Picture an employee who arrives early, consistently delivers excellent work, and supports colleagues whenever needed. When promotion season arrives, someone else receives the raise, the recognition, and the better opportunities. It is a frustrating situation that leaves many employees wondering whether hard work really matters.
Workplace favouritism is the unfair practice of giving certain employees advantages based on personal preference instead of merit, performance, or qualifications. This matters because trust and fairness directly influence employee engagement. Deloitte’s 2024 Global Human Capital Trends report found that 86% of leaders believe greater organisational transparency leads to greater workforce trust. When fairness is missing, confidence in leadership and workplace morale often decline.
Concerns about workplace favouritism have become more common in recent years. Hybrid and flexible working have made employee contributions less visible, organisations have flatter management structures, and employees increasingly expect transparency in decisions about promotions, pay, and career development. At the same time, employers face growing pressure to ensure workplace decisions are objective, consistent, and free from bias.
However, not every reward or promotion is an example of favouritism. Recognising employees who consistently perform well, achieve measurable results, or demonstrate valuable skills is part of effective management. Favouritism occurs when decisions are influenced by personal relationships, preferences, or bias rather than objective performance and fair criteria. The Society for Human Resource Management (SHRM) recommends using clear, measurable performance standards to support fair promotion and reward decisions and reduce the risk of bias in the workplace.
This guide explains how to recognise the signs of workplace favouritism, understand why it happens, explore its impact on employees and organisations, examine the UK legal position, and follow practical steps to address the issue professionally and confidently.
Table of Contents
What Does Favoritism Look Like at Work?
Workplace favoritism rarely arrives as one obvious event. It often appears through a series of small decisions that gradually benefit the same employee while disadvantaging others. A single incident may not mean much, but when the same patterns repeat over weeks or months, they can damage trust, morale, and confidence across the team. Recognising these warning signs is the first step towards identifying whether unfair treatment is taking place.
8 Common Signs of Workplace Favoritism
Favoritism does not usually happen in one dramatic moment. Instead, it develops through repeated actions that give certain employees advantages others do not receive. Here are the most common signs to watch for.
1. Promotion seems to ignore performance.
A less experienced or lower-performing employee is promoted ahead of colleagues with stronger results and a proven track record. When promotions consistently overlook merit, employees begin to question the fairness of career progression.
2. The best schedules always go to the same person.
Preferred shifts, remote working days, or holiday dates are repeatedly given to one employee. Over time, this creates resentment, especially when others receive fewer flexible working options.
3. Some employees carry a heavier workload.
The most demanding clients, urgent deadlines, or difficult projects always land on the same desks. Meanwhile, another employee enjoys a lighter workload with fewer responsibilities.
4. High-profile projects have a familiar name attached.
Important presentations, leadership opportunities, and visible assignments consistently go to one person, regardless of who has the strongest skills or relevant experience.
5. Mistakes receive different treatment.
One employee is criticised for minor errors, while another receives little or no feedback for making similar mistakes. Inconsistent accountability quickly undermines confidence in management, and it’s often where unchecked unconscious bias in the workplace starts to show through.
6. Pay increases do not reflect performance.
Salary reviews appear disconnected from measurable achievements, productivity, or objectives. Employees may feel overlooked when raises seem based on personal preference instead of results.
7. Development opportunities are reserved for a select few.
Training courses, conferences, mentoring programmes, and networking events are repeatedly offered to the same individuals. Others lose valuable opportunities to develop their careers.
8. One voice carries more weight than everyone else’s.
During meetings, the same employee is invited to contribute first, praised more frequently, or given greater influence over decisions. When valuable ideas from others receive little recognition, team engagement and collaboration naturally begin to decline, a gap a proper giving and receiving feedback course is built to close.
While any one of these situations may have a reasonable explanation, repeated patterns are often a stronger indicator of workplace favoritism than isolated incidents. Looking at the overall trend, rather than a single event, provides a much clearer picture of whether unfair treatment may be occurring.
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Real Examples of Favoritism in the Workplace
Workplace favoritism is easier to recognise when you see how it plays out in everyday situations. The following examples reflect common scenarios that employees may encounter in UK workplaces. While each situation could have a legitimate explanation on its own, repeated patterns often point to unfair treatment rather than fair management.
