In Hayes v Rendall & Rittner Ltd, an employment tribunal held that it would have been a reasonable adjustment for the employer to reschedule a disciplinary hearing and to have it heard by telephone.
In Cox v Lancashire County Council, an employment tribunal held that allowing an autistic employee's wife to accompany him at a disciplinary hearing was a reasonable adjustment under disability discrimination legislation.
In Rooney v Leicester City Council, the Employment Appeal Tribunal held that the tribunal erred in holding that an employee with menopausal symptoms was not disabled.
In Follows v Nationwide Building Society, the employment tribunal held that requiring the senior manager, who is the primary carer for her disabled mother, to be office based amounted to indirect disability discrimination by association.
We look at four recent tribunal decisions where employers were found to have breached the duty to make reasonable adjustments for disabled workers under the Equality Act 2010.
In Sullivan v Bury Street Capital Ltd, the Employment Appeal Tribunal held that an employee who had paranoid delusions about a "Russian gang problem" was not disabled under the Equality Act 2010.
In Robinson v Department for Work and Pensions, the Court of Appeal held that, in a discrimination arising from disability claim, the employment tribunal must focus on the reason for the unfavourable treatment and examine the employer's thought processes.
In Hill v Lloyds Bank plc, the Employment Appeal Tribunal held that requiring the employer to give an undertaking not to make a disabled employee work with two colleagues she claimed had bullied her, or to offer a severance payment if this was not possible, was a reasonable adjustment.
In Rakova v London North West Healthcare NHS Trust, the Employment Appeal Tribunal held that the employer's failure to provide a disabled employee with software updates may amount to a breach of the duty to make reasonable adjustments.
We round up three employment tribunal decisions in which large employers were found to have breached the duty to make reasonable adjustments for disabled employees under the Equality Act 2010.