A bakery in Wrexham has been ordered to pay £18,500 in compensation to a blind worker after an employment tribunal ruled his dismissal was discriminatory. The tribunal found that The Village Bakery failed to make reasonable adjustments to accommodate Ian Stanley, a blind employee, during his probationary period.
Tribunal Rules in Favor of Discrimination Claim
Ian Stanley, who has been registered blind since 2010, joined The Village Bakery in July 2023. Despite his 18 years of prior experience as a waste coordinator and packer, Mr Stanley was dismissed six weeks into a three-month probationary period. The bakery, which employs 170 staff at its Coedpoeth facility, cited health and safety concerns as the reason for the dismissal.
However, the tribunal heard that no health and safety risk assessment was carried out during Mr Stanley’s six-week tenure. Instead, issues such as crashing racks of bread into machinery and inefficiencies in cleaning were reported, which the panel concluded could have been mitigated with proper support.
Judge R. Brace stated in his ruling:
“The Claimant needed more time to learn the layout of the factory – that as this wasn’t something he could see in the same way as others, he was unable to see what work his colleagues were doing to jog his memory and copy, so would need repetition to learn.”
The tribunal ruled that The Village Bakery dismissed Mr Stanley without making reasonable adjustments, such as extending the probation period, providing a support worker, or raising awareness among colleagues about his disability. Judge Brace further concluded that these measures could have enabled Mr Stanley to succeed in his role and deemed the dismissal unjustified.
Compensation for Loss of Earnings and Emotional Distress
On January 14, 2025, the tribunal ordered the bakery to pay Mr Stanley £18,567.57 to cover loss of earnings and injury to feelings. This decision underscores the importance of employers taking proactive steps to accommodate workers with disabilities.
Lessons for Employers: The Importance of Inclusion
The tribunal’s judgment highlights the legal and ethical obligations employers have toward disabled workers. Reasonable adjustments, such as additional training, buddy systems, and workplace accommodations, are not only vital for inclusion but also a legal requirement under the Equality Act 2010.
Employers are encouraged to:
- Conduct thorough risk assessments for disabled employees.
- Offer tailored support and extended probation periods if needed.
- Provide training for colleagues to foster an inclusive workplace.
Failure to adhere to these practices can lead to costly legal consequences and reputational damage.
The Workers Union Says…
“This case serves as a reminder that disability discrimination has no place in the workplace. Employers must prioritize inclusion by supporting all workers, regardless of their abilities, to ensure fair treatment and equal opportunities.”
