The Sex Discrimination Act 1975 is applicable to everybody. Generally the act is used to defend staffs in lots of circumstances in the working place like during the interview session, the opportunities of being promoted, matters related to work etiquette, opportunities for training, job selection, job termination and many others.

According to Sex Discrimination Act 1975, typically the individual that is responsible for sex discrimination charges is the employer. Although a worker is reported to be discriminating on another employee, the employer will still be vicariously liable for the wrong doing. The charges for discriminating are not just effective within the office, but may be extended to social occasions which can be beyond working hours like dinner parties or clubbing activities.

Sex discrimination can be divided into two categories, and this is primarily based on the facts written by the Sex Discrimination Act 1975. The first group is known as direct sex discrimination. In this scenario an employer discriminates an employee who is usually a woman because of her gender, marital status and her condition in the midst of pregnancy.

Rejecting sick medical leave to a woman due to the fact that she is pregnant is an example of direct sex discrimination. When a staff needs to bring up a claim for discrimination, she is obliged to provide a clear comparison by showing the way the employer treated her compared to another male employee. Nonetheless, there is an exception when the worker is pregnant; she will not be required to show any comparison.

When you have experienced any of these scenarios below it means that you have been sexually discriminated and you have the right to bring up a claim against the employer, as stated in the Sex Discrimination Act 1975.

1. During a job interview you were not interviewed about your qualification. Instead you were asked about your domestic circumstances.

2. You were not chosen for a job or a promotion although your qualification is greater than the opted male employee.

3. You were not accepted for a job just because the employer didn't have a proper washroom or you have been told that the available position was 'dirty work'.

4. You took a maternity leave but learned that you have been demoted after you came back.

Indirect sex discrimination is tougher to prove and there are several things to consider before the tribunals can accept the claim from a worker. Unlike direct sex discrimination, based on Sex Discrimination Act 1975, an employer is allowed to defend himself against indirect sex discrimination.

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