Waitrose has come under fire after dismissing an autistic employee who sought help from family members during particularly challenging shifts at their Lincoln store.
The Heartbreaking Dismissal
Michael Slade, a 21-year-old employee with autism, was terminated from his position after his mother and stepfather occasionally assisted him during busy periods. The family claims this support was crucial for Michael to manage his condition while performing his duties.
"When it got really busy, he would get anxious and struggle," explained Michael's mother, Helen Slade. "We'd just help him pack bags or tidy shelves - whatever needed doing to help him through those overwhelming moments."
Company Policy Versus Compassion
Waitrose defended their decision, citing company policy that prohibits non-staff members from working in stores. However, the family argues that reasonable adjustments should have been made for Michael's disability under the Equality Act.
"They knew about his autism from day one," Helen stated. "We weren't trying to cause problems - we just wanted to support our son in maintaining employment."
Growing Outcry and Public Response
The case has sparked significant public outrage, with disability advocates and customers expressing support for the Slade family. Many have taken to social media to criticise Waitrose's handling of the situation.
One disability rights organisation commented: "This case highlights the ongoing challenges neurodivergent individuals face in the workplace. Employers need to provide proper support rather than punishment."
Broader Implications for Workplace Inclusion
Employment experts suggest this case could have wider implications for how UK businesses accommodate employees with disabilities. The key questions being raised include:
- Are current workplace policies flexible enough for neurodivergent employees?
- What constitutes reasonable adjustment under the Equality Act?
- How can businesses better support employees with invisible disabilities?
As the story continues to develop, it serves as a stark reminder of the importance of creating truly inclusive work environments that support rather than penalise employees with additional needs.
