Race Discrimination Compensation Calculator UK

Race discrimination includes less favourable treatment because of your race, colour, nationality, ethnic or national origins. It covers direct discrimination, indirect discrimination, harassment and victimisation under the Equality Act 2010.

Evidence includes: discriminatory comments (emails, messages, witness accounts), comparison with how colleagues of different races are treated, statistical data showing patterns, and any grievance responses. Keep a contemporaneous diary of incidents.

Tribunals recognise that race discrimination can cause particularly severe distress. Upper Vento band and exceptional awards are more common in race discrimination cases involving sustained campaigns of harassment or racist abuse.

Yes. Indirect discrimination occurs when a workplace policy or practice puts people of a particular race at a disadvantage. For example, a dress code that disproportionately affects certain ethnic groups without objective justification.

The Equality and Human Rights Commission can investigate employers, issue enforcement notices, and intervene in tribunal cases. They also publish guidance that tribunals consider. You can contact them for advice.

Yes. The 3-month time limit runs from the last discriminatory act, which could be your dismissal date or the last in a series of connected acts. Post-employment discrimination is also covered by the Equality Act.