An employment tribunal ruled that the job offer withdrawal was not due to disability disclosure.
- The decision centred on perceived dishonesty, unrelated to the solicitor’s health condition.
- Judge Allen confirmed the managing director’s belief of dishonesty led to the withdrawal.
- The solicitor did not disclose his bipolar disorder during interviews with the firm.
- Complaints of disability discrimination were dismissed, concluding no foul play on this front.
An employment tribunal has determined that the decision by Peach Law to withdraw Craig Oldale’s job offer was not based on knowledge of his disability. The tribunal credited the managing director’s claim that her action stemmed from a belief that Mr. Oldale had been dishonest during their interactions. Therefore, the case did not delve into the accuracy of this belief, focusing instead on the director’s perspective.
Mr. Oldale, a solicitor since 2009 and diagnosed with bipolar disorder in 2017, did not mention his condition or previous employment hiatus during his interviews at Peach Law. This lack of disclosure played a crucial role, as it did not inform the firm’s decision-making process. His hiatus from work was attributed by Mr. Oldale partly to his mental health challenges.
During the tribunal, the managing director, referred to as Ms. Armitage at the hearing, stated she had no prior awareness of Mr. Oldale’s health condition. There were no inquiries about his health during the hiring process, nor did Mr. Oldale volunteer this information. Despite a subsequent employment reference indicating Mr. Oldale’s recent leave, the tribunal accepted Ms. Armitage’s assertion of never having discussed his health with the reference provider.
A conversation where Ms. Armitage confronted Mr. Oldale about inconsistencies in his leave history led to the job offer withdrawal. Although Mr. Oldale vehemently denied any dishonesty, the tribunal validated Ms. Armitage’s view, noting no evidence to counter her testimony that no discussion of his disability occurred at any point.
The tribunal’s decision concluded with the dismissal of Mr. Oldale’s claims of direct disability discrimination and adverse treatment related to his health condition. The tribunal found the understanding of the managing director, that Mr. Oldale’s request for reduced working days related to childcare needs, was reasonable.
The tribunal’s findings underscore the importance of transparency and belief in decision-making processes.
