Direct Access Employment Barrister
Christopher Mallon BL is a direct access employment barrister accepting instructions from employees and employers in discrimination claims under the Equality Act 2010 — covering all nine protected characteristics — before the Employment Tribunal and Employment Appeal Tribunal.
Day one right: No minimum period of employment is required to bring a discrimination claim. You can bring a claim from your very first day of work.
Equality Act 2010
The Equality Act 2010 prohibits discrimination on the basis of nine protected characteristics. Christopher accepts direct access instructions in claims involving any of the following.
Claims for direct discrimination, indirect discrimination, discrimination arising from disability, and failure to make reasonable adjustments under the Equality Act 2010.
Claims involving direct and indirect race discrimination, harassment, and victimisation on grounds of race, colour, nationality, and ethnic or national origin.
Claims for direct and indirect sex discrimination, sexual harassment, and victimisation — including claims by men and women, and claims connected to gender reassignment.
Unfavourable treatment connected to pregnancy, maternity leave, or breastfeeding — including automatically unfair dismissal and detriment claims.
Claims for discrimination on grounds of religion, religious belief, or philosophical belief — including increasingly significant philosophical belief claims under Grainger v Nicholson.
Claims for direct and indirect age discrimination — applicable to workers of all ages, including younger workers and those approaching retirement.
Claims for direct and indirect discrimination, harassment, and victimisation on grounds of sexual orientation.
Detriment and dismissal claims under the Public Interest Disclosure Act 1998 — where an employee suffers because they made a qualifying protected disclosure.
Types of Claim
The Equality Act 2010 prohibits several distinct forms of discriminatory conduct. Click each type to learn more.
How It Works
A clear four-stage process for discrimination claims — from your initial enquiry through to representation at the Employment Tribunal.
Contact Christopher to discuss the facts of your case. He will identify the relevant protected characteristic, the type of prohibited conduct alleged, and the strength of the evidence.
Christopher provides a written advice on the merits of the claim, the available remedies, the applicable time limits, and the litigation strategy — enabling you to make an informed decision.
He drafts the ET1 claim form, prepares witness statements, advises on the evidence bundle, and assists with the schedule of loss — ensuring your case is presented to the highest standard.
Christopher represents you at all hearings — from preliminary issues hearings through to the final merits hearing — cross-examining witnesses and making legal submissions on your behalf.
Direct Access
Discrimination claims are among the most legally complex employment cases. They require a detailed understanding of the Equality Act 2010, the burden of proof rules, and the case law on each protected characteristic. Instructing a specialist barrister directly means you receive expert advocacy and advice from the outset.
Specialist knowledge of equality law
Christopher has detailed knowledge of the Equality Act 2010, the burden of proof in discrimination cases, and the developing case law on philosophical belief, disability, and other protected characteristics.
Uncapped compensation — expert preparation matters
Because compensation in discrimination cases is uncapped, the quality of the schedule of loss and the evidence of injury to feelings can make a substantial difference to the outcome.
Cross-examination of witnesses
Discrimination cases often turn on credibility. Christopher is an experienced advocate who prepares thoroughly for the cross-examination of witnesses at Employment Tribunal hearings.
Employer-side instructions also accepted
Christopher also accepts direct access instructions from employers defending discrimination claims — advising on litigation strategy, drafting the ET3 response, and representing at hearings.
Employment Tribunals award compensation for injury to feelings in discrimination cases using the Vento bands (updated by Presidential Guidance, effective 6 April 2024).
Less serious cases — for example, a one-off act of discrimination that did not have a lasting impact.
Cases that do not merit an award in the upper band — for example, a series of discriminatory acts over a period of time.
The most serious cases — for example, a lengthy campaign of harassment or a dismissal on discriminatory grounds.
Reserved for the most exceptional cases only — for example, where the claimant suffered a serious psychiatric injury as a direct result of the discrimination.
Common Questions
Answers to the questions Christopher is most frequently asked about employment discrimination claims.
Get in Touch
If you believe you have been discriminated against at work, or if you are an employer seeking advice on defending a discrimination claim, contact Christopher to discuss your matter. All enquiries are treated in strict confidence.
Three-month time limit
Discrimination claims must be notified to ACAS within three months less one day of the act complained of. Do not delay.
Gather your evidence
Collect any relevant emails, letters, performance reviews, or witness details before contacting Christopher.
Telephone enquiries
Christopher can also be reached by telephone at 07736 342 984 during normal business hours.