Under the Sex Discrimination Act 1975 and the Equality Act 2010 it is unlawful to discriminate against employees and prospective employees on the grounds of their sex. The effect of this is, for example, that employers should not give unfair preference to men or women, on the basis of their sex, at any stage in the employment relationship. This includes the job application stage, interviews, terms and conditions offered to employees, and promotions. It is also unlawful for employers to impose an unreasonable condition, for example on a woman, which the employer would also impose on a man, but which is more to the detriment of woman generally than it would be to men. An example of this “indirect discrimination” would be an unreasonable insistence that all employees work full-time. The legislation also provides employees with separate protection from harassment. In this context harassment can take place where an employer subjects a woman to unwanted conduct which has the effect of violating her dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for her. Employees are also protected from being victimised because they have raised a sex-related issue in the workplace, or because they have rejected some kind of sexual advance. Employees who are victims of sex discrimination, harassment or victimisation are entitled to make Employment Tribunal claims against both the employer and the individual perpetrator of the act. Employment Tribunals have jurisdiction to award financial compensation in these respects, including compensation for injury to feelings. ELP can provide employees with advice and representation in relation to all aspects of sex discrimination, harassment and victimisation in the workplace.