Bradley v Royal Mint: ADHD and disability discrimination

The employer was aware of the employee's neurological conditions and that she could act to her detriment whilst affected by those conditions. She had a history of resigning and had been talked out of it on several previous occasions. On this occasion, she appeared to be acting calmly and rationally but later tried to retract the resignation, saying her ADHD had affected her decision-making. The employer insisted that the resignation was final, in part because it believed the employee had been rational when she resigned.  

 

However, medical evidence supported the employee's claims that her decision to resign was affected by her ADHD. The tribunal found that the employee should have sought medical advice as part of a proper investigation. This would have been a sensible precaution, knowing about her condition and history. Because it failed to do so, the employer had treated the employee less favourably due to something arising from her disability.  

 

Read the full article in People Management Magazine.