In Ms G Platukyte v Secretary of State for Justice (2025) the MOJ admitted their failings to make reasonable adjustments for an employee held disabled due to her acute menstrual cycle symptoms.
In summary:
❌ The MOJ rejected requests to work from home when Ms Platukyte was unable to attend the office due to her disability.
❌ Ms Platukyte was made to take sick leave or attend the office despite her disability limiting her ability to travel to work.
❌ The MOJ took disciplinary action regarding sick absence which amounted to discrimination under s15 Equality Act 2010.
The compensation award took into account that the MOJ actions were based on a misunderstanding of policy and occupational health advice. This case is a reminder to review and properly implement internal policies and when you are unsure if an employee would be considered disabled or what would be a ‘reasonable adjustment’, seek advice.
If you have any questions or would like support on reasonable adjustments in the workplace, contact our HR and employment law team today.