1. Promotion Goes to a Personal Favourite
A management position becomes available, and one employee has consistently exceeded targets for several years. Instead, the promotion goes to a colleague with less experience who has a close personal relationship with the manager outside work, the exact dynamic covered in nepotism in the workplace.
2. Remote Working Rules Apply Differently
The company tells staff that home working is only available in exceptional circumstances. However, one employee regularly works from home without explanation, while similar requests from colleagues are declined, undermining whatever policy on the benefits and challenges of remote working the company claims to follow.
3. Flexible Hours Depend on Who You Are
One employee frequently arrives 20 minutes late without any consequences. Another employee receives a formal warning after being late by a similar amount despite having a good attendance record.
4. Performance Reviews Are Not Consistent
Two employees achieve almost identical results throughout the year. One receives an outstanding performance rating and glowing feedback, while the other is marked as meeting expectations with little recognition.
5. Credit for Team Success Goes to One Person
A team works together to complete a successful project before a tight deadline. During the review meeting, the manager highlights one preferred employee while the contributions of the rest of the team receive little mention.
6. Training Opportunities Stay Within a Small Circle
A paid professional development course becomes available. Instead of advertising it to the whole team, the manager casually offers it to a favourite employee during an informal conversation.
7. Bonuses Do Not Reflect Results
At the end of the year, discretionary bonuses are awarded across the department. Employees with the strongest performance receive modest rewards, while those with closer personal connections to management receive significantly larger bonuses without a clear explanation.
What Causes Favoritism in the Workplace?
Workplace favoritism is not always the result of deliberate unfairness. In many cases, it develops from natural human behaviour, unconscious preferences, or weak management practices. Understanding the root causes can help organisations recognise the problem early and create fairer, more transparent workplaces.
1. Personal Relationships
Familiarity breeds comfort, and comfort quietly turns into preference.
Managers may naturally trust employees they know well or have worked with for longer. If those relationships begin influencing decisions about opportunities, recognition, or promotions, fairness can quickly be compromised.
2. Similar Personality Bias
We naturally warm to people who remind us of ourselves, and managers are no exception.
Shared interests, communication styles, or backgrounds can create stronger personal connections. Without clear decision-making standards, these preferences may lead to unequal treatment.
3. Nepotism
When family ties enter the organisation chart, objectivity often leaves it.
Nepotism occurs when family members or relatives receive jobs, promotions, or workplace advantages because of their relationship rather than their qualifications or performance. This practice can damage trust across the workplace and leave employees feeling that success depends more on personal connections than on ability or merit.
4. Unconscious Bias
The most dangerous favoritism is the kind a manager does not even notice.
Unconscious bias occurs when managers unknowingly favour certain employees because of familiarity, shared backgrounds, communication styles, or personal assumptions rather than objective performance. Since these preferences are often automatic and unintentional, they can be difficult to recognise without self-awareness, regular training, and structured decision-making processes.
5. Office Politics
Some employees play the game better than they play the job.
Building influence, managing perceptions, or staying close to senior leaders can sometimes matter more than actual performance. This kind of office politics can create an unfair advantage over colleagues who focus solely on their work.
6. Lack of Management Training
Most managers are taught how to achieve results, not always how to lead fairly.
Without training in objective decision making and bias awareness, managers may unintentionally make inconsistent choices that appear unfair to their teams.
7. Poor Performance Evaluation Systems
Vague criteria leave room for personal opinion to replace measurable performance.
When appraisal processes lack clear standards, decisions about pay, promotions, and recognition become more subjective. Transparent performance metrics help reduce this risk.
8. Friendship Between Manager and Employee
The line between colleague and confidant can blur decisions without anyone noticing.
Close workplace friendships are common, but they become problematic when they influence professional decisions. Managers must separate personal relationships from workplace responsibilities to maintain trust and credibility.
How Favoritism Affects Employees?
The effects of workplace favoritism extend far beyond the office. Feeling consistently overlooked or treated unfairly can affect confidence, wellbeing, and long-term career satisfaction. Over time, these experiences influence not only how employees perform at work but also how they feel outside it.
1. Lower Morale
Motivation fades when effort no longer seems to matter.
