached: You receive compensation and sign a COT3 agreement (legally binding settlement)
- If no settlement: ACAS issues an Early Conciliation certificate with a reference number — you need this to submit your tribunal claim
- Duration: Minimum 2 weeks, maximum 6 weeks (typically 4 weeks)
"Last act" in a series of discrimination:
- If you experienced ongoing discrimination (e.g., repeated harassment over months), the 3-month deadline runs from the last act in the series
- Example: Harassment from January to June, dismissed in June — deadline is 3 months from dismissal (the last act), so you can include all earlier acts of harassment in your claim
- However, if there's a significant gap between acts (e.g., harassment in January, nothing until dismissal in June), tribunals may find they're not a "series" and time-bar the earlier acts
Extending the deadline:
- Tribunals can extend the 3-month deadline if it's "just and equitable" to do so, but this is discretionary and not guaranteed
- Factors considered: reason for delay, length of delay, effect on evidence quality, employer's conduct, your ill health preventing claim
- Extensions are only granted in exceptional circumstances — don't rely on getting one
What happens if I miss the deadline?
- Your claim will likely be time-barred (out of time) and struck out by the tribunal
- You lose your right to compensation, even if discrimination is clear and serious
- You can apply for an extension, but success is uncertain
Action steps:
- Act immediately — don't wait until the deadline approaches
- Start ACAS conciliation as soon as you're sure you want to claim (ideally within 1-2 months of discrimination)
- Keep detailed records of discrimination dates for your claim form
- If you're close to the deadline, contact ACAS urgently — they can fast-track conciliation if needed
- If you're unsure whether to claim, start ACAS conciliation anyway to preserve your rights — you can always withdraw later
The deadline is strict and missing it can be catastrophic. If you've been discriminated against, contact ACAS (0300 123 1100) as soon as possible to start Early Conciliation and preserve your right to compensation.
Data Sources & Accuracy
This discrimination compensation calculator uses official UK employment tribunal guidance and legal precedents for 2026:
- Vento bands (injury to feelings): Presidential Guidance on Injury to Feelings Awards (updated April 2026 for RPI inflation)
- Equality Act 2010: legislation.gov.uk
- Protected characteristics and discrimination types: GOV.UK Discrimination Rights
- Employment tribunal procedures: GOV.UK Employment Tribunals
- ACAS Early Conciliation: ACAS Early Conciliation
- Interest on tribunal awards: Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996 (8% simple interest)
- Aggravated damages precedents: Tribunal case law including HM Prison Service v Salmon, Virgo Fidelis Senior School v Boyle
Vento bands are updated each April in line with RPI inflation. The 2026 bands reflect the latest adjustments. This calculator provides estimates for planning purposes. Actual tribunal awards depend on case-specific evidence, tribunal discretion, legal arguments, and settlement negotiations.
For personalised legal advice on your discrimination claim, contact:
- ACAS (Advisory, Conciliation and Arbitration Service): 0300 123 1100 | www.acas.org.uk (free, impartial advice and Early Conciliation)
- Equality Advisory and Support Service (EASS): 0808 800 0082 | www.equalityadvisoryservice.com (free discrimination advice)
- Citizens Advice: 0800 144 8848 | www.citizensadvice.org.uk
- An employment law solicitor specialising in discrimination claims for tribunal representation
Important: You must start ACAS Early Conciliation within 3 months minus 1 day of the discrimination. Missing this deadline can result in losing your right to claim. Contact ACAS immediately if you've experienced discrimination.
Your Privacy & Data Security
This discrimination compensation calculator runs entirely in your browser. No salary data, discrimination details, or personal information are sent to our servers, stored, or shared with third parties. All calculations are performed locally using JavaScript, ensuring your sensitive employment and legal information remains completely private and confidential.
We do not track individual calculator usage or collect identifiable information. Standard website analytics may record page views, but no form inputs, calculation results, or discrimination details are logged.
For free, confidential advice on discrimination claims and employment tribunal procedures, contact:
- ACAS Helpline: 0300 123 1100 (Monday–Friday, 8am–6pm) | www.acas.org.uk
- Equality Advisory and Support Service: 0808 800 0082 (Monday–Friday, 9am–7pm; Saturday, 10am–2pm) | www.equalityadvisoryservice.com
- Citizens Advice: 0800 144 8848 | www.citizensadvice.org.uk
- Employment Tribunal enquiries: 0300 123 1024
If you're a member of a trade union, contact your union representative for free legal advice, representation at tribunal, and no-win-no-fee legal support for discrimination claims.