In Cordell v Foreign and Commonwealth Office EAT/0016/11, the EAT held that a deaf employee was not discriminated against when her employer refused to bear the cost of providing "lip-speaking" assistance abroad, which would have cost about £250,000 a year.
In the wake of the employment tribunal decisions in Michalak v Mid Yorkshire Hospitals NHS Trust and Browne v Central Manchester University Hospitals NHS Trust, in which former employees were awarded compensation of nearly £4.5 million and £1 million respectively, these five cases address various employment disputes that arose in the NHS.
Dinu Suntook, Cane Pickersgill and Poppy Fildes are all associates at Addleshaw Goddard. They round up the latest rulings.
A model assistance dogs policy, which can be implemented along with your organisation's equal opportunities and diversity policy, to establish an inclusive and accessible workplace for disabled employees.
In Lancaster v TBWA Manchester EAT/0460/10, the EAT held that the employer did not breach its statutory duty to make reasonable adjustments by using redundancy selection criteria that disadvantaged a disabled employee.
The employer in this case was found to have discriminated against a disabled worker whom it dismissed after it was revealed that she is disabled. However, the tribunal reduced the compensation to zero because the employee's uncooperative behaviour was designed to prompt her dismissal so that she could bring a tribunal claim.
The Employment Appeal Tribunal has held that the Foreign and Commonwealth Office did not discriminate against a deaf diplomat when it withdrew an offer of an assignment in Kazakhstan after an assessment showed that the cost of providing lipspeakers would have been prohibitive.
A model tailored reasonable adjustment agreement for an employee with a disability.
Claire Benson is managing associate and Caroline Jacobs and Chris McAvoy are associates at Addleshaw Goddard LLP. They round up the latest rulings.
The Employment Appeal Tribunal has confirmed that a proposed adjustment will constitute a "reasonable adjustment" within the meaning of the Disability Discrimination Act 1995 only where it prevents the provision, criterion or practice that places the disabled person at a substantial disadvantage.
HR and legal information and guidance relating to the duty to make reasonable adjustments in relation to disabled persons.