Employees who see unfair treatment often lose enthusiasm for their work. A positive team culture becomes difficult to maintain when people believe success depends on preference rather than performance.
2. Reduced Motivation
Why work harder if the outcome already feels decided?
When recognition and opportunities appear unfair, employees are less likely to go beyond their basic responsibilities. Initiative and innovation often decline as a result.
3. Increased Workplace Stress
Unfair treatment keeps employees constantly on edge.
When employees feel they are being treated differently from their colleagues, they often become anxious about everyday workplace decisions. This ongoing uncertainty increases stress, reduces confidence, and makes it more difficult to concentrate, perform well, and maintain a healthy work-life balance.
4. Burnout
The most overlooked employees often work the hardest to prove themselves.
Many employees respond to workplace favoritism by putting in extra hours, accepting heavier workloads, and taking on additional responsibilities in the hope of earning recognition. When those efforts continue to go unnoticed, the result is often burnout, emotional exhaustion, and a growing sense of frustration.
5. Poor Mental Health
Poor mental health often begins with repeated experiences of unfair treatment.
Repeated experiences of workplace favoritism can contribute to poor mental health by increasing anxiety, lowering self-esteem, and creating feelings of isolation. Over time, employees may begin to doubt their abilities and lose confidence, even when they consistently deliver strong results.
7. Higher Staff Turnover
Talented employees rarely stay in workplaces they believe are unfair.
When people lose confidence in fair career progression, they often look for opportunities elsewhere. High turnover increases recruitment costs and disrupts team stability.
8. Reduced Productivity
Disengaged teams focus on doing enough rather than doing their best.
Employees who feel undervalued are less likely to contribute new ideas or maintain high levels of performance. Overall productivity often suffers across the organisation.
9. Loss of Trust
Once trust in leadership is damaged, rebuilding it takes time.
Employees expect managers to make fair and objective decisions. When favoritism becomes a pattern, confidence in leadership declines, making collaboration and communication much more difficult.
How Favoritism Hurts Businesses?
Workplace favoritism is not just a people problem. It is a business problem that affects performance, profitability, and long-term growth. When employees believe opportunities are distributed unfairly, engagement falls, collaboration suffers, and talented people begin looking elsewhere. The cost is felt across the entire organisation, not just by those directly affected.
1. Lower Productivity
When fairness declines, performance usually follows.
Employees who feel overlooked often reduce their effort because they no longer believe hard work will be rewarded. This drop in motivation can spread across the team, reducing overall productivity.
2. Poor Teamwork
Resentment quietly weakens collaboration.
When the same people receive the best opportunities or recognition, colleagues become less willing to support one another. Teams lose trust, communication becomes strained, and collaboration suffers.
3. Increased Workplace Conflict
Unfair treatment creates conflict that is difficult to ignore.
Perceived workplace favoritism often creates conflict by increasing frustration, resentment, and mistrust among employees. Over time, disagreements between colleagues, complaints about management, and tension between departments can become more frequent, making collaboration and communication much more difficult.
4. Higher Absenteeism
Disengaged employees often check out before they leave.
Workplace favoritism can increase stress, frustration, and low morale, leading to higher absenteeism through more frequent sickness absence and time away from work. This places additional pressure on colleagues, disrupts daily operations, and reduces overall team performance.
5. Higher Employee Turnover
Replacing experienced employees is both expensive and time consuming.
When talented staff believe career progression is unfair, many choose to leave. Recruitment, onboarding, and training new employees can cost significantly more than retaining existing talent.
6. Recruitment Challenges
Your reputation reaches candidates before your job adverts do.
Negative experiences shared through employee reviews and word of mouth can discourage skilled professionals from applying. Organisations known for unfair treatment often face a smaller and less qualified talent pool.
7. Damaged Employer Reputation
A poor culture can quickly become public knowledge.
Reviews on platforms such as Glassdoor and comments on professional networks shape how potential employees view an organisation. A reputation for favoritism can damage employer branding and reduce trust.
8. Reduced Innovation
People stop sharing ideas when they believe recognition is unfair.
Employees are less likely to suggest improvements, solve problems creatively, or volunteer for new initiatives if they feel their contributions will be overlooked. This limits innovation and makes it harder for businesses to remain competitive.
Is Favoritism Illegal in the UK?
