Age Discrimination Claims UK: Tribunal Guide 2026

Overview

Age discrimination happens when an employer, colleague, or someone acting on the employer's behalf treats a worker worse because of their age, or because of assumptions tied to age. The Equality Act 2010 protects workers, job applicants, apprentices, contractors, and in many cases the self-employed, against four main types of age-related wrongdoing.

Direct discrimination covers situations where someone is singled out for worse treatment specifically because of how old (or young) they are. Indirect discrimination covers blanket rules or practices that look neutral on paper but end up hitting one age group harder than others.

Harassment covers unwanted conduct linked to age that creates a humiliating, hostile or degrading environment. Victimisation covers punishment or poor treatment aimed at someone who has raised a complaint or supported another person's complaint. Unlike most other protected characteristics, direct age discrimination can sometimes be legally justified if the employer can show the treatment is a proportionate means of achieving a legitimate aim, which is a high bar but not impossible to meet.

Key steps

1. Write down what happened while it's fresh. Keep a dated record of incidents, comments, emails, meetings, decisions, and anyone who witnessed them. Note exactly what was said or done, who was present, and how it affected you. Contemporaneous notes carry real weight at tribunal, and memory fades quickly once the stress of the situation sets in.
2. Raise the issue internally first where possible. Most employers have a grievance procedure, and using it gives the business a chance to put things right. It also strengthens your position later if the matter goes to tribunal, because tribunals can reduce or increase compensation depending on whether both sides followed the Acas Code of Practice on grievances and disciplinary issues.
3. Start early conciliation through Acas. Before you can lodge a tribunal claim, you must notify Acas and go through early conciliation. Acas will contact your employer and try to broker a resolution without litigation. This step is mandatory, it is free, and it pauses the tribunal clock while conciliation runs, so it protects your deadline as well.
4. Submit your ET1 claim form within the time limit. If conciliation doesn't resolve things, you can lodge a claim using form ET1 on the tribunal service website. The general deadline is three months less one day from the act complained of, though early conciliation extends this. Missing the deadline usually ends the claim, so diary it carefully.
5. Prepare your evidence and consider settlement. Once proceedings begin, both sides exchange documents, witness statements, and a schedule of loss setting out what you are claiming. Many claims settle before hearing. Think about what outcome you actually want, whether that's compensation, a reference, or simply acknowledgment, because that shapes your negotiating position throughout.