Ms A Maddix v The Laurels Morganstown Ltd: 1603463/2025
JUDGMENT
[1]In exercise of my discretion, it being just and equitable to do so, I extended the time for the presentation of the Claimant’s claims to include events of 7 February 2025, where events on and after 8 February 2025 were in time anyway.[2]The Claimant’s claim of Disability Discrimination, that the Respondent failed to allow her to leave work before the end of her shift on 7 February 2026 by way of a Reasonable Adjustment, is well-founded and succeeds.[3]The parties reached a negotiated settlement in respect of the Claimant’s successful claim. BY CONSENT the Respondent shall pay to the Claimant £2,000 within 21 days, in full and final settlement of the Remedy in respect of the judgment at paragraph 1 above. The award is not subject to deductions. I did not make an award, other than by consent, and so the state benefit recoupment provisions do not apply.[4]By concession of the Respondent, the Claimant made a protected disclosure (was a “whistle blower”) when she made a disclosure on 21 January 2026 concerning potential breach of legal obligation and endangerment to health and safety in the execution of her duties.[5]The Claimant’s remaining claims are not well-founded, fail, and are dismissed, namely: 5.1. Unfair Dismissal – “ordinary unfair dismissal”; 5.2. Automatic Unfair dismissal – Protected disclosure (“whistle-blowing”); 5.3. Victimisation; 5.4. Disability Discrimination: 5.4.1. Discrimination because of something “arising” from disability 5.4.2. Harassment and 5.4.3. Save as found at paragraph 2 above, failure to make Reasonable Adjustments. Approved by: