{"id":4772,"date":"2016-09-27T11:55:59","date_gmt":"2016-09-27T11:55:59","guid":{"rendered":"https:\/\/simplylaw.waydevelopers.com\/england-wales\/wiki\/gallop-v-newport-city-council-direct-disability-discrimination\/"},"modified":"2023-11-04T13:12:03","modified_gmt":"2023-11-04T13:12:03","slug":"gallop-v-newport-city-council-direct-disability-discrimination","status":"publish","type":"articles","link":"https:\/\/simply.law\/england-wales\/articles\/gallop-v-newport-city-council-direct-disability-discrimination\/","title":{"rendered":"Galloping towards direct discrimination"},"content":{"rendered":"<p align=\"justify\"><span><span face=\"Arial\" style=\"font-family: Arial;\"><span size=\"2\" style=\"font-size: small;\">In Gallop v Newport City Council, the\u00a0EAT has upheld the decision of the employment tribunal that an employee\u2019s dismissal was not direct disability discrimination as the employer\u2019s decision maker was unaware he was disabled when the employee was dismissed.<\/span><\/span><\/span><\/p>\n<p align=\"justify\"><b><span><span face=\"Arial\" style=\"font-family: Arial;\"><span size=\"2\" style=\"font-size: small;\">Background<\/span><\/span><\/span><\/b><\/p>\n<p align=\"justify\"><span><span face=\"Arial\" style=\"font-family: Arial;\"><span size=\"2\" style=\"font-size: small;\">Mr Gallop was employed by Newport City Council until he was dismissed in May 2008. During his employment, Mr Gallop complained of stress to the Council and was referred to its occupational health advisers. OH wrote to the Council, saying that Mr Gallop had &#8220;stress-related symptoms&#8221; but there were no signs of clinical depression. After a period of absence from work with a stress related illness, Mr Gallop was suspended following bullying allegations and subsequently dismissed.<\/span><\/span><\/span><\/p>\n<p align=\"justify\"><span><span face=\"Arial\" style=\"font-family: Arial;\"><span size=\"2\" style=\"font-size: small;\">Mr Gallop brought a claim for direct disability discrimination which was dismissed by the employment tribunal on the basis that at no material time did the Council know, or ought reasonably to have known, of Mr Gallop&#8217;s disability. The EAT upheld that decision, but it was overturned by the Court of Appeal who remitted the disability discrimination claim back to a differently constituted employment tribunal.<\/span><\/span><\/span><\/p>\n<p align=\"justify\"><span><span size=\"2\" face=\"Arial\" style=\"font-family: Arial; font-size: small;\">\u00a0<\/span><\/span><b><span><span face=\"Arial\" style=\"font-family: Arial;\"><span size=\"2\" style=\"font-size: small;\">Remittal<\/span><\/span><\/span><\/b><\/p>\n<p align=\"justify\"><span><span face=\"Arial\" style=\"font-family: Arial;\"><span size=\"2\" style=\"font-size: small;\">On remittal, the tribunal again dismissed Mr Gallop&#8217;s direct discrimination claim and he again appealed to the EAT. The EAT dismissed the appeal and made the following findings:<\/span><\/span><\/span><\/p>\n<ul>\n<li>\n<div align=\"justify\">Mr Gallop&#8217;s argument that as OH had knowledge of his disability, this knowledge must be imputed to all employees was misconceived in the context of direct discrimination.<\/div>\n<\/li>\n<\/ul>\n<ul>\n<li>\n<div align=\"justify\">Previous case law (CLFIS (UK) Ltd v Reynolds) laid down that the focus should be on the state of knowledge and state of mind of the employee committing the alleged discriminatory acts. In Mr Gallop\u2019s case, the decision under scrutiny was solely that of one particular manager. What had to be addressed was the mental thought process of the decision-maker and not that of those providing information to that person. The EAT held there was &#8220;no room for imputed knowledge in this context&#8221;. It held that the tribunal was entitled to conclude that the decision-maker had no actual knowledge of Mr Gallop&#8217;s disability and there was no evidence that his decision to dismiss was because of an intention or motivation stemming from his disability.<\/div>\n<\/li>\n<\/ul>\n<p><b><span><span size=\"2\" style=\"font-size: small;\"><span face=\"Arial\" style=\"font-family: Arial;\">Comment<\/span><\/span><\/span><\/b><\/p>\n<p><span><span size=\"2\" style=\"font-size: small;\"><span face=\"Arial\" style=\"font-family: Arial;\">It is important to understand that this decision relates only to direct disability discrimination, and not a failure to make reasonable adjustments. The previous case law on implied or constructive knowledge of disability in connection with the duty to make reasonable adjustments continues to apply.<\/span><\/span><\/span><\/p>\n<p>\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The EAT has upheld the decision that an employee\u2019s dismissal was not direct disability discrimination as it was unknown that the he was disabled.<\/p>\n","protected":false},"author":82,"featured_media":7975,"parent":0,"menu_order":0,"comment_status":"open","ping_status":"open","template":"","format":"standard","meta":{"_acf_changed":false,"_joinchat":[],"footnotes":""},"categories":[12331],"tags":[8968,11072,8706,11069,8541,11070,11073,11071],"class_list":{"0":"post-4772","1":"articles","2":"type-articles","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-employment-law-for-employees","8":"tag-claim","9":"tag-clinical-depression","10":"tag-court-of-appeal","11":"tag-direct-disability-discrimination","12":"tag-employment-tribunal","13":"tag-gallop-v-newport-city-council","14":"tag-occupational-health","15":"tag-the-eat"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Galloping towards direct discrimination - Simply Law England Wales<\/title>\n<meta name=\"description\" content=\"&quot;Explore our comprehensive collection of legal articles covering various topics to help you navigate the complexities of the law. 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