In the case of
Mr. S Potts v. Urb-it UK Ltd, the employer faced a tribunal claim due to their inadequate handling of health-related absences. A common one we see in the world of HR.
The tribunal found that Urb-it UK Ltd failed to provide reasonable accommodations and did not follow proper procedures, resulting in a ruling against them.
Claims and Allegations:Mr. Potts alleged that he was unfairly dismissed after taking time off due to a health condition. He claimed that the employer failed to accommodate his needs and did not engage in a meaningful dialogue to explore possible adjustments. The tribunal highlighted the employer's lack of documentation and failure to adhere to the company's own policies regarding health-related absences.
What Went Wrong?1.
Failure to Accommodate: The employer did not make reasonable efforts to accommodate Mr. Potts's health needs, violating the Equality Act 2010.
2.
Lack of Communication: There was no proper communication or consultation with Mr. Potts about his health condition and potential adjustments.
3.
Inadequate Documentation: Urb-it UK Ltd did not maintain adequate records of the discussions and decisions made regarding Mr. Potts's absences.
What Should Employers Do Instead?1.
Engage in Open Dialogue: Communicate with employees about their health needs and explore possible accommodations.
2.
Make Reasonable Adjustments: Ensure that the workplace is adaptable to support employees with health conditions.
3.
Document Everything: Keep detailed records of all communications and decisions regarding employee health and accommodations.
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