The settlement of employment disputes is a recurring problem in labour law. Such disputes tend to be either debates on collective interests which do not reach the level of litigations or litigations forming the base of judicial proceedings. It is almost impossible to find a ‘correct’ or at least an appropriate legal solution. The subject of this paper is one of the most problematic fields of this sphere of cases, namely, the employee’s fundamental right to equality. To explore this subject, I will analyze legal disputes which originated from employment discrimination. In connection with discrimination cases it also is necessary to address the Equal Treatment Authority, a Hungarian independent administrative body, since it has a special role in this system. This role exists because the Equal Treatment Authority is not a court, nor is it the venue of alternative methods of dispute resolutions. Rather it is an independent administrative body whose exclusive scope is to judge employees’ discrimination claims. This study examines the main questions of discrimination cases by interpreting concrete cases and comparing them with the effectiveness of the courts’ method. In this comparison, there is an emphasis on the most typical cases as well as the cases which are the most difficult to resolve. Finally, I try to answer the question of whether this independent authority can be the real and effective venue of resolving employment legal disputes, instead of or alongside the judicial enforcement of claims.