Website Cookie Policy

We use cookies to give you the best possible online experience. If you continue, we’ll assume you are happy for your web browser to receive all cookies from our website.
See our cookie policy for more information.

Practice Areas

More Information

thepartners@wrigleys.co.uk

Leeds: 0113 244 6100

Sheffield: 0114 267 5588

FOLLOW WRIGLEYS:

Send us an enquiry
Close

Dyslexia: an issue in the staffroom, not just the classroom

26 February 2016

A recent Employment Tribunal case highlights the need for schools to be aware of the possible duty to make reasonable adjustments for dyslexic staff.

A recent Employment Tribunal case highlights the need for schools to be aware of the possible duty to make reasonable adjustments for dyslexic staff.

It has been reported that Starbucks has recently lost a case in the Employment Tribunal concerning a shift supervisor with dyslexia. She was accused of falsifying fridge and water temperatures in the duty roster and subjected to a disciplinary procedure. The disciplinary officer asked that the employee present a certificate to prove her dyslexia. After failing to present such a certificate, the employee received a written warning.

The tribunal found that the disciplinary procedure and sanction were discrimination arising from the employee's disability. It also found that Starbucks' failure to provide the employee with typed versions of disciplinary notes was a breach of its duty to make reasonable adjustments.

The Equality Act 2010 (the Act) defines a disability as an impairment which has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities. A particular condition like dyslexia will not always be found to be a disability. This will depend upon the impact of the condition on the person concerned.

This is a first instance judgment and so is not binding authority. However, it highlights the fact that dyslexia may, in some cases, be judged to be a disability for the purposes of the Act.

February 2016

 

If you would like to discuss any aspect of this article further, please contact Alacoque Marvin on 0113 244 6100.

You can also keep up to date by following Wrigleys Schools team on Twitter here

The information in this article is necessarily of a general nature. Specific advice should be sought for specific situations. If you have any queries or need any legal advice please feel free to contact Wrigleys Solicitors

 

 

 
 
 
 
 
 
 

 

 
 
 
 
 
 
 
Alacoque Marvin View Biography

Alacoque Marvin

Partner
Leeds

27 Feb 2024

The Economic Crime and Corporate Transparency Act 2023: First phase of implementation

With the first phase of implementation anticipated on 4 March 2024, we consider the impact the new requirements may have on your organisation.

21 Feb 2024

Can a local authority charge a school or academy where it excludes a pupil?

We look here at local authorities charging schools and academies for permanent exclusions and whether this is allowed by relevant legislation.