This redaction is the removal of personal data from an employer's reply to a discrimination claim under the Equality Act 2010. Once a claimant shows facts from which discrimination could be inferred, s.136 shifts the burden of proof to the employer, and comparator evidence under s.23 is how many replies answer it. anonym.plus marks names, contacts, and dates on your device, so the reply stays clear while non-parties are shielded.
When this applies
A reply cites comparators, managers, and colleagues by name to make a point. You hide those third-party identifiers before the answer leaves the building.
How anonym.plus handles it
- Open the reply in anonym.plus on your device.
- The app marks comparator and manager names.
- Built-in OCR reads scanned exhibits attached to it.
- Keep the claim reference and case caption.
- Swap or black out the confirmed identifiers.
- Save the clean copy locally.
What you need to provide
- The reply plus exhibits (PDF, DOCX, scan).
- An operator (Replace keeps the answer readable).
- Optional allow-list for the claim reference.
PII entity types detected
| Category | anonym.plus entity type | Example |
|---|---|---|
| Names | PERSON | comparator C → [COMPARATOR] |
| Names | PERSON | the manager → [MANAGER] |
| Contact | EMAIL_ADDRESS | mgr@example.co.uk → [EMAIL] |
| Dates | DATE_TIME | hired 2019 → [DATE] |
| Identifiers | UK_NINO | QQ 12 34 56 C → [NINO] |
| Location | LOCATION | Glasgow office → [LOCATION] |
Compliance achieved
- Keeps the primary facts that decide whether Equality Act 2010 s.136 shifts the burden of proof onto the employer.
- Preserves the comparison Equality Act 2010 s.23 requires — no material difference between the circumstances of the cases.
- Leaves the treatment testable under s.13 (direct) and s.19 (indirect discrimination), against the characteristics listed in s.4.
- Rests processing for the defence on UK GDPR Art. 9(2)(f) — the establishment, exercise or defence of legal claims.
- Shields the non-parties whose rights UK GDPR Art. 15(4) weighs, offline throughout.
Anonymise discrimination claim responses offline — see plans & start free →
Limitations & cautions
A reply about comparators can re-identify a colleague through a unique role or date. The app marks named items, not every indirect clue, and it cannot tell you whether a comparator meets the s.23 test. Over-redacting is its own risk: if the reply no longer explains the treatment, s.136 leaves the employer carrying it. Review the answer before you file it.
Frequently asked questions
Whose data should I strip from the reply?
Usually non-party colleagues and comparators named to make a point. anonym.plus marks them so you keep the argument while shielding people.
Will redacting weaken my defence?
It should not, if you keep the facts. Section 136 puts the explanation on the employer once a prima facie case is shown, so keep the reasoning and the dates — replace only the identifiers.
Is the answer sent to a server?
No. The app is offline, so the reply and its exhibits stay on your device.