Widely recognised in the workplace
In the UK, one in ten people are thought to have dyslexia meaning it is a common disability and one that is widely recognised in the workplace due to its impact on an individual’s performance.
In the case of Bulloss -v- Shelter, Bulloss was initially employed on their telephone advice line but was subsequently moved to a web-chat service.
This sparked concerns in his performance due to spelling and grammar issues.
Bulloss told his employer that he thought he might be dyslexic, despite not being formally diagnosed of this.
Shelter wanted to move Bulloss back to working on the telephone advice line as they felt that he was unsuitable to continue working on the advice line.
Bulloss was reluctant as this would involve a return to shift working.
Bulloss obtained his own psychologist report which confirmed that he did have dyslexia and recommended several reasonable adjustments to allow him to continue working on the web-chat service.
His employer was reluctant to put any of those proposed adjustments in place, instead deciding that he should be moved back to the telephone advice line.
Bulloss eventually resigned and claimed constructive unfair dismissal and disability discrimination.
The tribunal accepted his claims, determining that his employer should have considered the adjustments recommended in his psychological report which would have enabled him to continue in his role on the web chat team.
This case demonstrates the importance of medical advice and reasonable adjustments to support decision making.
Bulloss was awarded over £50,000 in compensation.
If you would like to receive the latest employment law updates by email sign up for our monthly newsletter. You can unsuscribe at any time.