Nurse Practitioner's dongle request refused: no disability discrimination
A nurse practitioner with anxiety who resigned after her request for a dongle was refused has lost her disability discrimination claims. The tribunal found the practice acted reasonably.
1 min read · Last updated 18 May 2026
Case details
- #anxiety-disability
- #working-from-home
- #internet-connection
- #dongle
- #grievance
- #constructive-dismissal
Key facts
- The claimant was employed as a Nurse Practitioner from 1 February 2016 to 8 January 2021.
- The claimant had anxiety and depression, diagnosed in 2015 and treated with medication.
- On 19 November 2020, the claimant's home internet was disrupted when her cat urinated on a connector.
- The respondent offered IT support and paid the claimant in full for the days she could not work due to the internet disruption.
- The claimant requested a dongle as a reasonable adjustment, but the respondent refused because dongles could not access the NHS network.
- The claimant resigned on 14 December 2020 and submitted a grievance on 15 December 2020, which the respondent did not address.
Timeline
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Employment started
Claimant began working as a Nurse Practitioner for the respondent.
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Internet disruption
Claimant's cat urinated on a connector, disabling her home internet while working from home. Respondent offered IT support and paid her in full.
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Sick leave
Claimant took sick leave due to daughter's hospitalisation and lack of internet. Deputy Practice Manager agreed to record as sick leave.
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Meeting with Nurse Manager
Nurse Manager Anderson questioned claimant about absence on 20 November. Claimant became upset and mistakenly said she was not sick. Anderson deducted the day from annual leave.
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Claimant's email
Claimant emailed Practice Manager Hadley explaining the situation and requesting a dongle as a reasonable adjustment for her anxiety.
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Meeting to discuss concerns
Meeting with Anderson and Hadley. Claimant requested a dongle; respondent refused, explaining dongles do not work on the NHS network. Anderson reversed the annual leave decision and apologised.
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Resignation
Claimant submitted her resignation on notice, having secured a job at another practice.
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Grievance submitted
Claimant's legal representative submitted a grievance alleging discrimination. Respondent did not acknowledge or respond.
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Employment ended
Claimant's employment terminated.
The legal issue
The tribunal had to decide whether the respondent failed to make reasonable adjustments by refusing to provide a dongle for home internet access, and whether this refusal, along with the handling of her grievance, amounted to harassment, victimisation, or constructive discriminatory dismissal.
The outcome
The tribunal dismissed all claims of disability discrimination and constructive discriminatory dismissal.
The key reasons were:
- The respondent offered IT support and paid the claimant in full for days she could not work due to internet disruption, which was a reasonable step.
- The refusal to provide a dongle was justified because dongles could not access the NHS network, so the adjustment was not reasonable.
- The respondent reversed the annual leave deduction and apologised, showing they addressed the issue.
- The failure to respond to the grievance did not amount to victimisation or a fundamental breach of contract, as the claimant had already resigned.
No compensation was awarded.
Lessons & takeaways
- Employers should consider alternative reasonable adjustments if the requested one is not feasible, but they are not required to implement adjustments that are not reasonable in the circumstances.
- If an employee requests a reasonable adjustment, document the reasons for refusal and any alternative steps taken to support the employee.
- A failure to respond to a grievance after resignation may not be a fundamental breach if the employment relationship has already ended.
- Employees should ensure they clearly communicate their disability and the need for adjustments; employers must act on known disabilities.
A dispute over internet access
This case highlights the limits of an employer's duty to make reasonable adjustments. The claimant, a nurse practitioner with anxiety, experienced a home internet outage after her cat damaged a connector. She requested a dongle as a reasonable adjustment, but the practice refused because dongles could not connect to the NHS network. The tribunal found this refusal was reasonable, especially as the practice offered IT support and paid her in full for the days she could not work.
What the practice did right
The practice acted promptly: it offered help, reversed an initial error deducting annual leave, and apologised. The tribunal noted that the claimant's anxiety was not exacerbated by the practice's actions; rather, the stress stemmed from her daughter's hospitalisation and the internet problem itself. The practice's response was within the range of reasonable responses.
Why the claims failed
The claimant also argued that the practice's failure to address her grievance after she resigned amounted to victimisation and a constructive dismissal. However, the tribunal held that since she had already resigned, the lack of response did not cause a detriment or breach the implied term of trust and confidence. The claims were dismissed in full.
Key takeaway for similar cases
Employers should engage with adjustment requests and document their reasoning. Employees should be aware that not every refusal will amount to discrimination, especially if the employer offers alternative support and the requested adjustment is not feasible.
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