Discrimination at Work in the Armed Forces
Veteran Discrimination Within the Armed Forces
Military life is built on structure, discipline and trust. That structure can provide a strong sense of belonging for many service personnel, but it can also make it harder to speak up when something isn’t right.
Data from the Ministry of Defence’s 2024 Armed Forces Continuous Attitude Survey (AFCAS) revealed that just over 1 in 10 (12%) of serving personnel reported bullying, discrimination or harassment over a 12-month period.
This statistic has remained broadly consistent since the question was first introduced in the survey in 2015. While there have been positive changes in the last couple of decades, the issue of discrimination in the armed forces is a persistent and systemic one that needs revisiting.
Why These Experiences Often Go Unreported
Whether an incident is reported is not determined by the incident alone; it also depends on how safe or realistic it feels to raise concerns at the time.
The most commonly reported reasons personnel do not make a formal complaint are a lack of confidence that any action will be taken (60%) and concerns that reporting may negatively impact their career (52%).
These factors may reflect the normalisation of certain behaviours within a unit, indicative of a broader culture of negative behaviour that prevents personnel from feeling justified to report issues.
That reluctance shows up in the data. Of those who have experienced bullying, harassment or discrimination in the same 2024 survey, only around one in eight made a formal written complaint about their experience.
How Discrimination Can Appear in Service
Discrimination at work can be direct or indirect and has many different forms. It can occur across recruitment, pay and benefits, training and development, promotion and/or discipline and service complaints.
Direct vs Indirect Discrimination
- Direct discrimination: A person is treated less favourably because of a protected characteristic.
- Indirect discrimination: Putting in place a rule or policy that has a worse impact on someone with a protected characteristic than someone without one.
Different Forms of Discrimination in the Armed Forces:
Bullying
Being undermined, excluded or repeatedly treated in a way that leaves someone feeling singled out
Harassment
Unwanted behaviour related to a protected characteristic that violates someone’s dignity or creates an intimidating or hostile environment
Victimisation
Being treated unfairly or disadvantaged because someone has made or supported a complaint about discrimination or harassment, or is believed to have done so
Sexism
Unequal treatment, inappropriate comments or barriers linked to pregnancy or gender
Racism
Stereotyping, offensive language or being treated differently because of racial background
Religious
Unequal treatment or denial of fundamental accommodations due to faith
LGBTQ+
Isolation, harassment or negative treatment linked to identity or sexual orientation
Disability
Lack of reasonable adjustments or unfair treatment linked to physical or mental health conditions
Age
Unfair treatment based on actual or perceived age
Pregnancy/maternity
Unfair treatment because of pregnancy, maternity leave or breastfeeding – such as being overlooked for opportunities or pressured to stop working
Veteran Discrimination in the Forces Today
Some key changes have been made in the last couple of decades to address these forms of veteran discrimination, stemming from the Employment Rights Act 1996, the 2010 Equality Act and MoD policies:
- In 2023, Lord Etherton’s Independent Review was published, which led to financial compensation for LGBTQ+ veterans who were affected by the ban in place until 2000.
- Off the back of the 2010 Equality Act, the MoD outlined religious rights for those in the armed forces to increase awareness among personnel.
- The government introduced policy reforms post-2010 to address sexism in the armed forces. For instance, they removed the historic ban on women in ground close combat roles in 2016, so that they could serve in infantry, armoured units and submarines by 2018.
- The MoD published the Defence Diversity and Inclusion Strategy 2018 to 2030, aiming to foster a more inclusive armed forces environment.
However, progress hasn’t been made in all areas of veteran discrimination.
- The MoD is still rewriting the 2019 policy on transgender personnel since the Supreme Court ruling in April 2025, which leaves a grey area.
- Due to a clause in the 2010 Equality Act, claims of age or disability discrimination in relation to service in the armed forces do not have to be legally recognised.
While some positive changes have been put in place, there is still a way to go. Residual sentiments from previous policies can remain for a long time, and the preservation of a specific “warrior” archetype can often persist despite efforts to combat this.
Could Your Experience Have Been Discrimination?
Looking back on service experiences as a veteran is not always straightforward. Stepping away from the hierarchical culture of the forces can provide the distance and safety you need to process experiences of discrimination.
You may find it helpful to think about the following questions:
Was I treated differently because of a protected characteristic?
This could include sex, race, disability, religion, sexual orientation or another protected characteristic under equality law.
Was I treated differently compared to others doing the same role?
For example, in terms of opportunities, expectations, training or day-to-day treatment.
Did this happen more than once?
Patterns of behaviour can matter more than a single incident.
Did I feel able to raise it at the time?
Many people don’t raise concerns during service due to pressure, uncertainty or fear of consequences.
How To Make a Complaint/Claim
There are two main routes to consider after experiencing discrimination at work in the armed forces: making a Service Complaint or exploring legal action under the Equality Act 2010. They are separate processes, with different purposes, time limits and possible outcomes.
Service Complaints vs Legal Action: What’s the Difference?
A Service Complaint is an internal Armed Forces process for raising concerns about treatment during service. Legal action is an external process that considers whether what happened may amount to unlawful discrimination.
You do not usually need to complete one before starting the other, so it is important to get advice early if you are unsure which route applies. Do not wait for a Service Complaint to finish before getting legal advice, as legal time limits may still apply.
| Service Complaints system | Legal action under the Equality Act 2010 |
| Internal Armed Forces process | External legal process (Employment Tribunal) |
| Used to raise concerns about treatment during service | Looks at whether behaviour was unlawful discrimination |
| Handled through the military chain of command and complaints process | Handled through formal legal proceedings |
| Mainly for serving personnel or those who recently left | Available regardless of service status, subject to time limits |
| Late complaints may sometimes be accepted | Time limits apply, with limited exceptions |
How Do I Start the Process?
- To make a Service Complaint: follow the UK government’s guidance on making an armed forces service complaint.
- To explore legal action: contact a specialist solicitor as early as possible so they can advise on time limits, evidence and whether an Equality Act claim may be available.
What If No Complaint Was Made?
It’s very common for veterans to only make sense of their experience after some time has passed.
Not raising a complaint during service does not automatically close things off. However, legal time limits can apply (three months after the latest incident, typically), and whether anything can still be done often depends on the details of what happened and when.
Because of this, it’s usually worth getting advice on discrimination at work in the forces before assuming there are no options left.
Support is Available:
Discrimination in the armed forces can take many forms, including bullying and harassment, racism, sexism, LGBTQ+ discrimination and disability-related treatment.
Support doesn’t always mean taking formal action. It might mean receiving wellbeing support, for instance, or going over your experience with somebody.
If you’ve experienced any of these issues, it can help to talk it through. At Veterans Welfare Group, we can help advise you on where to go next and connect you with specialists to support you in whatever way you need.
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