Claimant v Lloyds Bank plc — 2023

The Tribunal found that the claimant had been employed by Lloyds Bank plc in IT roles and had been absent with stress and anxiety during 2020 and 2021. The respondent accepted disability at the relevant time, but the Tribunal found that occupational health material referred to personal rather than work-related causes, and that the line manager provided support including contact during absence, counselling arrangements, help with university issues, and a phased return.

The race discrimination claim was dismissed because the Tribunal found no less favourable treatment and no evidence that any treatment was because of race. The allegation concerned informal enquiries about possible future roles and the Tribunal did not accept that the line manager following up on the claimant's possible interest in another area amounted to a detriment.

The reasonable adjustments claim was dismissed because the Tribunal found no established disadvantage from meeting the line manager without the claimant's father present and found it would not have been reasonable for the father to attend meetings involving sensitive work issues. The harassment claim was dismissed because the claimant's evidence went no further than saying performance improvement meetings made him feel uncomfortable, and the Tribunal found no evidence of conduct creating the prohibited environment or of conduct related to disability.

The constructive dismissal claim was dismissed because the Tribunal found no breach of contract by the respondent. It accepted that the financial attestation and subsequent meeting arose from ordinary vetting procedures and contractual obligations, not from the line manager's improper action, and found that the claimant had already been seeking alternative employment before the vetting issue arose. The Tribunal concluded that all claims failed and should be dismissed.