Victimisation in the workplace

Examples of Workplace Victimisation

• A worker gives evidence on behalf of a disabled colleague at an Employment Tribunal hearing where disability discrimination is claimed. If the worker is subsequently refused a promotion because of that action, they would’ve suffered victimisation.
• A grocery shop worker resigns after making a sexual harassment complaint against the owner. Several weeks later, she tries to make a purchase at the shop but is refused service by the owner because of her complaint. This could amount to victimisation.
• An employer threatens to dismiss a staff member because he thinks she intends to support a colleague’s sexual harassment claim. This threat could amount to victimisation, even though the employer hasn’t acted and may never intend to do so.

What is the Difference Between Victimisation and Discrimination?

“Victimisation” occurs when you’re subjected to a detriment (poor treatment) or dismissed because you’ve undertaken a ‘protected act’. This could include complaining of discrimination, bringing an Employment Tribunal claim because of it, or assisting someone else’s claim.

“Discrimination” occurs when you’re subjected to a detriment (or dismissed) because of a protected characteristic you possess. An example of such includes if a prospective employer refuses to employ you because you’re disabled.

Victimisation Cases in the Newspapers

• Gillingham loses race appeal over striker Mark McCammon (BBC)
• Christian doctor’s ‘victimisation’ claims rejected by Employment Tribunal (National Secular Society)
• High-flying banker called Crazy Miss Cokehead by bullying colleagues set to win millions after sexual harassment at Russian firm’s London office (The Mail Online)
• Former worker wins victimisation ruling over negative reference (Oxford Mail)

Successful Victimisation Cases in the Employment Tribunal

• Crossland v Chamberlains Security (Cardiff) Limited – employee victimised after failure to offer him further work because of the perceived risk of discrimination claim (our analysis of the case, Employment Tribunal judgment)
• Furlong v BMC Software Limited – discussions regarding lapdances and prostitutes constituted discrimination (our analysis of the case)
• Benton v Care Needs Ltd – employer harassed and victimised employee because of IVF treatment (our analysis of the case)
• Miss N Grant v Hunter Price International Limited R2 and Mr Joshua Eden (R4) ET2410479/2018 – the Employment Tribunal held that the Claimant had been constructively dismissed, discriminated against and victimised after being subjected to intense pressure by the employer and awarded her over £70,000 in compensation (our analysis of the liability judgment here, and analysis of the remedy judgment here)
• Ms A Nartowska v Fluid Options UK Ltd ET2414596/2019 – the Employment Tribunal held that an employer’s failure to investigate allegations of sexual harassment, and its subsequent dismissal of the employee who had complained of sexual harassment, constituted acts of harassment and victimisation (our analysis of the case here)

The Definition of Victimisation Under the Equality Act 2010

You have, therefore, been subjected to victimisation under the Equality Act 2010 where the following occurs:

1. You undertake a “protected act” (or you’re believed to have done, or that you may do, a protected act);
2. You are subjected to a “detriment” because you undertook the protected act

This is explored in more detail below.

What is a Protected Act?

You are protected against victimisation in the workplace only if you do one (or more) of the following things (known as “protected acts”):

• Submit a claim for discrimination or harassment under the Equality Act 2010 or make a complaint to your employer that you’ve been discriminated against or harassed;
• Give evidence or information to help someone else who has made a claim or complaint of discrimination or harassment;
• Do any other thing which is related to the Equality Act 2010; or
• Say that someone has done something unlawful under the Equality Act 2010

Any complaint or claim for victimisation that you make must be made in good faith. This is extremely important – if your complaint is found to have been made in bad faith, then your claim for victimisation will fail. However, you may still be protected against victimisation in the workplace even if the allegations are made by mistake or are untrue, as long as they are made in good faith.

What is a Detriment?

If you are subjected to any form of “detriment” by your employer because you have done a “protected act, ” you may have been ‘victimised’.

A “detriment” can be any one (or more) of the following, individually or in combination (the list isn’t exhaustive):

• Bullied or harassed
• Ostracised in the workplace
• Rejected for promotion
• Denied opportunities for training
• Disciplined
• Dismissed

Essentially, it can be any act or omission that disadvantages you or reasonably changes your position for the worse.

When are you Not Protected Under the Equality Act?

