A high-flying female executive has successfully sued her former employer for disability discrimination after being sacked from her £220,000-a-year role following a chaotic work trip.
The London employment tribunal heard that the woman, who has Attention Deficit Hyperactivity Disorder (ADHD), was dismissed after an incident where she forgot her keys following a client dinner and spent the night in the hotel's sauna. The judge ruled that her neurodivergent condition, which affects her memory and organisation, was a significant factor in the company's decision to terminate her employment.
The Night That Led to a Sacking
The case centred around a work trip to a luxury hotel. After a client dinner where alcohol was consumed, the executive returned to the hotel and realised she had forgotten her key. Unable to get a replacement at that hour, she subsequently spent the night in the hotel's sauna facility.
Her employer, a financial services firm, investigated the incident and concluded her behaviour was "unprofessional and unacceptable". She was dismissed for gross misconduct.
Tribunal Rules ADHD Was a Key Factor
In a landmark ruling, the judge found that the company had failed to make reasonable adjustments for her disability. The tribunal heard evidence that her ADHD directly impacted her memory and organisational skills, contributing to the forgotten key incident.
The judge stated that the decision to dismiss her was tainted by discrimination, as the company did not properly consider the role her condition played in the events of that night. This ruling highlights the legal obligation for UK employers to understand and accommodate neurodivergent conditions in the workplace.
Implications for UK Businesses
This case sets a powerful precedent for disability rights in the UK. It serves as a stark reminder to businesses that:
- They must make reasonable adjustments for employees with disabilities, including neurodivergent conditions like ADHD.
- Disciplinary actions must be considered in the full context of an employee's known disabilities.
- Failure to do so can result in costly and reputation-damaging tribunal cases.
The ruling empowers other neurodivergent employees to seek protection under the Equality Act 2010, ensuring their conditions are properly accommodated in professional settings.
