Claimant v Capital Recruitment Group Limited

The tribunal found that the claimant was not treated less favourably because of something arising in consequence of her disability when she was told she was 'let go'. The tribunal was not satisfied that the dismissal was related to her disability.

The tribunal found that the requirement not to return to work on phased breaks was not less favourable treatment because of something arising in consequence of her disability. The claim failed on the facts.

The tribunal found that while the claimant was treated less favourably because of something arising in consequence of her disability in relation to the requirement not to take additional breaks, this less favourable treatment was objectively justified as a proportionate means of achieving a legitimate aim.

The tribunal found that the respondent was not in breach of its duty to make reasonable adjustments under sections 20-21 of the Equality Act 2010. The adjustments sought were either not reasonable or the duty did not arise.