Employee-favourable
2025
A diagnosis is real evidence your impairment is substantial. You shouldn't have to prove that all over again.
Employee-favourable
2025
If your employer has conflicting medical evidence about your fitness for work, it has to resolve that conflict with occupational health before deciding your future, not just act on whichever version suits it.
Being autistic, having ADHD, dyslexia, or dyspraxia doesn't come with a separate set of legal rights, but it usually brings you within existing protections that are broader than most people expect.
Thinking about asking for different hours, times, or working from home? Here's what the law requires from your employer, and what to do if they get it wrong.
Mixed
2016
Timing matters when your employer raises concerns with you while you are off sick. Raising performance issues during sick leave can itself break the trust that holds your employment relationship together, giving you grounds to resign and claim constructive dismissal.
Employee-favourable
2012
A blanket companion policy can itself be discriminatory if it leaves a disabled employee without the support they need. Your employer has to look at what you actually need, not just apply the same rule to everyone regardless of disability.
Employee-favourable
2018
Once your employer knows about your disability, they don't need to also realise it caused what you did for a dismissal to count as discrimination.
The legal test for disability is broader than most people think, and does not require a formal diagnosis or a condition that affects you every day.
A different, wider claim from disability discrimination itself, covering unfavourable treatment because of something that flows from your disability.
What an occupational health report is actually for, whose side it is on, and where it can go wrong before it shapes a decision about your job.
Employee-favourable
2025
If a disability plays a part in something you are accused of at work, your employer must actually consider that connection before disciplining you. It must also look at less punishing options first.
Heading into a grievance or disciplinary process and need changes made so you can take part properly? Here's how to ask for reasonable adjustments, and what your employer has to do once you have.
