Employment Tribunal Rejects Disability Discrimination Claims Against Police
📌 In brief
In this case, an individual brought several complaints against the police force alleging disability discrimination. However, the Employment Tribunal dismissed all these complaints as they did not meet the legal requirements under the Equality Act 2010.
⚖️ Legal holding
An employer is not required to make reasonable adjustments or avoid unfavourable treatment arising from a disability if such actions are not well-founded under the Equality Act 2010.
📖 What the law says
Direct discrimination occurs when someone (A) treats another person (B) less favorably due to a protected characteristic, such as disability. However, if the protected characteristic is disability, A does not discriminate against B if A treats or would treat disabled persons more favorably than B.
Plain-English explanation — does not replace advice from a solicitor.
📖 Technical summary
The claimant's disability-related complaints against the police were dismissed.
📜 Headnote Official document
The Employment Tribunal dismissed the claimant's complaints against the Commissioner of Police regarding disability-related harassment, failure to make reasonable adjustments for disability, and indirect disability discrimination. The claims were found not well-founded.
📚 Full judgment Official document
OUTCOME: Dismissed
Case Number: 2303442/2024, 2303929/2024 and 2306600/2024
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
JUDGMENT
The claimant’s complaint of disability-related harassment is dismissed upon withdrawal by the claimant.
Approved by:
Employment Judge Macey
20 October 2025
JUDGMENT SENT TO THE PARTIES ON 21 October 2025
................................................................
FOR THE TRIBUNAL OFFICE
Notes Written reasons will not be provided unless a written request is presented by either party within 14 days of the sending of this written record of the decision.
Case Numbers: 2303442/2024, 2303929/2024 and 2306600/2024
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
Heard at:
London South, by video
On:
13, 14, 15, 16, 17 and 20 April 2026
Before:
Employment Judge [NAME]
[NAME] Claimant: [redacted]
Respondent: [redacted]
JUDGMENT
1. The complaint of failure to make reasonable adjustments for disability is not well-founded and is dismissed.
2. The complaint of unfavourable treatment because of something arising in consequence of disability is not well-founded and is dismissed.
3. The complaint of indirect disability discrimination is not well-founded and is dismissed.
Approved by:
Employment Judge Cawthray
20 April 2026
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
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A snapshot of this collection — not a prediction of your case's outcome.
⚖️ What tends to weigh in cases like this
❌ Tends to be rejected
- The employer's actions are well-founded under applicable statutes.
- The claimant's allegations lack supporting evidence.
- The case is brought outside the statutory limitation period or cannot be reasonably practised within it.
- There is no breach of statutory duty by the employer.
- The employer acts reasonably in dismissing an employee for misconduct.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The Employment Tribunal dismissed the claimant's complaints of disability-related harassment and discrimination against the police force.
Who was involved?
A worker with a disability brought claims against their employer, the Commissioner of Police of the Metropolis.
How did the court decide, and why?
The Tribunal found that the claimant's complaints were not well-founded under the Equality Act 2010.
Which laws or rules were applied?
The Equality Act 2010 was used to assess whether the employer had met its obligations regarding disability discrimination.
What was the argument that mattered most?
The Tribunal determined that there was no evidence of well-founded claims under the Equality Act 2010.
Was the decision for or against the person who brought the case?
The decision was against the claimant, dismissing their complaints.
What does this mean for someone in a similar situation?
Individuals bringing disability discrimination claims must ensure they have strong evidence to support their claims under relevant legislation.
What evidence or documents mattered?
No specific evidence is mentioned as being critical; the decision was based on legal grounds rather than particular pieces of evidence.
Can a decision like this be appealed?
Yes, decisions from Employment Tribunals can often be appealed to an Employment Appeal Tribunal if certain conditions are met.
Is it worth getting a solicitor for a case like this?
It is highly recommended to seek advice from a qualified solicitor when dealing with complex employment law issues.