GP forced to resign after employer failed to provide ergonomic aids and held surprise performance meeting
A tribunal found that a GP with bipolar disorder and severe neck pain was constructively dismissed and discriminated against after her employer failed to provide a suitable chair and mouse, and treated her negatively in a performance meeting.
1 min read · Last updated 19 May 2026
Case details
- #disability-discrimination
- #bipolar-disorder
- #neck-pain
- #reasonable-adjustments
- #auxiliary-aids
- #constructive-dismissal
- #performance-meeting
Key facts
- The claimant was employed as a Medical Lead GP at HMP Wormwood Scrubs from 31 August 2020.
- She suffered from severe neck pain from April 2021 and was diagnosed with bipolar disorder, taking quetiapine which caused drowsiness.
- The respondent failed to provide a suitable office chair and vertical mouse as auxiliary aids despite a workplace assessment.
- The claimant's line manager, Natalie Miller, treated her negatively and held a performance meeting without warning on 8 September 2021.
- The claimant resigned on 24 September 2021, citing discriminatory treatment and failure to make reasonable adjustments.
- The tribunal found the respondent discriminated against the claimant under s.15 Equality Act 2010 by dismissing her and through negative treatment.
Timeline
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Start of employment
Claimant started employment with the respondent as a salaried GP.
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Changed to self-employed (SEMP)
Claimant changed to a self-employed medical practitioner (SEMP) role, working three days a week.
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Started Medical Lead role
Claimant began acting as Medical Lead (interim) at HMP Wormwood Scrubs, later made permanent.
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Neck pain onset
Claimant experienced severe neck pain and a 'pop' sensation; later diagnosed with cervical disc prolapse.
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Sickness absence started
Claimant went on sick leave due to neck condition and later depressive relapse.
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Contract error discovered
Respondent attempted to replace claimant's contract with less favourable terms during her sickness absence.
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Return to work (phased)
Claimant returned to work on a phased return, initially three days a week for two hours.
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Meeting on evening reception
Claimant requested not to work Monday evening reception due to medication; respondent temporarily agreed but insisted it was contractual.
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Workplace assessment
Workplace assessment recommended a suitable chair and vertical mouse; equipment not ordered before claimant's resignation.
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Performance meeting
Claimant attended a meeting she perceived as a performance criticism; she left early and went on sick leave the next day.
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Resignation
Claimant resigned with immediate effect, citing discriminatory treatment and failure to make reasonable adjustments.
The legal issue
The tribunal had to decide whether the GP was discriminated against because of something arising from her disability (bipolar disorder) when she was dismissed and treated negatively, and whether the employer failed to make reasonable adjustments by not providing a suitable office chair and vertical mouse.
The outcome
The tribunal upheld the GP's claims of disability discrimination (s.15 Equality Act 2010) in relation to her dismissal and the negative treatment she received, including a surprise performance meeting. It also found that the employer breached its duty to make reasonable adjustments by failing to provide a suitable office chair and vertical mouse. However, the GP's unfair dismissal claim failed because she lacked the necessary qualifying service. The tribunal dismissed claims of automatic unfair dismissal, indirect discrimination, and unauthorised deduction from wages. No compensation was awarded at this stage as the hearing was limited to liability.
Lessons & takeaways
- Employers must act promptly on workplace assessment recommendations for auxiliary aids like ergonomic chairs and mice, especially when an employee has disclosed a disability.
- Holding a performance meeting without prior warning can be discriminatory if it arises from an employee's disability-related behaviour, such as drowsiness from medication.
- Constructive dismissal claims can succeed even without two years' service if the dismissal is discriminatory under the Equality Act 2010.
- Employees should document all requests for reasonable adjustments and any negative treatment related to their disability.
This case highlights the importance of employers taking reasonable adjustments seriously and avoiding negative treatment linked to an employee's disability. The GP, who worked as a Medical Lead at HMP Wormwood Scrubs, suffered from severe neck pain and bipolar disorder. Despite a workplace assessment recommending a suitable chair and vertical mouse, the employer failed to order them before she resigned. The tribunal found this failure amounted to a breach of the duty to make reasonable adjustments.
The performance meeting that went wrong
The GP's line manager, Natalie Miller, held a performance meeting on 8 September 2021 without prior warning. The GP perceived this as criticism of her work, which the tribunal linked to her disability-related drowsiness from medication. The meeting was found to be discriminatory treatment arising from her disability. The GP resigned shortly after, citing the failure to make adjustments and the negative treatment.
What the employer could have done differently
The employer could have avoided liability by promptly providing the recommended ergonomic equipment and by handling any performance concerns with sensitivity, recognising the GP's disabilities. Instead, the delay in providing aids and the confrontational meeting led to a finding of constructive discriminatory dismissal.
Why this matters for similar claims
This case shows that even employees with short service can bring discrimination claims if their dismissal is linked to a disability. It also underscores that failing to implement reasonable adjustments and treating an employee negatively because of their disability can result in a successful claim, even if the employee resigns.
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