Not all workplace favoritism is illegal, but it can quickly become a legal issue when unfair treatment is linked to discrimination. Understanding where the legal boundary lies helps both employees and employers recognise when poor management becomes a potential breach of employment law.
Favoritism Is Usually Unfair, Not Illegal
Simply preferring one employee over another is generally not against the law in the UK. A manager may give more opportunities or attention to someone they personally like, even if it creates an unfair workplace. While this can damage morale and trust, it is not automatically unlawful.
When Favoritism Becomes Unlawful
The situation changes if preferential or unfair treatment is connected to a protected characteristic. If an employee is disadvantaged because of who they are, rather than how they perform, the issue may amount to unlawful discrimination.
The Equality Act 2010 Explained
The Equality Act 2010 is the main UK law protecting employees from discrimination at work. In simple terms, it requires employers to make workplace decisions based on fair and objective reasons rather than personal characteristics that are protected by law.
Protected Characteristics
Under the Equality Act 2010, protected characteristics include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. If favoritism disadvantages someone because of one of these characteristics, legal action may be possible.
When an Employment Tribunal Becomes Relevant
An employment tribunal may become relevant when an employee believes they have experienced unlawful discrimination and the issue cannot be resolved through the employer’s internal procedures. Keeping clear records of incidents, emails, performance reviews, and relevant conversations can help support a claim. Before starting tribunal proceedings, employees are generally expected to contact Acas for Early Conciliation, which aims to resolve disputes without formal legal action.
How to Tell If You’re Experiencing Favoritism?
Workplace favoritism can be difficult to recognise because individual incidents often have reasonable explanations. Instead of focusing on one event, look for consistent patterns over time. Use the checklist below as a quick self assessment to help determine whether you may be experiencing unfair treatment.
1. Does your manager treat one employee noticeably differently from everyone else?
Pay attention to who receives extra support, flexibility, or opportunities without a clear business reason.
2. Is the workload distributed unfairly?
If you regularly receive the most demanding tasks while others have lighter workloads without a performance-based explanation, it may indicate unequal treatment.
3. Do promotions repeatedly overlook the strongest candidates?
Career progression should reflect skills, experience, and performance rather than personal relationships.
4. Are certain employees regularly excluded from important conversations or decisions?
Being left out of meetings, planning discussions, or key updates can limit your ability to contribute and progress.
5. Do different rules apply to different people?
If one employee is excused for behaviour that leads to disciplinary action for someone else, fairness may be lacking.
6. Is feedback inconsistent across the team?
Constructive criticism should be applied fairly. Harsh feedback for some employees and lenient treatment for others is a common warning sign.
7. Does recognition rarely go to the people delivering consistent results?
When praise, rewards, and opportunities repeatedly go to the same individuals regardless of performance, it may suggest favoritism rather than fair recognition.
If you answered yes to several of these questions, it does not automatically prove workplace favoritism. However, repeated patterns are worth documenting and discussing through the appropriate workplace channels.
How to Deal With Favoritism at Work?
Recognising workplace favoritism is only the first step. The next challenge is deciding how to respond in a way that protects your professionalism and improves your chances of a fair outcome. Rather than reacting emotionally, follow a structured approach that focuses on facts, communication, and your rights.
1. Stay Professional
Reacting emotionally gives the situation more control than it deserves.
Remain calm and continue performing your role to a high standard. Avoid office gossip, personal confrontations, or negative comments that could weaken your position.
2. Document Everything
Dates, examples, and specific details turn concerns into evidence.
Keep a record of incidents, including when they happened, who was involved, and how similar situations were handled differently. Save relevant emails, meeting notes, or performance reviews where appropriate.
3. Improve Communication
Sometimes visibility, not favoritism, is the real gap, so close it deliberately.
Regularly update your manager on completed work, achievements, and progress. Making your contributions more visible can help ensure your efforts are recognised fairly.
4. Request Feedback
Asking directly removes guesswork and creates a useful record.
Request constructive feedback about your performance and career development. Clear guidance helps you understand expectations while creating a written record of the conversation if shared by email.
5. Speak With Your Manager
A calm, fact-based conversation is the first real step towards change.
Discuss your concerns using specific examples rather than assumptions. Focus on the impact of the decisions and ask for clarification on how opportunities, workloads, or promotions are allocated.
