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David is the Joint Head of Parity Chambers. He specialises in Employment, Investigations, Discrimination and Equality Law. David has been consistently ranked in the directories and was shortlisted for Employment Junior of the Year in the 2017 Chambers UK Bar Awards, Junior of the Year and Employment Junior of the Year in the 2023 and 2024 Legal 500 UK Bar Awards.
David is regularly instructed in high-value and sensitive multi-day cases dealing with complex and intricate factual and legal issues, representing senior executives and other high net worth individuals, charities, trade unions, and NGOs.
He is particularly known for his strategic thinking and fighting spirit. David combines rigorous legal analysis with a calm, client-centred approach that consistently earns the trust of those he represents. His advocacy and attention to detail are outstanding, complemented by his warm and exceptional client care skills.
David has a wealth of experience advising and representing individuals at all levels across all sectors, including acting for a Chief Operating Officer of an English League Football Club, judges (District Judge Gilham (No 2) and Mr Recorder Herbert); Solicitors; Military Personnel (Dr Ukey v Ministry of Defence); Senior Executives and other high-net-worth individuals (Knupffer v Advanced Micro Devices (UK) Ltd; Pierre-Harvey v Oxford Brookes University); Police Officers at all ranks (Denby v the Commissioner of Police of the Metropolis and Gardner v the Chief Constable Thames Valley Police); University Lecturers, Teachers (Phillips & Others v The Diocese of Westminster Academy Trust and Burton-York v The Diocese of Westminster Academy Trust; Graphic Designers; Civil Servants (Quarccoo v The Scottish Ministers); Consultant Surgeons and other NHS staff such as Chiropractors, Nurses, Senior Management and IT Professionals (Hastings v Kings College NHS Foundation Trust).
David has considerable experience in complex discrimination and equality litigation under the Equality Act 2010. He has been consistently recognised in the directories for his expertise, creativity in developing novel arguments, and fighting spirit. His practice spans all areas of discrimination law, including direct and indirect discrimination, harassment (including cases involving historic sexual abuse), failure to make reasonable adjustments, discrimination arising from disability, victimisation, equal pay, and pregnancy and maternity discrimination. He brings a detailed understanding of the wider employment law context in which such claims arise and has experience advising on emerging and developing areas, including employment status and worker rights.
David adopts a client-focused and outcome-driven approach, combining rigorous legal analysis with clear, practical advice and sound strategic judgment to secure the best possible result in each case. He is adept at navigating complex and sensitive disputes, unravelling difficult factual and legal issues, and anticipating and addressing the key points in issue to ensure that cases are prepared and advanced effectively. His advice and advocacy are clear, focused and effective, and he brings a confident and decisive approach to advancing his clients’ cases. He is equally adept at identifying when claims should be pursued to a full hearing and when a commercial resolution is in a client’s best interests and is valued for the clarity of his advice and the reassurance he brings to complex disputes. He has a strong and proven track record in resolving complex claims through judicial mediation, consistently securing favourable outcomes for clients.
Acted for three police officers in successful claims for direct race discrimination arising from the unlawful application of positive action provisions under sections 158–159 EqA 2010, after they were prevented from applying for promotion.
Acted for an IT manager in claims for direct race discrimination and victimisation, securing compensation in excess of £1 million.
Acted for a teaching assistant with complex disabilities in successful claims for disability discrimination (including discrimination arising from disability, indirect discrimination and failure to make reasonable adjustments) and unfair dismissal.
Acted for a Chief Nurse of an NHS Foundation Trust in race discrimination and whistleblowing detriment claims, securing a significant settlement, reinstatement to her Board-level role and a public apology.
Acted for a teacher in claims for direct race discrimination and victimisation, securing compensation of £463,000.
Instructed on behalf of a senior banking executive in proceedings alleging equal pay, race and sex discrimination and victimisation against a multinational financial institution, arising from long-standing pay disparities.
Acted for two claimants in claims concerning the application of the Genuine Occupational Requirement defence under Schedule 9 EqA 2010, securing awards of c.£11,500 per claimant.
