If your firm faces a discrimination complaint, contact us early on for advice to minimise the risk of the matter escalating. Claims, however unfounded, can be not only financially expensive but also damage your firm’s reputation, so dealing with them swiftly is vital.
What does a partnership discrimination solicitor do?
Our employment team at B P Collins is experienced in assisting partnerships and limited liability partnerships (LLPs) with discrimination claims.
Although we can support firms in relation to all types of discrimination claims, Jo Davis has particular expertise in age, sex and disability discrimination complaints. She acted in the case of Seldon v Clarkson Wright & Jakes, which involved a firm of solicitors and is the leading Supreme Court decision on objective justification in the context of direct age discrimination.
Greg Clark is also an expert in disability discrimination related to mental health and neurodiversity. He regularly acts for clients with a variety of mental health conditions or who are autistic or have ADHD.
Equality Act 2010
Discrimination law in England provides robust protections for partners in firms and members of LLPs under the Equality Act 2010. These protections extend to discrimination, harassment, victimisation and the duty to make reasonable adjustments, ensuring that individuals in these roles are treated fairly and equitably.
The protection under the Equality Act applies to those with the protected characteristics of: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation.
It is unlawful for an LLP to discriminate against a person in the arrangements made for deciding to whom to offer a position as a member, in the terms on which the position is offered or by not offering the position at all.
For example, if a candidate with better or more relevant qualifications is excluded from consideration for membership due to their race, this could constitute direct discrimination.
Similarly, once an individual becomes a member, the LLP must not discriminate against them in the terms of their membership, access to opportunities such as promotion or training or by subjecting them to detriment, including expulsion.
Harassment and victimisation
Harassment and victimisation are also prohibited. Harassment involves unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
For instance, subjecting a candidate to homophobic remarks during an interview for membership would amount to harassment. Victimisation occurs when a person is treated unfairly because they have made or supported a complaint under the Equality Act. These protections apply both to current members and to individuals applying for membership.
Reasonable adjustments
The duty to make reasonable adjustments is another critical aspect of discrimination law for LLPs. This duty requires LLPs to take reasonable steps to remove or minimise disadvantages faced by disabled members due to provisions, criteria, practices or physical features.
For example, if a disabled member requires adjustments to access training opportunities, the LLP must bear the cost of these adjustments as an expense of the LLP, provided the cost is reasonable. This duty applies to both candidates for membership and current members.
Traditional partnerships
The principles outlined above also apply to traditional partnerships. Firms must not discriminate, harass or victimise partners or potential partners. The same obligations regarding reasonable adjustments apply, ensuring that disabled partners are not disadvantaged in their roles.
Why choose B P Collins as your discrimination solicitors?
With 50+ years of experience and extensive knowledge, we’re consistently ranked by  Chambers UK and The Legal 500 for the strength of our employment practice. Our solicitors have helped partners in firms and LLP members across various sectors navigate discrimination claims with confidence and clarity.
Price and service transparency
In most cases, your employer will contribute to your legal costs. We offer fixed fees for reviewing and advising on settlement agreements. Where further negotiation is required, we’ll agree on transparent fees in advance and keep you updated every step of the way.
View our price and service transparency here.
Contact our Partnership and LLP discrimination solicitors today
For further information or advice, please call our Partnership and LLP discrimination lawyers on 01753 889995 or email enquiries@bpcollins.co.uk. We can offer appointments by phone, video call or in-person, from our offices in London, Ickenham, Thame and Gerrards Cross.
