A British Airways cabin crew member with nearly 40 years of service has won a disability discrimination claim after being dismissed due to stress and anxiety that made her unable to fly. Jennifer Clifford, who joined British Airways in 1983, developed symptoms of stress and depression in September 2021, leading to a period of sick leave.
Clifford was temporarily moved to a ground role, but was ultimately dismissed after she was unable to return to her flying role by the end of 2022. During her time on sick leave, Clifford requested a phased return to work in a ground role at Gatwick Airport, which was closer to her home than her usual Heathrow base. However, she was offered a role at the Heathrow Help Hub, which she found overwhelming due to the fast-paced and noisy environment.
The employment tribunal found that British Airways failed to make reasonable adjustments for Clifford’s disability, including providing a longer and more suitable phased return to work and considering redeployment to a ground-based role before dismissing her. The tribunal also criticized Clifford’s line manager, Nigel Landy, for minimizing her condition by describing it as “just a little bit of anxiety” and telling staff, “If you don’t like working here, then leave”.
Employment Judge Emma Hawksworth ruled in favor of Clifford, stating that British Airways should have considered redeploying her to an alternative ground role rather than dismissing her. The judge also noted that Clifford had been absent from work for a lengthy period, partly due to circumstances beyond her control, including a long period of furlough and a lengthy grievance process.
A remedy hearing will be held next month to determine the compensation Clifford will receive. The tribunal dismissed Clifford’s additional claim of sex discrimination. British Airways has not yet commented on the ruling.
This case highlights the importance of employers making reasonable adjustments for employees with disabilities. Clifford’s victory in the tribunal serves as a reminder that employers must consider alternative roles and provide support for employees who are struggling with mental health issues. The outcome of this case may have implications for how employers handle similar situations in the future.
