Disabled Worker Wins Discrimination Case Against Employer
📌 In brief
In a recent case heard by the Manchester Employment Tribunal, an employee successfully sued their employer for disability discrimination and harassment. The tribunal ruled in favour of the claimant on several counts, awarding them compensation for financial losses and emotional distress.
⚖️ Legal holding
An employer must not treat an employee unfavourably because of something arising from their disability or engage in conduct that constitutes harassment related to disability.
📖 What the law says
This section defines direct discrimination, stating that an individual (A) discriminates against another (B) if they treat B less favorably due to a protected characteristic. It also specifies exceptions for certain characteristics like age, disability, marriage and civil partnership, and race.
Plain-English explanation — does not replace advice from a solicitor.
📖 Technical summary
The Employment Tribunal found in favour of the claimant on several disability discrimination and harassment claims, dismissing others.
📜 Headnote Official document
The Employment Tribunal found in favour of the claimant on several disability discrimination and harassment claims against both respondents, dismissing others. The Tribunal awarded damages for past losses and injury to feelings.
📚 Full judgment Official document
OUTCOME: Allowed
Cases Number: 2401490/2024 2402126/2024
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondents: [redacted]
[APPELLANT] (2)
Heard at: Manchester (by CVP)
On: 18-20 March 2026
Before: Employment Judge Phil Allen
Representation Claimant: [redacted] Respondents: [redacted]
JUDGMENT
The judgment of the Tribunal is that:
1. The following complaints against both respondents of unfavourable treatment because of something arising in consequence of disability are well-founded and succeed: 4.1.2(c) (blocking the claimant on [NAME]); 4.1.3 (contacting the claimant’s [NAME]); and 4.1.5 from 12 September 2023 onwards (late payment).
2. Complaint 4.1.2(a) (telling other staff of the intention to issue a final warning) against the second respondent of unfavourable treatment because of something arising in consequence of disability is well-founded and succeeds.
3. The remaining complaints of unfavourable treatment because of something arising in consequence of disability are not well-founded and are dismissed.
4. The following complaints of harassment related to disability against both respondents are well-founded and succeed: 4.1.2(c) (blocking the claimant on [NAME]); and 4.1.3 (contacting the claimant’s [NAME]).
5. Complaint 4.1.2(a) (telling other staff of the intention to issue a final warning) against the second respondent of harassment related to disability is well- founded and succeeds.
6. The remaining complaints of harassment related to disability are not well- founded and are dismissed.
7. The complaint of indirect disability discrimination against both respondents was not presented within the applicable time limit, but it is just and equitable to extend the time limit.
8. The complaint of indirect disability discrimination against both respondents is well-founded and succeeds.
9. The respondents unreasonably failed to comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures and it is just and equitable to increase the awards payable to the claimant by 15% in accordance with section 207A of the Trade Union & Labour Relations (Consolidation) Act 1992.
10. The respondents shall pay the claimant £2,591.64 damages for past losses (including the uplift).
11. The respondents shall pay the claimant £9,200 damages for injury to feelings (including the uplift).
12. The respondents shall pay to the claimant £264.99 as interest on the damages awarded for past financial losses.
13. The respondents shall pay to the claimant £1,881 as interest on the damages awarded for injury to feelings
Employment Judge Phil Allen
20 March 2026
JUDGMENT SENT TO THE PARTIES ON
22 April 2026
...................................................................... FOR THE TRIBUNAL OFFICE
Notes Summary reasons for this Judgment having been given orally at the hearing, written summary reasons will not be provided unless a request was made by either party at the hearing or a written request is presented by either party within 14 days of the sending of this written record of the decision.
All judgments (apart from judgments under Rule 51) and any full written reasons for the judgments are published, in full, online at https://www.gov.uk/employment-tribunal-decisions shortly after a copy has been sent to the [NAME]. If a Tribunal hearing has been recorded, you may request a transcript of the recording. Unless there are exceptional circumstances, you will have to pay for it. If a transcript is produced it will not include any oral judgment or reasons given at the hearing. The transcript will not be checked, approved or verified by a judge. There is more information in the joint Presidential Practice Direction on the Recording and Transcription of Hearings and accompanying Guidance, which can be found here: www.judiciary.uk/guidance-and-resources/employment-rules-and-legislation-practice-directions/
NOTICE
THE EMPLOYMENT TRIBUNALS (INTEREST) ORDER 1990 ARTICLE 12
Case number: 2401490/2024
Name of case: [APPELLANT]
v 1. [NAME], 2. [APPELLANT] is payable when an Employment Tribunal makes an award or determination requiring one party to proceedings to pay a sum of money to another party, apart from sums representing costs or expenses.
No interest is payable if the sum is paid in full within 14 days after the date the Tribunal sent the written record of the decision to the parties. The date the Tribunal sent the written record of the decision to the parties is called the relevant decision day.
