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DISABILTY DISCRIMINATION: Employers must make up their own minds

31 January 2014  

A recent case has highlighted the risks for employers of simply rubber stamping what their occupational health advisers tell them, reports Richard Barker

Employers managing employees on sickness absence often turn to their occupational health (OH) advisers for guidance on whether an employee comes within the legal definition of a disabled person. However, following the recent case of Gallop v Newport City Council [2013], employers need to be careful of unquestioningly relying on OH assessments of employees on long-term sickness absence.

Additional Info

  • Case(s) Referenced:

    Gallop v Newport City Council [2013] EWCA Civ 1583

Last modified on 22 March 2016