6. Escalate to HR
Know when an informal conversation is no longer enough.
If the issue continues or you believe it has not been addressed fairly, raise your concerns through your organisation’s formal grievance or HR process. Present documented evidence rather than opinions.
7. Know Your Employment Rights
Understanding the legal boundary gives you confidence, not just frustration.
If you believe favoritism involves discrimination linked to a protected characteristic, familiarise yourself with your rights under the Equality Act 2010 and your employer’s workplace policies.
8. Consider External Advice
Expert guidance is available when internal processes fail.
If the problem remains unresolved, you can seek confidential advice from Acas, your trade union if you belong to one, or an employment solicitor. They can explain your options and help you decide on the most appropriate next steps.
How to Complain About Favoritism at Work?
If you believe workplace favoritism is affecting your career, raising the issue professionally gives you the best chance of achieving a fair outcome. A well-prepared complaint based on evidence is far more effective than one based on assumptions or emotions.
1. Gather Evidence First
Before making a formal complaint, collect clear evidence of the behaviour. Keep records of relevant dates, emails, meeting notes, performance reviews, and specific examples that show a consistent pattern of unfair treatment.
2. Follow Your Company’s Grievance Procedure
Review your employer’s grievance policy to understand the correct process. Following the official procedure ensures your complaint is handled appropriately and reduces the risk of unnecessary delays.
3. Put Your Complaint in Writing
Write your complaint in a clear, factual, and professional manner. Describe what happened, when it happened, who was involved, and how it affected your work. Avoid emotional language and focus on objective facts.
4. Understand the Investigation Process
Once your complaint is submitted, your employer will usually investigate by reviewing evidence, speaking to those involved, and considering relevant workplace policies. You may be invited to attend a meeting to discuss your concerns in more detail.
5. Know Your Next Steps
If you believe the outcome is unfair or the issue remains unresolved, you can usually appeal the decision through your employer’s internal process. If the matter involves potential discrimination or serious procedural failures, you may also seek advice from Acas before considering an employment tribunal.
How Managers Can Prevent Favoritism?
Preventing workplace favoritism requires more than good intentions. Fair workplaces are built through clear policies, consistent leadership, and transparent decision making. When managers rely on objective processes instead of personal preference, employees are more likely to trust leadership and remain engaged.
1. Create Transparent Promotion Criteria
Employees should know exactly what it takes to progress.
Publish clear criteria for promotions and career development so every employee understands how decisions are made. Transparency reduces uncertainty and builds confidence in the process.
2. Use Objective Performance Reviews
Performance should be measured by evidence, not opinion.
Base appraisals on measurable goals, achievements, and agreed performance standards. Consistent evaluation methods help minimise personal bias.
3. Provide Equal Development Opportunities
Career growth should be available to everyone, not just a select few.
Offer training, mentoring, conferences, and high visibility projects through an open and fair process so all employees have equal opportunities to develop.
4. Monitor Workload Distribution
Fair workloads require regular review, not assumptions.
Track how tasks, projects, and responsibilities are allocated across the team. Reviewing workloads over time helps prevent the same employees from becoming overloaded or overlooked.
5. Communicate Expectations Consistently
Everyone should work to the same standards.
Apply workplace policies, feedback, and expectations consistently across the team. Employees are more likely to trust managers who treat everyone fairly.
6. Train Leaders to Recognise Bias
Awareness is the first step towards fair leadership.
Provide leadership training that covers unconscious bias, inclusive decision making, and objective people management. Better awareness leads to better workplace decisions.
7. Encourage Anonymous Feedback
Employees often speak more openly when they feel protected.
Anonymous surveys and feedback channels allow staff to report concerns without fear of negative consequences. This helps organisations identify issues before they become larger problems.
8. Review Workplace Decisions Regularly
Patterns reveal problems that individual decisions can hide.
Regularly audit pay increases, promotions, workload allocation, and development opportunities to identify any recurring inequalities. Ongoing reviews help ensure fairness remains part of the organisation’s culture rather than a one-time initiative.
Building a Fair Workplace Culture
A fair workplace does not happen by chance. It is built through consistent leadership, transparent decision making, and a genuine commitment to treating every employee with respect. When fairness becomes part of the organisation’s culture, employees are more engaged, productive, and confident that their contributions will be recognised.
