Cases2212713/2023

Claimant v Secretary of State for the Home Office

27 August 2025Before Employment Judge GlennieLondon Centralin person

Outcome

Partly successful

Individual claims

Direct Discrimination(disability)failed

The tribunal found no basis in the facts to suggest that any of the alleged less favourable treatment occurred because of the claimant's disability. The claimant withdrew one complaint and the remainder failed at the first stage of the burden of proof test.

Discrimination Arising from Disability (s.15)(disability)partly succeeded

Three section 15 complaints succeeded: failure to implement the appeal recommendation about investigating earlier complaints (because claimant's absence meant she was overlooked), failing to allow IT access (not justified as claimant wanted to return to work and policy did not apply to her circumstances), and failing to pay correctly (conceded by respondent).

Failure to Make Reasonable Adjustments(disability)failed

The tribunal found that most of the alleged PCPs did not meet the Ishola test - they were one-off occurrences rather than provisions, criteria or practices indicating how similar cases would generally be treated. The IT access PCP did qualify but the tribunal did not need to determine this complaint as it covered the same ground as the successful section 15 complaint.

Victimisationfailed

The tribunal found no basis in the facts to suggest that the protected act (appeal letter alleging Equality Act breaches) played any part in the alleged detriments. The claimant's impression that her manager disagreed with reinstatement did not support a finding of victimisation.

Facts

The claimant was a civil servant who was off sick with clinical depression from November 2018. She was dismissed in February 2023 for alleged misconduct relating to salary overpayments during her absence, but successfully appealed and was reinstated in May 2023. Further overpayments then occurred due to system errors. She remained on sick leave but wanted to return to work. She was denied IT access under a policy applying to those absent sick for over 60 days, preventing her from viewing vacancies. She complained that recommendations from the appeal were not properly implemented, particularly regarding investigation of earlier bullying complaints she had made.

Decision

The tribunal found three complaints of discrimination arising from disability (section 15) succeeded: failure to properly investigate earlier complaints (claimant overlooked due to absence), denial of IT access (policy not justified in circumstances where claimant wanted to return to work), and incorrect payment (conceded by respondent). Direct discrimination, reasonable adjustments and victimisation complaints failed. Remedies to be determined at a further hearing.

Practical note

An employer's blanket policy denying IT access to employees on long-term sick leave may constitute unjustified discrimination arising from disability where the employee is actively seeking to return to work and needs that access to identify suitable roles.

Legal authorities cited

Madarassy v Nomura International Plc [2007] ICR 867Igen v Wong [2005] ICR 931Ishola v Transport for London [2020] EWCA Civ 112Efobi v Royal Mail Group Ltd [2021] UKSC 33

Statutes

Equality Act 2010 s.20Equality Act 2010 s.136Equality Act 2010 s.27Equality Act 2010 s.13Equality Act 2010 s.15

Case details

Case number
2212713/2023
Decision date
27 August 2025
Hearing type
full merits
Hearing days
6
Classification
contested

Respondent

Sector
central government
Represented
Yes
Rep type
barrister

Employment details

Role
Senior policy manager

Claimant representation

Represented
No