Cases1303054/2024

Claimant v Brierly Hill Tyre Services Ltd t/a BTS Garage

23 January 2025Before Employment Judge Jonathan GidneyMidlands Westin person

Outcome

Claimant fails

Individual claims

Direct Discrimination(disability)failed

The tribunal found the comparison with a hypothetical non-disabled employee able to work a full day was misconceived. The correct comparison was with a non-disabled mechanic with the same length of absence. The tribunal concluded on the balance of probabilities that the Respondent would have dismissed a non-disabled mechanic with the same period of absence, given the small size of the business and the need to manage operational demands.

Discrimination Arising from Disability (s.15)(disability)failed

The tribunal accepted that the claimant's absence from work arose from his disability and that he was dismissed because of that absence. However, the tribunal found that dismissal was a proportionate means of achieving the legitimate aim of ensuring adequate resources to manage operational demands. Although no final meeting was held, dismissal without one was proportionate given the claimant's aggressive behaviour on 6 November 2023, his ongoing anger issues identified in medical reports, and the lack of any prospect of return.

Failure to Make Reasonable Adjustments(disability)failed

The tribunal found that while a PCP requiring full working days existed and could place the claimant at a disadvantage (difficulty rising in mornings, concentration issues), these disadvantages did not apply while he was signed off sick. The proposed adjustments (phased return, supervision, risk assessment, flexible hours, discussions about return) would only be relevant once a GP-certified return to work date had been identified, which never occurred. The adjustments could not remove the disadvantage of long-term absence itself.

Victimisation(disability)failed

The tribunal accepted that the claimant's grievance dated 8 November 2023 was a protected act. However, the tribunal concluded on the balance of probabilities that the actual reason for dismissal was the medical evidence that the claimant had become prone to anger outbursts with a recognised risk of harm to others, coupled with the GP's inability to say when he would be fit to return, not because he had raised a grievance. The Respondent appointed an independent investigator and the Thursfields were genuinely trying to help the claimant.

Facts

The claimant, a mechanic with anxiety and depression, commenced long-term sickness absence from May 2023. He had previously been imprisoned for causing death by dangerous driving, and his employers had supported him with re-employment. Medical evidence showed he had anger outbursts and fear of harming others, with no return to work date possible. An Occupational Health report and GP report both stated they could not say when he would be fit to return. After an unannounced visit where he intimidated the respondent's co-owner, and following receipt of the GP report, the respondent dismissed him on 1 December 2023 on grounds of capability due to ongoing absence.

Decision

The tribunal dismissed all claims. Direct discrimination failed because a non-disabled comparator with the same absence would have been treated the same way. Section 15 discrimination failed because dismissal was a proportionate means of achieving the legitimate aim of managing resources in a small business, even without a final meeting given his aggressive behaviour and medical evidence. Reasonable adjustments failed because proposed adjustments would only apply once fit to return to work, which never occurred. Victimisation failed because the tribunal found the actual reason for dismissal was medical evidence of anger issues and inability to return, not the protected act.

Practical note

In a small business context, dismissal for long-term absence without a return date may be justified as proportionate even where disability-related, particularly where medical evidence indicates safety concerns and no adjustments can address the core issue of absence itself.

Legal authorities cited

Griffiths v Secretary of State for Work and Pensions [2017] ICR 160Her Majesty's Chief Inspector of Education, Children's Services and skills v Interim Executive Board of C School [2017] EWCA Civ 1426Ayodele v Citylink Limited [2017] EWCA Civ. 1913Watts v High Quality Lifestyles limited [2006] IRLR 850York City Council v Grosset [2018] ICR 1492Powell v University of Portsmouth [2024] EAT 56G4S Cash Solutions (UK) Ltd v Powell [2015] UKEAT/0243/15Pnaiser v NHS England [2016] IRLR 170Shamoon v Chief Constable of the Royal Ulster Constabulary [2003] ICR 337Madarassy v Nomura International Plc [2007] ICR 867

Statutes

EqA s.20-21EqA s.27EqA s.39(2)EqA s.136EqA s.6EqA s.13EqA s.15

Case details

Case number
1303054/2024
Decision date
23 January 2025
Hearing type
full merits
Hearing days
2
Classification
contested

Respondent

Sector
transport
Represented
Yes
Rep type
barrister

Employment details

Role
Mechanic
Service
2 years

Claimant representation

Represented
Yes
Rep type
lay rep