You are not protected from victimisation under the Equality Act 2010 if your complaint is made in bad faith.

What Steps Can I Take in Order to Successfully Bring a Claim for Victimisation in the Employment Tribunal?

If you think you are being subjected to a detriment because you have done, will do, or are considering doing a protected act, you should take action as soon as possible. Below are some examples of what you can do:

1. Try to deal with the problem internally;
2. Submit a formal written grievance complaining about victimisation;
3. Gather evidence relating to your claim;
4. Deal with the grievance procedure;
5. Appeal the grievance outcome, where appropriate;
6. Go through the ACAS Early Conciliation process; and
7. Talk to a lawyer

Try to Deal with the Problem Internally

The first thing you can try is submitting an ‘informal’ complaint. This can be a useful means of swiftly resolving a problem in the workplace.

Inform your line manager that you believe you’re being victimised. Make sure that you put a complaint in writing (preferably by email so that there’s a time and date stamp on the complaint and you can prove that it’s been sent to the relevant person) and keep a copy. If you think that it’s your line manager who is victimising you, make a complaint to someone else in a position of authority in your organisation.

Submit a Formal Written Grievance Complaining About the Victimisation

If an informal approach to the complaint doesn’t work, you could escalate the matter by raising a ‘formal’ grievance. Submit this to your employer (whether to your line manager or HR), preferably by email (so you can prove that you’ve submitted the complaint). Be careful to:

1. Outline the factual background of what’s happened, when the victimisation occurred, who was involved, who witnessed it, and where it happened; and
2. Put together any evidence supporting your complaint

Gather Evidence Relating to your Claim of Victimisation

You should keep a diary of the incidents and record exactly who was involved, what happened, and when it happened. Furthermore, try to obtain any witness evidence that you can from colleagues who has seen or heard anything. If possible, also attempt to keep any letters, emails, minutes of meetings, etc. that you think are relevant.

You may wish to make a subject access request to your employer to try and force them to provide your personal data. This can be a useful exercise for obtaining material that your employer might not have provided you with.

Do I Need to Comply with my Employer’s Grievance Procedure?

You should normally take reasonably practicable steps to comply with your employer’s grievance procedure; otherwise, as above, it may prevent a successful outcome from occurring or mean that you are breaching the ACAS Code.

However, your employer must be reasonable in their approach to the grievance process. If they act unreasonably, they may breach the ACAS Code themselves (leading to a potential ‘uplift’ in the value of the compensation awarded). Equally, if your employer acts unreasonably in the grievance process, it might give you further grounds (or, at the least, evidence) for your victimisation claim.

Should I Appeal the Outcome of my Grievance?

The answer to this question usually is “yes” – it is generally a good idea (for the reasons outlined above) to appeal the outcome of your grievance even if you have no intention of staying at your employer or your view is the outcome of the grievance appeal is a foregone conclusion.

Go Through the ACAS Early Conciliation Process

Before you bring a claim to the Employment Tribunal, you will generally need to go through the ‘ACAS Early Conciliation process’ and obtain a certificate. Please click here for a link to the ACAS website.

The deadline for submitting your claim to the Employment Tribunal will normally be extended by the period that you were in the ACAS Early Conciliation process. This can be a complicated calculation, however, and we recommend you seek legal advice on this.

If you don’t undertake ACAS Early Conciliation before submitting your claim to the Employment Tribunal, they normally won’t accept it. This step is, therefore, essential.

Talk to a Lawyer

Obtain specialist advice from a qualified person. You can either consult a lawyer directly (click here to contact us to discuss) or make an appointment with the Citizens Advice Bureau to obtain initial advice.

Is it Easy to Claim Victimisation in the Employment Tribunal?

No claim in the Employment Tribunal is “easy”. However, you have a decent chance of succeeding with your claim for victimisation if:

1. You have reasonable prospects of success with a claim for victimisation;
2. You are willing to put in the effort to obtain the necessary evidence to support your claim; and
3. You are willing to put the time, effort, and money to obtain a result in the Employment Tribunal (whether this is to obtain a settlement or to bring an Employment Tribunal claim)

However, before bringing a claim for victimisation to the Employment Tribunal, you may wish to consider trying to settle your potential claim with your (former) employer.

