Here we list a selection of key cases on disability discrimination in the workplace, providing a summary of the decision and implications for employers.
Case law on disability discrimination
Selected cases on disability discrimination in the workplace
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Carreras v United First Partners Research | Employment Appeal Tribunal | 7 Apr 2016
Metroline Travel Ltd v Stoute | Employment Appeal Tribunal | 26 Jan 2015
Kaltoft v Billund Kommune | European Court of Justice | 18 Dec 2014
London Borough of Southwark v Charles | Employment Appeal Tribunal | 22 Jul 2014
Griffiths v Secretary of State for Work and Pensions | Employment Appeal Tribunal | 15 May 2014
Hainsworth v Ministry of Defence | Court of Appeal | 13 May 2014
Gallop v Newport City Council CA | Court of Appeal | 11 Dec 2013
Wade v Sheffield Hallam University | Employment Appeal Tribunal | 15 Apr 2013
Walker v Sita Information Networking Computing Ltd | Employment Appeal Tribunal | 8 Feb 2013
Gallop v Newport City Council | Employment Appeal Tribunal | 19 Jul 2012
Crisp v Iceland Foods Ltd | Employment Tribunal | 8 May 2012
JP Morgan Europe Ltd v Chweidan | Court of Appeal | 27 May 2011
Secretary of State for Work and Pensions v Wakefield | Employment Appeal Tribunal | 26 Jul 2010
Aylott v Stockton on Tees Borough Council | Court of Appeal | 29 Jul 2010
Chief Constable of South Yorkshire Police v Jelic | Employment Appeal Tribunal | 29 Apr 2010
Please note: While every care has been taken in compiling these notes, CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice.
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The CIPD is a Disability Confident employer. We work with the DWP and lead the way in changing attitudes towards disability, and to encourage all employers to provide opportunities to ensure that people with disabilities and those with long-term health conditions are able to fulfil their potential at work. We regularly review our own people practices and approaches to ensure that our workplace is as open, diverse, accessible and inclusive as possible.