Miss A Punter v Royal Mail Group Ltd: 2401148/2024
JUDGMENT
[1]The claimant’s claim of unfair dismissal is not well founded and is dismissed.[2]The claimant’s complaint of section 15 discrimination arising from disability is well founded and succeeds.[3]The following complaints of failure to make reasonable adjustments for disability are well founded and succeed:a. The failure to allow the claimant to return to work on a phased basis with reduced hours from 13 February 2023 (paragraphs 2.1 to 2.3 of the list of issues.)b. The failure to provide the claimant with new PPE/footwear on her return to work on/from 13 February 2023 (paragraphs 2.4 to 2.6 of the list of issues.)[4]The remaining complaints of failure to make reasonable adjustments for disability are not well founded and are dismissed.[5]The successful complaints of failure to make reasonable adjustments were not presented to the Tribunal within the applicable time limit but it is just and equitable to extent the time limit.[6]The respondent unreasonably failed to comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures 2015 and it is just and equitable to increase the compensation payable to the claimant by 10% in accordance with s 207A Trade Union & Labour Relations (Consolidation) Act 1992.[7]The respondent shall pay the claimant the following sums:a. Compensation for past financial losses: £767.46;b. Interest on compensation for past financial losses calculated in accordance with the Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996: £45.25;c. Compensation for injury to feelings: £14,500;d. Interest on compensation for injury to feelings calculated in accordance with the Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996: £2,869.81.e. 10% ACAS uplift on compensation: £1,818.25 Approved by: