Employer-favourable
2013
A tribunal will not accept a secret recording just because you have it. Transcribe the part you rely on. Explain plainly why it matters. Skip either step, and it is likely to be refused.
Employee-favourable
2026
If your employer treats a symptom of your disability as a conduct problem without investigating it first, and then disciplines or dismisses you on evidence you were never allowed to challenge, you may have valid claims for unfair dismissal and disability discrimination.
Mixed
2026
Occupational health referrals or return-to-work documents that link your performance or sickness absence to your disability, even without naming it, can amount to unlawful disability discrimination.
Being called to a sickness absence meeting is unsettling, especially if you are still unwell. No decision has been made yet. Here is what your employer has to do before deciding anything, and what to ask for at the meeting itself.
Employee-favourable
2004
A failure to make reasonable adjustments for a disability can breach both the Equality Act and your employment contract, giving you a potential discrimination claim and a constructive dismissal claim at the same time.
Mixed
2026
If your employer gives you a written warning for sickness absence connected to a disability, and there was genuinely nothing more you could do to prevent it, that warning may be unlawful discrimination, not just an internal HR matter.
Employee-favourable
2026
If your employer identifies that you need occupational health support or extra training and then does nothing about it for months, that failure can turn a later performance dismissal into unlawful disability discrimination.
Employee-favourable
2015
Losing IT access while off sick isn't the problem on its own. Being left in the dark about your pay and benefits while it happens can be.
Employee-favourable
2020
A grievance being rejected doesn't end your reasonable adjustments case, if your disability is connected to what happened.
Employee-favourable
2004
If a disability prevents you from doing your job, your employer may have a legal obligation to redeploy you to a suitable vacancy without requiring you to compete against other candidates.
A referral to occupational health is common and does not mean anything has gone wrong. Here is what to expect, what your employer must do with the report, and what to do if they do not act on it.
Employer-favourable
2019
A thin, bare-conclusion occupational health report carries less weight than a detailed one, so if your employer’s decision rests on a weak OH assessment, you can ask what questions OH was actually asked and whether the report properly engages with your situation.