1. Build Trust Through Consistency
Trust is the foundation of every successful workplace. Employees are more likely to stay motivated when they believe leaders make fair and consistent decisions.
2. Be Transparent About Career Decisions
Employees should understand how decisions about pay, promotions, and development opportunities are made. Clear criteria reduce uncertainty and strengthen confidence in leadership.
3. Hold Leaders Accountable
Managers should address unfair treatment promptly and consistently. Taking action when concerns arise shows employees that fairness is taken seriously.
4. Make Respect the Standard
Respect should shape every workplace interaction, regardless of role or seniority. A respectful culture encourages stronger teamwork and open communication.
5. Turn Diversity Into Opportunity
Building a diverse workforce is only the beginning. Every employee should have equal access to career progression, development, and leadership opportunities.
6. Create an Inclusive Environment
Employees should feel comfortable sharing ideas, asking questions, and contributing to decisions. Inclusive workplaces benefit from a wider range of perspectives and better collaboration.
7. Listen to Employee Feedback
Provide meaningful ways for employees to raise concerns and suggest improvements. Regular feedback should lead to visible action rather than becoming another routine survey.
8. Recognise Merit Fairly
Reward strong performance using clear and objective standards. Consistent recognition builds trust, strengthens motivation, and reinforces a culture where achievement matters more than personal preference.
Frequently Asked Questions
1. What is favoritism in the workplace?
Workplace favoritism is the unfair practice of giving certain employees better opportunities, rewards, or treatment based on personal preference instead of merit, performance, or qualifications.
2. Is favoritism illegal?
Not usually. Favoritism itself is generally legal in the UK, but it may become unlawful if it results in discrimination against someone with a protected characteristic under the Equality Act 2010.
3. Can I report favoritism to HR?
Yes. If informal discussions do not resolve the issue, you can raise a formal grievance with your HR department by following your employer’s grievance procedure and providing clear evidence.
4. How do I prove favoritism at work?
Keep detailed records of specific incidents, including dates, emails, meeting notes, performance reviews, and examples of inconsistent treatment. A pattern of behaviour is usually more persuasive than a single event.
5. Is favoritism the same as discrimination?
No. Favoritism is based on personal preference, while discrimination involves unfair treatment because of a protected characteristic such as age, race, disability, sex, or religion. However, favoritism can become discrimination if it is linked to one of these characteristics.
6. What is the difference between favoritism and nepotism?
Favoritism is preferential treatment towards any employee based on personal preference. Nepotism is a specific type of favoritism that involves giving advantages to family members or relatives.
7. Can favoritism lead to constructive dismissal?
It can in some cases. If ongoing favoritism creates a serious breach of trust or contributes to an intolerable working environment, an employee may wish to seek legal advice about whether constructive dismissal could apply.
8. What should managers do to prevent favoritism?
Managers should use objective performance measures, apply policies consistently, communicate decisions transparently, provide equal opportunities, and complete regular training on unconscious bias and fair leadership.
9. Does favoritism affect employee morale?
Yes. Employees who believe hard work is not recognised often become less motivated, less engaged, and less satisfied with their jobs, which can affect the entire team.
10. Can favoritism create a toxic workplace?
Yes. Workplace favoritism can create a toxic workplace by reducing trust, increasing conflict, damaging teamwork, and lowering employee morale. Over time, employees may become disengaged, talented staff may leave, and the overall workplace culture can become negative and difficult to sustain.
Conclusion
A fair workplace benefits everyone. Employees feel valued, motivated, and confident that their efforts will be recognised, while businesses benefit from stronger teamwork, higher productivity, and better staff retention. Fair treatment is not just the right thing to do, it is a key driver of long-term organisational success.
Transparent leadership plays a vital role in building trust. When decisions about pay, promotions, workloads, and development opportunities are based on clear and consistent criteria, employees are more likely to stay engaged and committed. Teams perform better when people believe everyone is working under the same standards.
Whether you are an employee experiencing unfair treatment or a manager responsible for leading a team, addressing favoritism early can prevent lasting damage to workplace culture. Open communication, accountability, and objective decision making create environments where people can succeed based on merit.
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