Negotiating a Settlement if you’ve been Victimised in the Workplace

If you’ve been victimised at work, you have two means of seeking redress:

1. You can bring a claim for victimisation in the Employment Tribunal; or
2. You can attempt to negotiate a settlement

We would normally recommend that you try to seek a settlement for your victimisation claim (via a settlement agreement) before pursuing litigation in the Employment Tribunal.

If you have prospects of success with a claim for victimisation, a successful settlement negotiation would typically involve the receipt of a sum of money as compensation for the termination of your employment. It may also involve you leaving your job (but if so, we would normally expect you to receive an increased amount of compensation to reflect the stress and losses that you might suffer as a result).

It is common for an employer to offer a settlement package if you’ve filed a grievance for several reasons, not least the fact that once filed, there’s a strong chance the professional relationship with your employer has broken or will break down, regardless of the outcome of the grievance process.

Negotiating an exit package in these circumstances is a highly strategic situation that usually requires a delicate tactical touch. The success of the settlement negotiations will depend upon how you approach the talks and the potential strength of your claim.

Therefore, we recommend you seek legal advice on the strength of your claim, the potential value of your exit package, and the approach that you should take to the negotiations. Moreover, seeking legal advice will allow you to avoid missteps in the talks that could weaken your exit negotiations.

Making an Employment Tribunal Claim for Victimisation

If you want to make an Employment Tribunal claim for victimisation, then you must do the following:

• Make your claim within three months of the last date of victimisation (this is also known as the “limitation date”). The last date of discrimination can often be challenging to pinpoint, so you must be extremely careful not to fall outside the three-month period.
• Since May 2015, you must also apply to ACAS for a certificate of early conciliation. If you fail to do so, you will not be able to bring your claim to the Employment Tribunal (unless very limited exceptions apply).
• Gather enough evidence to allow you to prove your case in the Tribunal – this includes documentary evidence and, if applicable, witness evidence.

It’s important to note that (unlike, for example, unfair dismissal claims) you don’t need to have worked for your employer for any particular length of time to claim victimisation – you have the right to do this from “day one”.

Do I Need to Resign from my Job if I have been Victimised?

You don’t necessarily always need to resign from your job (it is not essential to resign from your job to pursue a claim for victimisation in the Employment Tribunal, although it would be necessary to resign from your job to pursue a claim for constructive dismissal). However, you may wish to consider resigning if:

1. You leaving your job is a condition of entering into a settlement agreement with your employer;
2. You don’t think you can keep working at the company (for example, if you feel your employer’s behaviour towards you has destroyed any trust and confidence that you had in your employer); or
3. Resigning from your job lends weight to your claim for victimisation

We would normally recommend waiting to resign from your job until a settlement is agreed or you have no other option. We would also always recommend getting advice from a specialist employment solicitor on your options before resigning.

What Compensation can you Receive in a Claim for Victimisation?

If you are successful with a claim for victimisation in the Employment Tribunal, you can generally pursue the following kinds of compensation:

1. Any loss of earnings that you’ve suffered as a result of the victimisation (for example, if you’ve lost out on a bonus or you’ve had to resign because of the victimisation);
2. Any injury to feelings that you’ve suffered due to the victimisation;
3. Any personal injury that you’ve suffered (for example, if you have suffered depression because of the victimisation);
4. Aggravated damages (this is a rare award and is usually relevant if there has been particularly bad behaviour on your employer’s part)

Examples of Compensation Awarded in Victimisation Claims

We have included examples of compensatory awards that’ve been made by the Employment Tribunal, where a victimisation claim has succeeded:

• Miss N Grant v Hunter Price International Limited & ors ET2410479/2018 – in this claim, the Employment Tribunal awarded the Claimant £73,852.85 after she was successful with a claim for victimisation (among other claims) (see our analysis here and the remedy judgment here)
• Miss Munro v The Co-operative Ltd ET/3200668/2016 – in this claim, the Employment Tribunal awarded the Claimant £29,864.68 as compensation after she was successful with her claims for discrimination, sexual harassment, and victimisation (see our analysis here and the judgment of the Employment Tribunal here)
• Ms S Alrajjal v Media 10 Ltd ET/3200154/2016 – in this claim, the Employment Tribunal awarded Ms Alrajjal £11,504.09 as compensation for her claims for sexual harassment and victimisation (see our analysis here and the decision of the Employment Tribunal here)