Acted for two senior housing managers in claims for direct race discrimination arising from being overlooked for promotion, involving a loss of a chance assessment and resulting in awards totalling approximately £93,000.
Acted for a senior executive in claims including failure to make reasonable adjustments, discrimination arising from disability, direct discrimination and victimisation, including appearing at a preliminary hearing concerning disclosure and issues of without prejudice and litigation privilege.
Acted in claims arising from allegations of sexually inappropriate conduct by a company director at a work-related event, giving rise to claims of harassment under the Equality Act 2010.
Acted for a female bus driver in claims involving historic sexual harassment and constructive dismissal in a male-dominated workplace, securing £55,167 including injury to feelings, aggravated damages and personal injury.
Acted for the claimant in the interim relief applications and in resisting the initial appeal before the Employment Appeal Tribunal in Robinson v His Highness Sheikh Khalid Bin Saqr Al Qasimi, a series of appellate decisions arising from whistleblowing claims involving disclosures concerning tax and National Insurance compliance. The case proceeded through multiple stages, including successful applications for interim relief and remittal following appeal. (See Notable Cases below for full citations.)
Appeared for the appellant in an Employment Appeal Tribunal appeal concerning the correct approach to identifying a qualifying disclosure under sections 43A–43B ERA 1996, including whether complaints about excessive workload and health and safety risks constituted the disclosure of “information”.
Instructed by a member of the judiciary in Employment Tribunal proceedings following the Supreme Court’s confirmation that judicial office holders fall within whistleblowing protection, involving disclosures concerning judicial security, unsafe court environments and excessive workloads within the courts service.
Acted for a senior executive in an application or interim relief under section 128 ERA 1996, with the claim subsequently settling for a substantial sum following cross-examination of the Respondent’s first two witnesses at the substantive hearing.
Instructed by a surgical trainee in whistleblowing and discrimination proceedings arising during specialist training, successfully arguing at a preliminary hearing that a national training body was liable as a provider of employment services under section 55 EqA 2010, following which the respondent accepted potential liability and the claims proceeded to a full merits hearing.
Instructed by a senior executive in proceedings concerning alleged systemic failures in statutory health and safety compliance within a university estate, including fire safety, asbestos management and estate governance.
Instructed by two serving Metropolitan Police detectives in whistleblowing detriment claims arising from disclosures concerning suspected misconduct and false accounting by colleagues.
Instructed in a whistleblowing claim arising from allegations of environmental misrepresentation by a high-profile advertising agency, following disclosures made to a multinational third party concerning “greenwashing” practices.
Advised a senior professional in the financial services sector on potential whistleblowing and victimisation claims arising from his selection for forced retirement following concerns raised about the treatment of a colleague with a neurodiversity disability.
Acted for a senior Government Department employee in their application or interim relief under section 128 ERA 1996, and is instructed for the 17-day substantive hearing concerning whistleblowing detriments and dismissal.
David has an extensive advisory practice and is a B Panel Member of the Equality and Human Rights Panel of Preferred Counsel. David has experience in conducting and advising on workplace investigations and reviews, particularly those involving allegations of discrimination, harassment, victimisation and whistleblowing, as well as issues concerning senior employees and governance. He is well versed in conducting grievance/disciplinary appeals and internal investigations involving serious misconduct, breakdown in working relationships, confidential and sensitive information, often working to tight timescales at short notice.
Instructed by a Care Home to conduct disciplinary appeal concerning allegations of gross misconduct by a senior employee.
Instructed by Accord Trade Union as Legal Advisor to the disciplinary panel concerning allegations of misconduct against a senior union member.
Instructed by the Oxford Union Society to review its rules, policies, and practices, and to assess compliance with its obligations under the Equality Act 2010, following a settlement reached between the Union and Mr Azamati, a blind Ghanaian postgraduate student.
David acts as lead counsel in complex multi claimant employment and discrimination litigation. He is frequently instructed at an early stage of proceedings to advise on liability, quantum and overall litigation strategy where a single policy, operational decision or organisational practice affects groups of employees across a workforce or sector.
He is experienced in coordinated group claims challenging organisational policies and workplace practices, employment status disputes affecting entire professional cohorts and jurisdictionally complex proceedings involving public bodies, large employers and foreign sovereign or quasi governmental organisations.
