Discrimination at work in healthcare

Discrimination in healthcare takes many forms. An international nurse is passed over for every band 6 post. A pharmacist is told her hijab "doesn't fit the brand". A disabled doctor is refused a change to on-call duties. A gay medical student hears jokes on a ward round and nobody intervenes. Each situation is stressful on its own terms, and the law gives you specific protections and specific deadlines.

What the Equality Act 2010 covers

The nine protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The Act recognises several kinds of unlawful treatment:

• Direct discrimination. Worse treatment because of a protected characteristic, such as rejecting a candidate for a post because of age.
• Indirect discrimination. A rule applied to everyone which disadvantages a group, such as a uniform policy affecting a religious group, unless the employer can justify the rule.
• Harassment. Unwanted conduct related to a protected characteristic which violates your dignity or creates a hostile environment.
• Victimisation. Worse treatment because you complained about discrimination or supported someone else's complaint.
• Failure to make reasonable adjustments for a disabled worker.

Employers also have a legal duty to take reasonable steps to prevent sexual harassment of their workers. Further changes to harassment law are due under the Employment Rights Act 2025.

Steps to take now

1. Write a dated record. Note what happened, who was present, what was said and how the event affected you. Write the account as soon as you can and keep a copy outside work systems, such as on a personal device. Do not copy patient-identifiable information.
2. Speak to someone you trust. A union representative, a Freedom to Speak Up Guardian or a staff network chair can advise on informal and formal options.
3. Raise a grievance. Put the complaint in writing using your employer's grievance procedure. The Acas Code of Practice on disciplinary and grievance procedures sets the standard employers should follow.
4. Check the deadline. The time limit runs from the date of the act you complain about. A grievance does not stop the clock, so contact Acas early if a claim is possible.
5. Get advice. Contact your union, Acas or Citizens Advice. The Equality Advisory and Support Service helps people in England, Scotland and Wales on 0808 800 0082.

The guide on tribunal deadlines explains time limits in detail, and preparing for legal advice lists what to bring to an adviser.

Discrimination from patients and the public

Racist or sexist abuse from patients is common in pharmacies, GP surgeries and emergency departments. Your employer has health and safety duties to protect you and should have a policy on abusive patients. Report every incident through the local system, so the pattern is on record. The patient aggression guide covers practical steps.

Students and trainees

The Equality Act also covers universities and training placements. Report discrimination on placement to your university as well as to the placement provider. The student and trainee stress guide lists who to contact. International staff can read the guide for international healthcare professionals.

Support organisations and communities

GLADD connects LGBTQ+ doctors, dentists and students. GLADD offers community and representation, not legal or clinical advice. Pharmacists can contact the Pharmacists' Defence Association for representation. If you face retaliation for complaining, read retaliation after speaking up. If the stress is affecting your health, use the urgent support page or call Samaritans on 116 123.

Related guides

Bullying and harassment · Speaking up · Freedom to Speak Up Guardians · Workplace rights and wellbeing