Employee-favourable
2026
Reasonable adjustments cover deadlines, not just physical changes to your job. Ask for more time when a disability is affecting your ability to meet one, particularly for a formal process. An unreasonable refusal, especially once you've explained the impact, can be unlawful.
Employee-favourable
2025
If your employer receives an occupational health report recommending adjustments and does not act on it, that failure can support both a reasonable adjustments claim and, if you resign because of it, a constructive dismissal claim.
Employee-favourable
2026
Agreeing to a reasonable adjustment is not the same as making it happen, and unreasonable delay can itself be unlawful.
Employee-favourable
2026
If a reasonable adjustment has been working, your employer needs real evidence of a problem, not just an assumption, before taking it away.
Employee-favourable
2026
If your employer is considering dismissing you for health-related absence, they are expected to check your current medical position first rather than relying on old reports, especially where something like surgery or treatment could soon change the picture.
Mixed
2026
You do not need a formal diagnosis to be disabled in law, but your own account of your condition rarely proves it on its own. Medical evidence matters.
Mixed
2026
You can be completely right about what your employer did wrong and still lose your claim, because discrimination claims usually have to be brought within three months, minus early conciliation time.
Mixed
2026
Your employer's sickness-absence policy can itself be something they are legally required to adjust for your disability.
The Equality Act protects you from the moment a job is advertised, not from the moment you start work, and that catches employers out as often as it catches applicants off guard.
Employee-favourable
2026
If your employer threatens to report you to your professional regulator after you've raised a complaint, that can be unlawful victimisation.
Mixed
2026
Comments made about your complaint behind the scenes can prove you were punished for raising it, and that counts as unlawful victimisation even when your other claims fail.
Employer-favourable
2026
Your employer has to properly consider a health condition or discrimination grievance you raise during a disciplinary, and run it as part of that process.
