What constitutes a detriment?

An employee or other worker will be treated as having been subjected to a detriment if he or she is, for example: demoted; transferred to less suitable or more demanding work; refused a promised pay rise or further opportunities for overtime; not sent on an expected training course; denied an opportunity for promotion; or harassed, criticised or "sent to Coventry".

Subjecting an employee to a detriment because he or she has, for example, made a complaint under the Equality Act 2010 amounts to unlawful victimisation. Subjecting an employee to a detriment because he or she has sought to enforce other employment rights, for example the right to the national minimum wage or the right to be accompanied at a disciplinary hearing, is also unlawful.