Claimant v Capgemini UK PLC

Tribunal found the respondent failed to make five specific reasonable adjustments: (b) setting achievable and realistic tasks from December 2023 onwards; (d) neurodiversity awareness training; (e) ADHD awareness training; (f) six workplace ADHD coaching sessions — only one was provided; (g) coaching sessions with line manager. These failures placed the claimant at substantial disadvantage due to multitasking and deadline requirements arising from her ADHD. Some adjustments (e.g. clarity in guidance) were found to have been provided or were not PCPs.

Brought under section 15 Equality Act 2010 (discrimination arising from disability). Tribunal found the claimant did not establish the 'something arising' from disability — namely that her ADHD caused difficulty in understanding the role requirements. The tribunal found she did substantially understand the role but struggled with implementation given multiple elements. Various allegations of unfavourable treatment were not upheld or fell within the reasonable adjustments claim.

Claimant alleged that her line manager Steve Baldwin referred to her ADHD as 'mental issues' on several occasions. Tribunal found the claimant's evidence inconsistent and unreliable on this point, accepted Mr Baldwin's denial, and found she was being particularly sensitive to references to mental health. No unwanted conduct relating to disability was proven.