Office manager with visual impairment wins £44,489 after employer failed to implement Access to Work recommendations

What this case shows

This case highlights the importance of implementing Access to Work recommendations without delay. The office manager, who had retinal dystrophy and was registered blind, had a grant approved for equipment and training in March 2021. By September 2021, the employer had only partially implemented the recommendations, leaving the claimant without the full support needed to perform her role. The tribunal found that this failure placed her at a substantial disadvantage compared to non-disabled colleagues.

What the employer could have done differently

Reactive Solutions FM Limited could have avoided liability by acting promptly on the Access to Work grant. The tribunal noted that the employer purchased larger screens but did not buy other recommended equipment or arrange the training. A more proactive approach—ensuring all recommendations were implemented within a reasonable time—would have likely satisfied the duty to make reasonable adjustments. Additionally, the employer's decision to dismiss the claimant, initially for alleged theft and later for breakdown of trust, was not the subject of the successful claim, but it reflected a breakdown in the employment relationship.

Why this matters for similar claims

This case is a reminder that the duty to make reasonable adjustments is a continuing obligation. Employers cannot rely on partial compliance or delay. For employees with disabilities, it shows that even if other claims (like unfair dismissal or harassment) fail, a focused claim on reasonable adjustments can succeed. The award of £44,489.17 reflects the impact of the failure on the claimant's wellbeing and finances. Anyone in a similar situation should ensure they have clear evidence of recommendations and requests, and consider bringing a claim even if they have less than two years' service.