Wienerberger Ltd

Case Summary

The claimant brought claims of disability discrimination, harassment and constructive unfair dismissal against Wienerberger Ltd. The tribunal found the failure to make reasonable adjustments complaint succeeded, certain disability related harassment allegations (1, 8 and 9) succeeded, but victimisation complaints and the constructive unfair dismissal claim were dismissed. The claimant was awarded £17,000 for injury to feelings plus interest totalling £22,615.12.

The tribunal found that the claimant's failure to make reasonable adjustments claim succeeded and certain disability related harassment allegations were upheld, but the victimisation complaints and constructive unfair dismissal claim were not well founded and were dismissed.

• •Failure to make reasonable adjustments
• •Disability related harassment
• •Victimisation
• •Constructive unfair dismissal

Case No: 6000953/2024 1 EMPLOYMENT TRIBUNALS Claimant: Mr D Thomas Respondent: Wienerberger Ltd Heard at: Hull On: 10 –13, 16 to 18 March 2026 Before: Employment Judge JM Wade Mr M Weller Mr M Taj Appearances For the claimant: Represented himself For the respondent: Ms L Wilson, solicitor The unanimous judgment of the Tribunal is: JUDGMENT 1 The claimant’s complaint of a failure to make reasonable adjustments succeeds. 2 The claimant’s complaints of disability related harassment (allegations 1, 8 and 9) succeed and otherwise those complaints are dismissed. 3 The claimant’s complaints of victimisation are dismissed. 4 The claimant’s complaint of constructive unfair dismissal is not well founded and is dismissed. 5 The Tribunal awards the sum of £17,000 in injury to feelings and £5615.12 in interest. The total sum payable by the respondent is £22615.12. 6 If any party considers it has reasonable prospects of succeeding with a costs or preparation time order, it may apply within 28 days of this Judgment being sent. The application must set out the evidential basis for saying a party acted vexatiously, abusively, disruptively or otherwise unreasonably in the conduct of the case, or failed to comply with the Tribunal’s orders, or sought a postponement on less than seven days’ notice; and how any preparation time cost or legal costs were incurred as a result. Any application shall also state whether the party considers the matter can be dealt with by the Employment Case No: 6000953/2024 2 Judge alone, and without a hearing on the basis of the written application and any written opposition, or the party wishes to attend a hearing of the matter, Any opposition to the making of the order shall do the same. Employment Judge JM Wade Date 18 March 2026 NB: The Tribunal gave …