How am I protected against sex discrimination?

Back

The TUC has a history of developing analysis and research to inform economic and employment-related issues.

Search by topic area

An alternative model to reset the balance in favour of work and away from wealth.

Report: From the doom loop to an economy for work not wealth

The TUC produces a wide range of research and analysis reports

Latest TUC reports

Back

Nothing beats being a union member, but if you are looking for particular guidance on a workplace issue have a look at our workplace guidance.

Go to workplace guidance

Are you a union rep looking for help and advice to support your colleagues at work? Take a look at our wide range of resources.

Go to reps guidance

This guide is for union reps - understanding coronavirus and workplace issues, employer negotiations and how best protect the workforce

Coronavirus - Guidance for unions

Published date

20 Sep 2022

The Equality Act 2010 make it unlawful for employers to treat workers less favourably than others on account of sex, sexual orientation, transgender or marital status. Workers are protected at all stages of employment, including recruitment and dismissal, against both direct discrimination and indirect discrimination.

There are also special laws in the Equality Act protecting you from unfavourable treatment while you are pregnant or on maternity leave.

There are some exceptions called 'occupational requirements' where having (or not having) a protected characteristic is an essential requirement for a particular job. This exception is very narrowly interpreted. An example might be an acting role that must be performed by a man.

Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.

Join a union