David advises on the strategic management of multi party proceedings, including identifying lead issues, structuring representative or coordinated claims and determining the proper respondents where individuals work within layered organisational structures or across multiple employers.
Instructed as lead counsel on behalf of 21 forensic medical examiners in coordinated Employment Tribunal proceedings against the Metropolitan Police Service for unfair dismissal, redundancy payments and holiday pay (pleaded value exceeding £1 million).
Instructed on behalf of 17 serving police Taser officers in coordinated Employment Tribunal proceedings challenging national policing standards governing colour vision deficiency testing. The claims allege indirect sex discrimination under s.19 Equality Act 2010 following the removal of the claimants’ Taser permits.
Instructed on behalf of seven Sikh police officers, members of the National Sikh Police Association, in coordinated discrimination proceedings against the Commissioner of Police of the Metropolis and a Chief Constable arising from the cancellation of a Sikh Remembrance Event organised for serving officers.
Instructed on behalf of eight Metropolitan Police officers in coordinated discrimination proceedings arising from the Chief Inspector promotion process within the Metropolitan Police Service.
David is regularly instructed in complex unfair and wrongful dismissal claims, acting primarily for employees while also advising and representing employers where appropriate in high-value, multi-day Employment Tribunal proceedings. His practice covers the full range of dismissal scenarios, including misconduct, capability, redundancy and “some other substantial reason”, often involving senior employees, reputational issues and parallel allegations of whistleblowing or discrimination.
He has particular experience in cases involving allegations of gross misconduct, disputed disciplinary findings, flawed redundancy processes, breakdown in working relationships, and dismissals arising from performance or long-term absence. He is frequently instructed in high-stakes disputes and brings a detailed understanding of how dismissal decisions are tested and challenged.
His approach combines rigorous legal analysis with strategic judgment on liability and remedy, including contributory conduct, Polkey and compensation. He is also experienced in employment status disputes and in securing significant remedies, including reinstatement.
Successfully represented a senior HMRC investigator with over 40 years’ service in a multi-day hearing arising from allegations of misuse of confidential data, securing a finding of unfair dismissal and persuading the Tribunal to make the rare order of reinstatement with full restoration of financial position.
Acted for a skilled artist, successfully establishing employee status despite being labelled self-employed for over 25 years. The finding enabled claims for unfair dismissal, holiday pay and unpaid wages, following a detailed analysis of mutuality of obligation, control and personal service.
Instructed on behalf of the Appellant in her appeal before the Court of Appeal concerning the extent to which an Employment Tribunal may examine the validity of a prior final written warning when assessing the fairness under section 98(4) ERA 1996.
Successfully represented two of four claimants in claims arising from disciplinary proceedings in which employees were dismissed for alleged gross misconduct, reinstated on appeal with final written warnings, and subsequently resigned. The case involved constructive unfair dismissal and TUPE, including the identification of the correct employer following a transfer and issues of fundamental breach of trust and confidence.
David acts in employment, discrimination and whistleblowing disputes arising in professional sport. His practice includes litigation involving professional football clubs and governing bodies where issues of regulatory compliance, equality law and employment rights intersect with the governance of sporting organisations.
He has particular experience advising players, senior executives and staff working within professional sporting environments, including disputes concerning whistleblowing, discrimination, redundancy processes and governance failures. These cases frequently raise issues of reputational sensitivity, internal investigations and complex employment structures within clubs and sporting bodies.
Instructed by a Chief Operating Officer of an English Football League club concerning protected disclosures about the misuse of the COVID 19 furlough scheme.
Acted for an Academy Coach involving allegations of race discrimination, pay disparity and unfair dismissal arising from a redundancy process within a professional football club.
Advised in relation to allegations of race and religion discrimination concerning the treatment and selection of a young cricketer by club officials following an investigation commissioned by the England and Wales Cricket Board.
David has substantial experience in discrimination claims arising in the provision of goods, facilities, services and public functions (Part 3), Housing (Part 4) and Education (Part 6) under the Equality Act 2010 and Public Law related claims.
