Paralegal dismissed after asserting wage rights: disability discrimination and automatic unfair dismissal
A paralegal with six disabilities was unfairly dismissed after asserting her right to be paid and asking for reasonable adjustments. The tribunal awarded £109,020.64.
1 min read · Last updated 19 May 2026
Case details
- #disability-discrimination
- #failure-to-make-reasonable-adjustments
- #harassment-related-to-disability
- #automatic-unfair-dismissal
- #unauthorised-deduction-from-wages
- #breach-of-contract
- #failure-to-provide-payslips
Key facts
- The Claimant was employed as a paralegal/caseworker from 1 April 2019 to 2 February 2021.
- The Claimant had six disabilities: Fibromyalgia, Rheumatoid Arthritis, stress and anxiety, Glaucoma, dry eyes, and Cervical Spondylosis.
- The Respondent failed to provide a larger computer screen, screen protector, or supportive chair despite repeated requests.
- On 3 December 2020, the practice manager Marie Junkerre shouted at the Claimant and forced her to move furniture despite her disabilities.
- The Claimant was dismissed on 2 February 2021 after asserting her right to be paid and disclosing a new diagnosis.
- The Respondent did not pay the Claimant her full wages or commission and failed to provide payslips or written terms.
Timeline
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Offer letter sent
Respondent offered employment as a caseworker from 1 April 2019 at £8.21 per hour for 35 hours per week, plus 20% commission on client introductions.
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Employment started
Claimant began working as a paralegal/caseworker.
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Fibromyalgia clinic started
Claimant began attending a 6-session pain management clinic for Fibromyalgia, with the Respondent's permission.
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Arthritis diagnosis
Claimant diagnosed with Rheumatoid Arthritis and informed the Respondent.
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Staff meeting at Canary Wharf
Marie Junkerre introduced as practice manager; action point to assist Claimant with SRA application.
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New contract offered
Respondent offered a new PAYE contract at £14,000 per year, below the National Minimum Wage, and claimed Claimant had been self-employed.
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Furniture moving incident
Marie Junkerre forced Claimant to move heavy furniture despite her disabilities, shouting 'you will not die doing it'.
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Claimant went off sick
Claimant went off sick due to stress at work.
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Phone call with Mr Khan
Claimant informed Mr Khan of Cervical Spondylosis diagnosis; Mr Khan asked her to become self-employed, which she refused.
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Dismissal
Claimant received a letter of dismissal citing redundancy.
The legal issue
The tribunal had to decide whether the paralegal was an employee, whether the firm knew about her disabilities, and whether the dismissal and treatment amounted to disability discrimination, sex discrimination, automatic unfair dismissal, and other statutory breaches.
The outcome
The tribunal ruled in favour of the paralegal on most claims.
- The firm failed to provide reasonable adjustments, such as a larger screen and supportive chair, despite knowing about her disabilities.
- The paralegal was dismissed the day after she refused to become self-employed and asserted her right to be paid.
- The firm also made unauthorised deductions from wages and failed to provide payslips or written terms.
Compensation:
- Basic award: £305.20
- Compensatory award: £45,033.70
- Total: £109,020.64 (including other heads of loss)
Lessons & takeaways
- Asserting a statutory right, such as the right to be paid minimum wage, protects you from automatic unfair dismissal regardless of length of service.
- Employers must provide reasonable adjustments for known disabilities; failing to do so can lead to discrimination claims.
- Keep records of all requests for adjustments and any dismissive responses from management.
- If you are forced to move heavy furniture despite a disability, that may amount to harassment related to disability.
This case shows what can happen when an employer ignores an employee's disabilities and statutory rights. The paralegal, who had fibromyalgia, rheumatoid arthritis, and other conditions, repeatedly asked for a larger computer screen and a supportive chair. Instead of providing them, the practice manager shouted at her and forced her to move heavy furniture, saying 'you will not die doing it.'
What the employer could have done differently
Khans Solicitors could have avoided this outcome by taking the paralegal's requests seriously. A simple screen protector and an ergonomic chair would have cost little. When the paralegal raised concerns about her pay and refused to become self-employed, the firm should have engaged with her rather than dismissing her the next day. The tribunal noted that the dismissal was automatic unfair because it was for asserting a statutory right.
Why this matters for similar claims
This case is a reminder that employees with disabilities are entitled to reasonable adjustments, and that asserting your right to be paid is protected. The tribunal also found sex discrimination, which shows how disability and sex discrimination can overlap. The total award of over £109,000 reflects the seriousness of the conduct, including the failure to pay wages and commission.
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