Gymnastics club employee with dyslexia wins discrimination claim after 7 weeks
A tribunal found that a gymnastics club failed to make reasonable adjustments for a dyslexic employee and discriminated against her due to pregnancy, awarding £17,755.05.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed from 2 May 2022 to 17 June 2022.
- The claimant has dyslexia, which is a disability.
- The claimant's siblings have autism, which is a disability.
- The respondent sent documents electronically, which disadvantaged the claimant due to her dyslexia.
- The respondent shouted at and reprimanded the claimant when she was unwell due to morning sickness.
- The claimant resigned on 17 June 2022 due to the treatment.
Timeline
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Employment start
Claimant began employment with the respondent.
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Reasonable adjustment request
Respondent sent employment contract electronically; claimant needed a hard copy due to dyslexia.
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Pregnancy-related incident
Respondent shouted at and reprimanded claimant when she was unwell due to morning sickness.
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Resignation
Claimant resigned due to the treatment.
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Claim presented
Claimant presented her claims to the tribunal.
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Hearing
Substantive hearing held at Sheffield ET by CVP.
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Judgment
Judgment issued finding discrimination and awarding £17,755.05.
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Reconsideration hearing
Hearing on reconsideration; parts of original judgment revoked.
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Reconsideration judgment
Reconsideration judgment issued varying the original judgment.
The legal issue
The tribunal had to decide whether the employer failed to make reasonable adjustments for the claimant's dyslexia, subjected her to unfavourable treatment because of pregnancy, and harassed her related to her siblings' autism, and whether the claims were brought in time.
The outcome
The tribunal upheld the claimant's complaints of disability discrimination (failure to make reasonable adjustments), pregnancy discrimination, and harassment related to her siblings' disabilities. The claims were brought late, but the tribunal granted a just and equitable extension of time.
Compensation:
- Loss of earnings: £6,084.00 (6 months at £1,014 net per month)
- Injury to feelings: £11,000.00
- Interest: £671.05
- Total: £17,755.05
Lessons & takeaways
- Employers must provide reasonable adjustments for disabled employees, such as printing documents in hard copy if electronic versions cause disadvantage.
- Shouting at or reprimanding an employee for pregnancy-related illness can amount to pregnancy discrimination.
- Claims under the Equality Act 2010 can be brought up to 3 months after the act, but tribunals can extend this if it is just and equitable.
- Even short-serving employees (7 weeks) can bring discrimination claims and receive significant compensation.
A short but significant employment
This case shows how even a very short period of employment — just seven weeks — can give rise to substantial discrimination claims. The claimant, a gymnastics club employee, had dyslexia and was pregnant. She resigned after the employer shouted at her when she was unwell due to morning sickness and failed to provide a hard copy of her employment contract, despite her request due to her dyslexia.
What the employer did wrong
The employer sent documents electronically, which put the claimant at a substantial disadvantage because of her dyslexia. A simple adjustment — printing a hard copy — would have solved the problem. The tribunal found this was a failure to comply with the duty to make reasonable adjustments. Separately, the employer's conduct when the claimant was unwell due to morning sickness amounted to unfavourable treatment because of pregnancy, and also harassment related to her siblings' autism.
Why the result matters
The tribunal granted a just and equitable extension of time for the claims, which were presented late. This is a reminder that tribunals have discretion to extend time limits in discrimination cases. The compensation of £17,755.05 included £11,000 for injury to feelings and six months' loss of earnings, reflecting that the claimant would have worked until maternity leave. The case highlights that employers must take disability and pregnancy seriously from day one, regardless of an employee's length of service.
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