Girlings logo
Make an

Make an enquiry

Please complete the form below and a legal adviser will contact you.
Select office:
Your data will only be used to contact you regarding your enquiry.

Discrimination & Whistleblowing

Employment Law for Individuals

We have decades of experience in advising individuals who feel they have been discriminated against, or treated badly for “blowing the whistle” or exposing malpractice.

As we act for both individuals and employers, we have an advantage as we know the tactics and arguments the other side are likely to deploy in discrimination or whistleblowing disputes.


Discrimination, victimisation and harassment can damage an individual’s trust in their employer and their morale in their role. We are experienced in advising individuals who feel they have been treated badly in their employment because of their sex, pregnancy, maternity, race, nationality, disability, age, marriage and civil partnership, sexual orientation, gender reassignment or religion/belief. The Equality Act prohibits direct discrimination on any of the aforementioned “protected characteristics” as well as prohibiting indirect discrimination or harassment and, in the case of disability only, discrimination arising from disability.

Discrimination, victimisation and harassment claims, including bullying, are often highly sensitive and require the highest degree of responsiveness and discretion. We provide robust and real-world assessment of the strength of clients’ concerns and come up with inventive approaches to challenge the employers concerned. We are also experienced in advising on equal pay matters and assessing whether individuals have viable equal pay claims.


We help our individual clients understand the complex law on whistleblowing. Whistleblowing occurs where, in short, where an individual raises a legitimate concern about one of six types of serious matters (such as the breach or likely breach of a legal obligation or risks to health and safety) and is treated badly as a result.

Such disclosures must be made to an appropriate person and made for the right reasons in order to qualify for statutory protection.

We often act for individuals who have been or are being threatened with detrimental treatment as a result of them blowing the whistle, often in the financial services industry and where the FCA is the regulating entity.

We are also adept at advising individuals who plan to blow the whistle. We understand that doing so is a daunting task and we assist individuals in doing so in a manner that complies with the legal requires for whistleblowing but also protects the individual’s professional name and working relationships.

For further advice, please contact a member of our Employment Law team. Girlings has offices in Canterbury, Ashford and Herne Bay.

Our Experts

Carl Vincent

Chairman, Head of Department
Employment Law

Paul McAleavey

Employment Law

David Morgan

Employment law

Mathew Blatchford-Horn

Trainee Solicitor

Related Pages