Victimisation at work

Identify the protected act and the detriment

Section 27 of the Equality Act 2010 covers detriment because someone did a protected act, or because the employer believes they did or may do one. Protected acts include bringing proceedings under the Act, giving evidence or information connected with it, doing something for its purposes, or alleging that someone has breached it.

A detriment is treatment that puts the person at a disadvantage. It might be exclusion, denied opportunities, hostile treatment, an unfavourable reference or another workplace decision. Acas gives victimisation examples across complaints and support for another person's case.

Protect people who raise or support concerns

Do not wait for a formal grievance or successful discrimination claim. A protected act can remain protected even if it is not upheld. The bad-faith exception is limited to false evidence or information, or a false allegation, given or made in bad faith. Disagreement or insufficient proof is not by itself bad faith.

Tell managers and witnesses not to retaliate. Keep access to work, meetings, development and ordinary communication under review while the concern is handled. Investigate alleged retaliation as a distinct issue rather than treating it as a footnote to the original complaint.

Route the concern accurately

Victimisation under equality law is different from whistleblowing detriment, although the same facts might engage both regimes. Whistleblowing depends on a qualifying protected disclosure; equality victimisation depends on a protected act under discrimination law. Record and assess each route without making the employee choose a legal label.

Offer a safe grievance contact, preserve evidence and explain next steps. Northern Ireland has corresponding protections under separate discrimination statutes, so use the relevant NI protected ground and official process instead of importing section 27 wording.