Interest starts to accrue from the day immediately after the relevant decision day. That is called the calculation day.
The rate of interest payable is the rate specified in section 17 of the Judgments Act 1838 on the relevant decision day. This is known as the stipulated rate of interest.
The Secretary of the Tribunal is required to give you notice of the relevant decision day, the calculation day, and the stipulated rate of interest in your case. They are as follows:
the relevant decision day in this case is: 22 April 2026
the calculation day in this case is: 23 April 2026
the stipulated rate of interest is: 8% per annum.
[NAME] For the Employment Tribunal Office
GUIDANCE NOTE 1. There is more information about Tribunal judgments here, which you should read with this guidance note: www.gov.uk/government/publications/employment-tribunal-hearings- judgment-guide-t426
If you do not have access to the internet, you can ask for a paper copy by telephoning the Tribunal office dealing with the claim.
2. The payment of interest on Employment Tribunal awards is governed by The Employment Tribunals (Interest) Order 1990. Interest is payable on Employment Tribunal awards if they remain wholly or partly unpaid more than 14 days after the relevant decision day. Sums in the award that represent costs or expenses are excluded. Interest starts to accrue from the day immediately after the relevant decision day, which is called the calculation day.
3. The date of the relevant decision day in your case is set out in the Notice. If the judgment is paid in full by that date, no interest will be payable. If the judgment is not paid in full by that date, interest will start to accrue from the next day.
4. Requesting written reasons after you have received a written judgment does not change the date of the relevant decision day.
5. Interest will be calculated as simple interest accruing from day to day on any part of the sum of money awarded by the Tribunal that remains unpaid.
6. If the person paying the Tribunal award is required to pay part of it to a public authority by way of tax or National Insurance, no interest is payable on that part.
7. If the Secretary of State has claimed any part of the sum awarded by the Tribunal in a recoupment notice, no interest is payable on that part.
8. If the sum awarded is varied, either because the Tribunal reconsiders its own judgment, or following an appeal to the Employment Appeal Tribunal or a higher court, interest will still be payable from the calculation day but it will be payable on the new sum not the sum originally awarded.
9. The online information explains how Employment Tribunal awards are enforced. The interest element of an award is enforced in the same way.
📊 How courts decide similar cases
Among 12 similar decisions in this collection:
- Employment Tribunal Employment Tribunal Rules Employer Must Pay Unlawful Wages Deduction
- Employment Tribunal Worker Wins Holiday Pay Claim Against Absent Employer
- Employment Tribunal Manchester ET Rules: Employer Must Pay Unpaid Wages and Redundancy
- Employment Tribunal Employment Tribunal Rules in Favour of Unfairly Dismissed Employee
- Employment Tribunal Employment Tribunal Rules in Favour of Claimant: Damages Awarded for Unpaid…
- Employment Tribunal Claimant Wins Compensation for Unpaid Wages and Holidays
- Employment Tribunal Unlawful Wage Deduction: Employer Ordered to Repay Worker
- Employment Tribunal Employment Tribunal Rules Wrongful Dismissal Due to Unpaid Notice Pay
- Employment Tribunal Disabled Worker Wins Compensation Against Employer for Discrimination and U…
A snapshot of this collection — not a prediction of your case's outcome.
⚖️ What tends to weigh in cases like this
✅ Tends to be accepted
- The employer made unauthorised wage deductions.
- The employer failed to comply with contractual notice periods.
- The employer did not forward pension contributions as required.
- The employer dismissed the employee without a fair reason and proper procedure.
- The employer rejected a job application or dismissed an employee based on their disability.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The Employment Tribunal found in favour of the disabled worker on claims of disability discrimination and harassment.
Who was involved?
A disabled employee (the claimant) sued their employer (respondent).
How did the court decide, and why?
The tribunal ruled that the employer's actions were discriminatory and harassing towards the worker due to their disability.
Which laws or rules were applied?
Equality Act 2010 s.13 and Trade Union & Labour Relations (Consolidation) Act 1992 s.207A were key provisions used in the decision.
What was the argument that mattered most?
The employer's actions constituted unfavourable treatment and harassment related to disability, as defined by Equality Act 2010.
Was the decision for or against the person who brought the case?
The decision was in favour of the claimant.
What does this mean for someone in a similar situation?
Individuals facing discrimination and harassment at work due to their disability may have grounds to bring a legal action.
What evidence or documents mattered?
Details of the employer's actions, such as blocking communication and contacting medical records, were crucial.
Can a decision like this be appealed?
Yes, decisions from Employment Tribunals can often be appealed to the Employment Appeal Tribunal.
Is it worth getting a solicitor for a case like this?
It is highly recommended to seek legal advice from a qualified solicitor for such cases.