Understanding men’s rights at work in the UK starts with the basic principle that employers should not treat someone less favourably because of their sex. That protection can apply during recruitment, in day-to-day treatment, and when decisions are made about promotion, pay, training, disciplinary action, dismissal, or the way concerns are handled.
Unfair treatment does not have to be obvious to be a problem. Sometimes it comes from assumptions about how men should behave, what family role they should play, or whether they should simply “put up with” certain treatment at work.
Sex discrimination against men can arise in different ways. It may involve being treated less favourably because you are male, being excluded from certain opportunities, being subjected to offensive comments or workplace banter, or being treated unfairly after raising a concern.
It can also happen where a workplace policy applies to everyone but places men at a particular disadvantage and cannot be properly justified. Harassment and victimisation are also covered by the law, so an employee should not be punished for challenging discriminatory treatment or supporting someone else’s complaint.
Men’s workplace rights also extend to family life. Fathers and partners can have rights connected to pregnancy, birth, adoption and childcare, and employers should not disadvantage someone because they want to take time off connected with those responsibilities.
In practice, concerns can arise when a male employee is treated as less committed because he asks for leave, requests flexibility, or wants to be involved in caring responsibilities. Those situations can be upsetting, and can sometimes point to wider discriminatory attitudes in the workplace.
Eligible employees may be entitled to Statutory Paternity Leave and Statutory Paternity Pay. According to GOV.UK, you can take up to two weeks’ leave, and the two weeks can be taken together or separately in one-week blocks. Employment rights are protected during paternity leave, including rights relating to pay rises, accruing holiday, and returning to work. Eligible employees may also be able to take time off to attend antenatal or adoption appointments.
From 6 April 2026, paternity leave became a day-one right under the Employment Rights Act 2025. That means eligible employees no longer need 26 weeks’ continuous service before they can take paternity leave — it can be taken from the first day of employment. The 26-week qualifying period for Statutory Paternity Pay has not changed, so the eligibility rules for leave and pay now differ. An employee may be entitled to take paternity leave without yet qualifying for the statutory pay that usually goes with it.
If your workplace isn’t giving your rights the weight they deserve, call Lawson West on 0116 212 1000 for a free initial conversation with an employment solicitor.
If you believe you are being treated unfairly, it is usually sensible to:
Employment claims are subject to strict time limits. In most cases you have three months less one day from the date of the treatment you are complaining about to start a claim, and you will usually need to notify Acas for early conciliation within that period. Early advice matters — even a short delay can affect your options.
Acas advises that employees who believe they have been discriminated against can make a complaint to their employer and should do so as soon as possible. Early advice can help you understand whether what has happened may amount to discrimination, whether other employment rights are involved, and what practical next steps may be available. Please contact us to talk through your circumstances in confidence.
Speak to a solicitorYes. Under the Equality Act 2010, sex is a protected characteristic regardless of whether you are male or female. If you have been treated less favourably because you are a man — in recruitment, pay, promotion, day-to-day treatment or in the way a concern was handled — you may have a claim.
Yes. Fathers and partners have specific rights connected to pregnancy, birth, adoption and childcare, including Statutory Paternity Leave and Shared Parental Leave where eligible. Your employer should not disadvantage you for exercising those rights or for taking time off connected with caring responsibilities.
No. Your employment rights are protected while on paternity leave, including rights relating to pay rises, accruing holiday and returning to work. If you have been demoted, overlooked, mistreated or dismissed because of taking or asking for paternity leave, that could amount to discrimination.
No, not anymore. From 6 April 2026, paternity leave became a day-one right under the Employment Rights Act 2025, so eligible employees can take paternity leave from their first day of employment. The 26-week qualifying period for Statutory Paternity Pay has not changed, however, so it is possible to be entitled to paternity leave without yet qualifying for the statutory pay.
Shared Parental Leave allows eligible parents to share up to 50 weeks of leave and up to 37 weeks of pay after the birth or adoption of a child. Eligibility depends on employment length and earnings, and both parents must meet the conditions. We can advise on how the rules apply to your situation.
In most cases you have three months less one day from the date of the treatment you are complaining about, and you must notify Acas for early conciliation within this period. Time limits are strict, so it is important to take advice as soon as possible.
If you want to see us face to face, we run four employment law walk-ins each week at our offices in Leicester and Market Harborough and this initial meeting with you is FREE of charge. We’ll look at your paperwork and advise on the best course of action. We can also meet with you digitally on Teams if you’re in another part of the country, in fact, we advise individuals on their employment legal needs right across the UK.
From settlement agreements, to redundancy, dismissal and disability and other types of employment dispute situation, we’re on hand to support and advise you. Please get in touch as soon as you can, as deadlines might apply.
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