He has developed a broad practice covering all aspects of discrimination across all strands in the non-employment fields with a proven track record of getting results He acts for claimants and service providers in complex cases involving disability discrimination, race discrimination, harassment and the duty to make reasonable adjustments in publicfacing environments.
His practice frequently involves claims against transport operators, local authorities, healthcare providers, retailers, leisure organisations, commercial service providers and public bodies, where disabled or minority service users have been denied equal access to services. These cases often raise important issues concerning the anticipatory nature of the reasonableadjustments duty, the obligations on public bodies when exercising statutory functions, and the assessment of injury to feelings where dignity, independence and equal participation in public life are compromised.
Advised a severely sightimpaired claimant in claims against rail operators concerning inaccessible timetable and route information. The case addressed the anticipatory reasonableadjustments duty under Part 3 Equality Act 2010 and the interaction with EU rail passenger rights regulations.
Represented a blind passenger in disability discrimination proceedings arising from failures in the national passenger assistance system during an interchange journey.
Advised in disability discrimination proceedings brought by a wheelchair user concerning the absence of boarding ramps, accessible toilets and failures to provide accessible travel facilities.
Instructed on behalf of a disabled claimant with severe urinary incontinence in a claim against a national retailer concerning refusal of access to toilet facilities and the scope of the reasonableadjustments duty.
Advised and was instructed on behalf of multiple claimants in a race discrimination claim following refusal of entry to a London nightclub despite a confirmed booking.
Advised a severely sightimpaired claimant in potential proceedings against several transport operators concerning the failure to provide timetable and route information in accessible formats.
Advised in litigation against an NHS Trust arising from sustained racist abuse suffered by a Black patient from another patient within a hospital unit.
Advised and represented a service user who was racially abused by an enforcement agent during a debtcollection visit to a claimant’s home.
Advised in proceedings brought by a Muslim woman against a London fitness club arising from allegations of race and sex discrimination, harassment and victimisation.
"David Stephenson is an expert in all manner of discrimination claims, with impressive knowledge of the wider aspects of employment law, including holiday pay and victimisation. He has a strong focus on claimant work but is also instructed by employers. In his recent work, he has addressed the topical issue of worker status within the gig economy"
Chambers and Partners 2026
"There is nothing David Stephenson doesn't know about discrimination law. He is a thoroughly charming and urbane advocate — very experienced and very good at unravelling complex discrimination cases; technically sharp and always ahead of the issues to ensure he is prepared and ready to deal with them head-on."
Chambers and Partners 2026
"David an indomitable fighter for his clients with crystal clear, attractive and punchy advocacy."
Legal 500 2026
"An expert in all manner of discrimination claims, with impressive knowledge of the wider aspects of employment law, including holiday pay and victimisation. He has a strong focus on claimant work but is also instructed by employers. Recent work has addressed the topical issue of worker status within the 'gig economy'."
Chambers and Partners 2025
"An expert on complex and novel discrimination claims. He has a bold and pleasing advocacy style, and is a great strategist, always thinking four steps ahead. A force to be reckoned with and is sought after for his excellent track record in handling complex whistleblowing, discrimination and worker status cases."
Legal 500 2025
"Very good with written submissions as well as being very experienced. He has a good way of getting his point across while holding his ground. Clients feel he is fighting their corner, using his experience to good impact. Very committed to fighting his client’s corner and is a determined advocate. He’s got the tenacity and dedication to represent people, which is exceptional. He’s a joy to work with, getting some great results."
Chambers and Partners 2024
"A passionate and articulate advocate. He is extremely dedicated and always goes that extra mile for his clients who feel safe and reassured in his hands."
Legal 500 2024
"David Stephenson is an expert in all manner of discrimination claims, with impressive knowledge of the wider aspects of employment law, including equal pay and maternity rights."
Chambers and Partners 2023
"He is a tenacious, brave and persuasive advocate. He is not afraid to take on difficult cases and run difficult arguments and he won't give up, and he's never daunted by acting against more senior opponents. His written advocacy is clear and comprehensive, while his oral advocacy is compelling but polite."
Legal 500 2023