Claimant v HSBC UK Bank plc
Outcome
Individual claims
The tribunal found there was no less favourable treatment of the claimant because of her disability. Some claims were also out of time and it was not just and equitable to extend the limitation period.
The tribunal concluded there was no failure to make reasonable adjustments. The respondent had made appropriate adjustments for the claimant's disability.
The tribunal found no auxiliary aid was required or that the respondent failed to provide one. Some claims were out of time and not extended on just and equitable grounds.
The claimant was dismissed because she was redundant. The tribunal found that dismissal for redundancy was fair and followed proper procedure.
Facts
The claimant was employed by HSBC UK Bank plc and was made redundant. She brought claims for disability discrimination, including direct discrimination, failure to make reasonable adjustments, and failure to provide auxiliary aids. She also claimed unfair dismissal. Some of the disability discrimination claims were presented outside the statutory time limit.
Decision
The tribunal dismissed all claims. Some disability discrimination claims were out of time and it was not just and equitable to extend time. The tribunal found no less favourable treatment because of disability, no failure to make reasonable adjustments or provide auxiliary aids, and that the dismissal was fair as it was for genuine redundancy reasons.
Practical note
A genuine redundancy dismissal will be fair even where the claimant has a disability, provided reasonable adjustments are made and proper procedure is followed, and disability discrimination claims that are out of time require strong just and equitable reasons for extension.
Case details
- Case number
- 3305163/2023
- Decision date
- 28 March 2025
- Hearing type
- full merits
- Hearing days
- 5
- Classification
- contested
Respondent
- Name
- HSBC UK Bank plc
- Sector
- financial services
- Represented
- Yes
- Rep type
- barrister
Claimant representation
- Represented
- No