An HMRC trainee has been awarded £155,000 by an employment tribunal after the department failed to make reasonable adjustments for their mental health issues. The HMRC tribunal award, reported by People Management, centres on a claim that the employer did not do enough to support a member of staff whose condition amounted to a disability.
The case is a reminder that reasonable adjustments are a legal duty, not a courtesy. When an employer knows, or should reasonably know, that a worker is disabled, it must take practical steps to remove disadvantages the person faces at work.
Based on the information published so far, the headline figure and the core finding are clear. Several finer details of the case, however, are not set out in the material available.
What did the tribunal decide in the HMRC tribunal award?
According to People Management, the tribunal found in favour of the HMRC trainee and ordered a payout of £155,000. The claim related to a failure to make reasonable adjustments connected to the claimant’s mental health issues.
- Award: £155,000
- Employer: HM Revenue & Customs (HMRC)
- Claimant: a trainee with mental health issues
- Nature of the claim: failure to make reasonable adjustments
The published summary does not specify the tribunal’s location, the hearing date, the name of the claimant, or the exact breakdown of the £155,000 between injury to feelings, lost earnings, and any other heads of loss. Those details are not stated in the source.
What are reasonable adjustments under UK law?
Reasonable adjustments are changes an employer must make so that a disabled worker is not put at a substantial disadvantage compared with colleagues who are not disabled. The duty sits within the Equality Act 2010.
In practice, adjustments for mental health issues can take many forms. Common examples include:
- Flexible hours: adjusting start and finish times or allowing a phased return after absence
- Workload changes: reallocating or reducing certain duties
- Extra support: a mentor, regular check-ins, or access to occupational health
- Physical changes: a quieter workspace or the option to work remotely
Employers are expected to consider such steps once they are aware of a disability. Failing to do so can lead to a discrimination finding, as this case shows.
Why do mental health claims like this succeed?
Mental health conditions can meet the legal definition of disability when they have a substantial and long-term effect on someone’s ability to carry out normal day-to-day activities. Once that threshold is met, the reasonable adjustments duty applies.
Tribunals look at whether the employer knew or ought to have known about the disability, and whether it responded with practical support. A large award, such as this £155,000 figure, often reflects the seriousness of the impact on the individual and any resulting loss of earnings. The precise reasoning behind the amount, however, is not detailed in the reporting available.
What does this mean for other employees and employers?
For workers, the outcome underlines that mental health conditions can be protected in the same way as physical disabilities. If you believe your employer has ignored a duty to adjust, you can raise it internally first and, if unresolved, consider an employment tribunal claim.
For employers, the ruling is a clear signal. A public body the size of HMRC was still found to have fallen short, so organisations of any size should treat requests for adjustments seriously and record how they respond.
Key points to keep in mind:
- Act early: address adjustment requests as soon as a disability is known
- Keep records: document what was requested and what was done
- Use occupational health: seek professional advice on suitable measures
- Review regularly: adjustments may need updating over time
Where can I read more or get advice?
The original report on this HMRC tribunal award was published by People Management, which covers workplace and HR news. For general guidance on the reasonable adjustments duty, the Equality Act 2010, and how to bring a tribunal claim, the government’s advice service Acas is a reliable starting point.
If you think you have faced discrimination at work, free advice is also available from Citizens Advice. Because time limits for tribunal claims are short, it helps to seek advice quickly rather than wait.
As for the finer detail of this particular case, some elements are not yet in the public summary. Where a figure or fact is not confirmed by the reporting, this article has said so rather than filled the gap with guesswork.
