Neurodivergent Events Planner Awarded £12,000 in Landmark Tribunal Case
An employment tribunal has awarded a neurodivergent events planner £12,000 in compensation after ruling that her boss harassed her by telling her to "get back in your box" when she requested reasonable adjustments. The case highlights growing legal protections for neurodivergent employees in UK workplaces.
The Incident That Sparked the Claim
Sophie Stone, a 44-year-old events planner from Worthing, West Sussex, was employed by Kent-based MA Business Limited when the incident occurred in June 2022. Mrs Stone, who has been diagnosed with moderate to severe dyslexia and experiences rejection sensitivity dysphoria, had requested a quiet space at the company's summer party where she could retreat if feeling overwhelmed.
During a Teams meeting where she raised her unanswered request, Events Director Julie Knox allegedly told Mrs Stone and a neurodivergent colleague to "stop being all outside the box" and "get back in your boxes." The tribunal heard that this comment left Mrs Stone deeply distressed, with WhatsApp messages to her husband showing she was still upset about it days later.
Employment Tribunal Findings
Employment Judge Kathryn Ramsden ruled that while Mrs Knox's intention was likely to refocus the meeting on work matters, the comment constituted "unwanted conduct" that had the "proscribed effect" of harassing Mrs Stone due to her neurodivergence. The judge noted that being told she was "outside the box" when discussing reasonable adjustments was "understandably triggering" for someone with rejection sensitivity dysphoria.
The tribunal dismissed evidence from another employee who claimed not to remember the comment, noting that as English wasn't their first language, they might not have understood the connotations of the phrase for a neurodivergent person.
Broader Implications for Workplace Rights
This case establishes important precedents for how employers must handle neurodivergent employees' requests for reasonable adjustments. Mrs Stone successfully claimed disability harassment, failure to make reasonable adjustments (a form of disability discrimination), and victimisation.
The tribunal heard that Mrs Stone's dyslexia affects her information processing speed, meaning tasks taking colleagues two hours required four hours for her. Despite this, the company failed to provide adequate software support, contributing to the discrimination findings.
Company Response and Legal Outcome
MA Business Limited, based in Dartford, Kent, operated with a hybrid working model requiring monthly office attendance. The tribunal heard that while the company investigated Mrs Stone's grievance, their process was insufficient to address the disability discrimination that occurred.
In addition to the £12,000 award for injury to feelings, the tribunal dismissed several other claims while upholding the core disability discrimination elements. The ruling sends a clear message to employers about their responsibilities toward neurodivergent staff members.
