Employment Tribunal Decision: Disability Discrimination and Reasonable Adjustments
📌 In brief
In this case, an employment tribunal ruled on various complaints made by a worker against their employer. The tribunal dismissed some complaints but agreed with the worker's arguments regarding unfavourable treatment and failure to make reasonable adjustments due to disability.
⚖️ Legal holding
An employer must make reasonable adjustments for a disabled employee if it is clear that an aspect of their work affects them adversely due to their disability.
📖 What the law says
Direct discrimination occurs when someone is treated less favorably due to a protected characteristic like disability. However, if the less favorable treatment is justified as a proportionate means to achieve a legitimate aim, it may not be considered discriminatory.
An employer must provide reasons for dismissing an employee and demonstrate that the reason falls within certain categories, including capability, conduct, redundancy, or legal compliance. The fairness of the dismissal is then judged based on whether the employer acted reasonably in the circumstances.
Plain-English explanation — does not replace advice from a solicitor.
📖 Technical summary
The Employment Tribunal dismissed several of the claimant's complaints but found in favour on two disability discrimination claims.
📜 Headnote Official document
The Employment Judge dismissed several complaints but found in favour of the claimant on two disability discrimination claims, ruling that the employer failed to make reasonable adjustments for a disabled employee.
📚 Full judgment Official document
OUTCOME: Allowed in Part
Case Number: 3314757/2022 & 3303025/2023
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
Watford Employment Tribunal
On: 2 & 3 February 2026
4 February 2026 (Deliberation)
5 February 2026
Before: Employment Judge Partington Members [NAME]
[NAME] Claimant: [redacted]
Respondent: [redacted]
JUDGMENT
It is the unanimous decision of the tribunal that:
1. In relation to the alleged refusal of the Respondent to grant the Claimant two days annual leave in the week commencing 16 May 2022 giving rise to the complaint of unfavourable treatment because of something arising in consequence of disability, that complaint is dismissed upon withdrawal.
2. In relation to the complaint that [APPELLANT] on 24 May 2022 said that he would “have the Claimant’s job”, that was not presented within the applicable time limit. It is not just and equitable to extend the time limit. The claim is therefore dismissed.
3. The complaint of unfavourable treatment because of something arising in consequence of disability in relation to [APPELLANT] taking the Claimant off her fixed duty route in or around August 2022, which the claimant says had a detrimental impact upon her anxiety condition, is well-founded and succeeds.
4. The complaint of failure to make reasonable adjustments for disability in relation to the complaint that the Respondent did not grant the claimant annual leave
requests at short notice is not well-founded and is dismissed.
5. The complaint of failure to make reasonable adjustments for disability in relation to the complaint that the Respondent did not maintain the claimant’s fixed delivery route is well-founded and succeeds.
6. In relation to the complaints of unauthorised deductions from wages, they were not presented within the applicable time limit. It was reasonably practicable to do so. These claims are therefore dismissed.
7. The complaint of constructive unfair dismissal is not well-founded and is dismissed.
REMEDY
8. The respondent shall pay the claimant the following sums:
a. Compensation for past financial losses: £10,263;
b. Interest on compensation for past financial losses calculated in accordance with the Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996: £1,006.62;
c. Compensation for injury to feelings: £9,000;
d. Interest on compensation for injury to feelings calculated in accordance with the Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996: £1,765.48.
Approved by:
Employment Judge Partington
5 February 2026
JUDGMENT SENT TO THE PARTIES ON
16 April 2026...............................................
...................................................................... FOR THE TRIBUNAL OFFICE
Notes Reasons for the judgment having been given orally at the hearing, written 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. If written reasons are provided they will be placed online. All judgments (apart from judgments under Rule 51) and any 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/
📊 How courts decide similar cases
Among 12 similar decisions in this collection:
- Employment Tribunal Employment Tribunal Rules Unauthorised Wage Deductions Invalid
- Employment Tribunal Employer Ordered to Pay Compensation for Unauthorised Wage Deductions and B…
- Employment Tribunal Unauthorised Wage Deductions and Holiday Pay: Claimant Wins in Employment T…
- Employment Tribunal Successful Claimant Awarded Costs by Employment Tribunal
- Employment Tribunal Employment Tribunal Allows Unfair Dismissal Claim Against Employer
- Employment Tribunal Employer Ordered to Pay Unlawful Wage Deduction
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
- An employer is required to cover reasonable legal costs when a claimant successfully pursues an employment tribunal case., An employer must not make unauthorised deductions from wages or fail to pay accrued but untaken holiday pay., An employer must provide written itemised pay statements and cannot treat an employee unfavourily due to their disability or request unnecessary sick notes., An employer is required to make reasonable adjustments for disabled employees to ensure they can perform their job effectively., An employer must not dismiss an employee unfairly.
❌ Tends to be rejected
- An employer is not required to make reasonable adjustments or avoid discriminatory practices if there are no grounds for such claims under applicable statutes., An employer is not required to make reasonable adjustments or avoid discriminatory practices if the claimant's allegations are not substantiated by evidence.
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 claimant on two counts of disability discrimination, dismissing other complaints.
Who was involved?
A worker and their employer were involved in a dispute over disability discrimination claims.
How did the court decide, and why?
The tribunal considered each complaint individually based on evidence presented by both parties.
Which laws or rules were applied?
Equality Act 2010 s.13 and Employment Rights Act 1996 s.98 were key provisions used in the decision.
What was the argument that mattered most?
The claimant's argument that the employer failed to make reasonable adjustments for a disabled employee was crucial.
Was the decision for or against the person who brought the case?
The decision was partly in favour of the person who brought the case, supporting two disability discrimination claims.
What does this mean for someone in a similar situation?
Individuals facing similar issues should seek legal advice to understand their rights and options.
What evidence or documents mattered?
The tribunal considered witness statements, emails, and medical reports submitted by both parties.
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 advisable to consult with a qualified solicitor for advice on your specific situation.