Blind baker dismissed during probation period wins disability discrimination claim

Introduction

A tribunal has determined that The Village Bakery in             Wrexham failed to make reasonable accommodations for Ian Stanley, a legally blind employee, before dismissing him six weeks into his probationary period.

Case Background

Ian Stanley, diagnosed with Bardet-Biedl syndrome in 2010, began his role as a night-shift operator at The Village Bakery in July 2023. He disclosed his visual impairment on his first day, explaining that he could only see at six metres what a person with standard vision could see from 60 metres away.

Despite Stanley’s transparency, the bakery’s management did not take adequate steps to accommodate his disability. His responsibilities included moving and cooling bread, recording temperatures, and transporting bread racks around the factory.

Stanley’s shift manager, Kevin Jones, testified that Stanley’s visual impairment was evident from the start, leading to immediate mistakes. However, no formal adjustments were made to enable him to perform his duties safely or effectively.

Additionally, Stanley did not receive sufficient feedback on his performance, nor did his assigned “buddy” assist him in addressing his mistakes. Stanley was often transferred between roles, which interfered with his ability to learn the factory layout and adjust to his position. Eventually, he was informed that he had not met performance standards and was dismissed without any formal health and safety risk assessment.

Tribunal Findings

The tribunal ruled that The Village Bakery unfairly and discriminatorily dismissed Ian Stanley by failing to make reasonable adjustments for his visual impairment during his probation period. Despite being informed of Stanley's disability from his first day, the bakery did not provide adequate accommodation to help him perform his duties safely, nor did they conduct a proper health and safety risk assessment before letting him go.

Furthermore, the tribunal noted that moving Stanley between roles hindered his ability to adapt to the workplace, making it difficult for him to meet performance expectations. As a result, the tribunal found that Stanley had faced unfavourable treatment due to his disability. A future hearing will determine appropriate remedies for Stanley.

Commentary

This case emphasises that employers are obligated to provide reasonable adjustments for employees with disabilities irrespective of how long the employee has been with the company. Neglecting this responsibility may result in legal claims and tribunal decisions against the employer.

Employers must take a proactive approach to support employees with disabilities, considering the necessary adjustments that could be made on a case-by-case basis.

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