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provided this assessment. During the recruitment process, the claimant once again disclosed their dyslexia diagnosis and that they couldn’t read or write, but they were told this wouldn’t be an issue. Later, the claimant was offered the role as kitchen chef. After the first week in the role, the claimant was told that, although their work ethic was good, there were issues with them reading orders on the screen in the kitchen. They were told that if the respondent couldn’t “come up with a reasonable adjustment”, they would have to be laid off. The claimant suggested providing an auxiliary aid (a Bluetooth headset) connected to the respondent’s computer so the orders could be passed on to them verbally, but this wasn’t acted upon. The claimant was then taken off the kitchen rota as they hadn’t completed online training, which the claimant attributed to their difficulties in reading the online information. The claimant was referred to occupational health, which confirmed to the respondent what the claimant had said about the headset, but nothing came of this. The claimant was then sent a text message to say they’d been dismissed. The claimant brought various claims, including for disability discrimination (failure to make reasonable adjustments). The ET noted the way the respondent treated the claimant made them feel worthless, humiliated, suicidal and anxious. Losing another job caused their mental state to deteriorate and led the claimant to be medicated for anxiety. The respondent’s failure to implement reasonable adjustments at work, the ET said, led to the claimant’s employment ending, noting that “had those adjustments been made, the claimant would have remained in employment.” The ET conceded that the claimant was a disabled person because they had dyslexia and that the respondent unlawfully discriminated against them by failing to comply with the duties to
Employer failed to make reasonable adjustments for dyslexic employee In the case of Moore v Greene King Ltd, the Employment Tribunal (ET) had to consider whether the employer failed to make reasonable adjustments by not providing a dyslexic chef with support to do their role. Prior to their employment with the respondent, the claimant underwent an assessment and was found to have difficulties with reading, spelling, phonological processing and short-term memory. They were diagnosed with dyslexia. The assessment found that this extensively impacted their ability to interpret certain words accurately and fluently and to comprehend what they read. When the claimant interviewed with the respondent for a role as a chef, they
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