“JS’s needs were known and the appropriate response was to provide him with a specialist teaching in literacy and numeracy and this could have been provided by the County Peripatetic Learning Support Service.”
‘that reason’ for refusing access to refreshment in the café would not apply to ‘others’ without dogs. 70. The same point can be made on the example given in the Code of Practice on Rights of Access issued by the Secretary of State at para. 2.12: ‘A waiter asks a disabled customer to leave the restaurant because she has difficulty eating as a result of her disability. He serves other customers who have no difficulty eating. The waiter has therefore treated her less favourably than other customers. The treatment was for a reason related to her disability – her difficulty when eating. And the reason for her less favourable treatment did not apply to other customers. If the waiter could not justify the less favourable treatment, he would have discriminated unlawfully.’ 71. It is clear from this example that the comparison to be made is with other diners who have no difficulty in eating and are served by the waiter, and not with other diners who may be asked to leave because they also have difficulty eating, but for a non-disability reason, e.g. because the food served up by the waiter is disgusting. This interpretation of s.20(1) provides support for Mr Clark’s interpretation of s.5(1). The reason for his dismissal would not apply to others who are able to perform the main functions of their jobs; he has been treated less favourably than those others. He was dismissed for not being able to perform the main functions of his job. The ‘others’ would not be dismissed for that reason. 72. However, that does not necessarily mean that Mr Clark has been discriminated against. It is open to Novacold to show that the dismissal is justified, just as it would be open to the café proprietor to justify the exclusion of dogs, including guide dogs with their blind owners. ‘A waiter asks a disabled customer to leave the restaurant because she has difficulty eating as a result of her disability. He serves other customers who have no difficulty eating. The waiter has therefore treated her less favourably than other customers. The treatment was for a reason related to her disability – her difficulty when eating. And the reason for her less favourable treatment did not apply to other customers. If the waiter could not justify the less favourable treatment, he would have discriminated unlawfully.’
“If, however, the employer’s reason is outside the band’s responses which a reasonable employer might have adopted, the reason would not be substantial.”