Science assistant wins disability discrimination case over school office work
A science assistant has won a disability discrimination case against her school after claiming that working in the main building triggered debilitating anxiety. Christina Wells, who had worked at Countesthorpe Academy in Leicestershire since 2004, was required to cover administrative work in the main office following a restructuring process, but stated that accessing this building through the busy entrance severely worsened her mental health condition. The tribunal found that a letter informing her formal disciplinary procedures were commencing constituted disability discrimination, and she is now entitled to compensation.
Following a school restructure in 2021 as part of cost-saving measures after joining a multi-academy trust, Mrs Wells's department was moved and she was required to cover work in the main office. Occupational health reports confirmed her anxiety was a significant barrier to working in the school building and recommended workplace adjustments, including a well-ventilated office with limited access. Although the school initially provided her with a separate office, when it later advised it could not maintain these arrangements permanently and rejected her proposal for reduced four-hour weeks, Mrs Wells received a letter in December 2022 beginning formal attendance procedures, which the tribunal found violated her disability rights.
- Science assistant won disability discrimination case over anxiety triggered by main building access
- Tribunal found formal procedures letter breached disability rights protections
- She is now entitled to compensation following employment tribunal victory
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Christina Wells has worked as a science assistant at Countesthorpe Academy in Leicestershire for over two decades. When the school underwent a restructure in 2021, her department was relocated and she was moved to doing administrative work in the main office building. This meant regularly entering through a busy main entrance, which she found extremely difficult.
Mrs Wells has a mental health condition that causes severe anxiety in crowded or overstimulating environments. Medical reports confirmed that working in the main building was making her condition significantly worse, and occupational health recommended specific workplace adjustments such as a quiet, well-ventilated office with limited public access. The school initially provided her with a separate office but later said it could not continue these arrangements indefinitely.
The situation highlights important questions about employers' obligations towards workers with disabilities. Under British law, employers must make reasonable adjustments to support disabled employees, and disciplining someone for difficulties directly linked to their disability can constitute unlawful discrimination.
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The case for
Disability discrimination law requires employers to make reasonable adjustments to enable workers with protected conditions to perform their duties. Mrs Wells had medical confirmation of her anxiety condition, occupational health supported specific adjustments, and the school initially demonstrated these were operationally feasible. The school's later withdrawal of these adjustments and initiation of formal discipline when she could not work without reasonable accommodations constituted unlawful discrimination. Financial constraints, however understandable, cannot justify removing protections already in place and penalising someone for disability-related inability to comply.
The case against
Schools operate under severe resource constraints, particularly post-restructuring, and the question of whether indefinite individual accommodations can remain reasonable despite changing circumstances is legitimate. The school initially accommodated Mrs Wells but found the arrangement unsustainable within revised budgets and operational needs. There is a defensible policy debate about whether disability law should require permanent adjustments regardless of later resource pressures, or whether proportionality and changed circumstances should be recognised, which extends beyond simply finding breach of current law.
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Originally published by Daily Mail as “Science assistant who claimed being forced to work in the school main building triggered her anxiety wins disability case”.