We are proud to be the main sponsor of Storyhouse Queer Festival 2026, Chester’s annual celebration of LGBTQIA+ stories, culture and communities. Throughout the week, our legal teams have been delivering free LGBTQIA+ Legal Clinics and sharing specialist insights on key legal issues affecting LGBTQIA+ people in the workplace.
This work is underpinned by the Equality Act 2010, which provides the core legal protections for LGBTQIA+ employees in the workplace.
The Equality Act 2010
The Equality Act 2010 sets out clear prohibitions against discrimination, harassment and victimisation across nine protected characteristics. These protections apply at every stage of employment—from recruitment and training to promotion and dismissal.
Sexual orientation
Protection applies whether a person is lesbian, gay, bisexual or heterosexual. Crucially, it also applies where discrimination occurs because someone is perceived to have a particular sexual orientation or is associated with someone who does.
Gender reassignment
The Act protects trans and non-binary people including those who are planning, undergoing or have completed a process of gender reassignment. Protection applies regardless of whether the individual has disclosed their identity at work and even where others make assumptions about their gender identity.
These provisions ensure employees cannot be treated less favourably simply because of who they are or who others think they are.
Employer responsibilities
Legal compliance goes far beyond avoiding discriminatory behaviour. Employers are expected to take proactive steps to prevent discrimination and foster an environment where LGBTQIA+ employees feel respected and included.
Employers have the responsibility to:
- Implement comprehensive equality and diversity policies that explicitly address sexual orientation and gender reassignment, including clear expectations around respectful language and workplace behaviour.
- Handle complaints promptly and sensitively, especially where they involve outing, misgendering, harassment or exclusion and ensure no employee is penalised for raising or supporting a complaint.
- Provide regular training so all staff understand LGBTQIA+ legal protections and how inclusive practices should operate day-to-day.
- Create a culture of openness and respect, where LGBTQIA+ employees feel safe to be themselves and confident that they will be treated fairly.
Building an inclusive workplace culture
Beyond legal duties, truly inclusive workplaces embed LGBTQIA+ equality into everyday culture.
This begins with clear, visible policies that reference sexual orientation and gender reassignment, as well as straightforward reporting routes so employees know concerns will be taken seriously.
Inclusivity also grows through everyday actions; supportive leadership, visible allyship, and an environment where everyone’s identity is respected.
How we can help
Experiencing discrimination because of your sexual orientation or gender identity is not just wrong, it is unlawful.
Our employment team provides clear, confidential advice to LGBTQIA+ employees facing discrimination, harassment or workplace inequality. Led by Debbie Coyne, a Legal 500–recognised Next Generation Partner, we support individuals through the internal complaints process and any potential legal claims, helping protect their rights and guide them toward the right next steps.
Get In Touch
Shazia Ashraf is an Associate in our Employment & HR team, advising employers on a broad range of employment law matters, from HR support to tribunal litigation.
She guides clients through internal processes such as grievances and investigations, and represents them in claims including discrimination, harassment and whistleblowing. Shazia provides calm, practical advice to help employees understand their options from early conciliation through to final hearings.
If you are facing discrimination at work or need guidance on your rights under the Equality Act 2010, contact our employment law specialists today on 03301 732 339 or via our online enquiry form.
