Jan Nordman v Lidl Great Britain Limited — 2026

Employment Judge Tueje refused Jan Nordman’s application to reconsider the earlier judgment that he was not disabled at the material time. The Tribunal therefore confirmed the outcome affecting his disability discrimination complaints against Lidl Limited, which comprised direct discrimination, failure to make reasonable adjustments and discrimination arising from disability.

The Tribunal accepted that Nordman had a mental impairment and considered the Finnish records from 2014, GP diagnosis, wellbeing-practitioner correspondence, fit notes, and his evidence about sleep and concentration. It found insufficient evidence that the impairment had a substantial adverse effect on day-to-day activities, because the evidence did not establish the frequency, duration or severity of the claimed effects. It also found insufficient evidence of a prognosis, continuity, or recurrence of the same impairment between 2014 and 2024 to show a long-term effect.

The Tribunal found that the correct statutory approach to disability, including fluctuating conditions, had been applied. It rejected the claimant’s arguments that relevant evidence or authority had been overlooked, and found no procedural irregularity affecting the fairness or outcome of the preliminary hearing. Applying rules 70 and 71 of the Employment Tribunals Rules of Procedure 2024, it held that there was no reasonable prospect that the original decision would be varied or revoked and that reconsideration was not necessary in the interests of justice. No remedy was awarded in this judgment.