{"id":14324,"date":"2013-06-24T14:24:00","date_gmt":"2013-06-24T14:24:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&p=14324"},"modified":"2026-03-20T09:19:23","modified_gmt":"2026-03-20T09:19:23","slug":"tribunal-finds-severe-eczema-a-disability","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/tribunal-finds-severe-eczema-a-disability\/","title":{"rendered":"Tribunal finds individual’s severe eczema to be a disability"},"content":{"rendered":"\n
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Glass v Promotion Line Ltd ET\/3203338\/2012<\/em><\/p>\n\n\n\n

Ms Glass, who suffers from severe eczema, brought disability discrimination claims after she was dismissed by her employer. <\/p>\n\n\n\n

Before her claim could proceed, the employment tribunal considered in a pre-hearing review whether or not her medical condition amounted to a disability. <\/p>\n\n\n\n

Under the Equality Act 2010, to be disabled, she has to have an impairment that has a substantial and long-term adverse effect on her ability to carry out normal day-to-day activities.<\/p>\n\n\n\n

The employment tribunal in this case allowed the claimant’s disability discrimination case to proceed after finding that her severe eczema is a disability under the Equality Act 2010.<\/p>\n\n\n\n

In this article, we summarise the tribunal decision confirming that an individual\u2019s severe eczema met the legal definition of disability. You\u2019ll find a clear overview of the case facts, the tribunal\u2019s reasoning, and why the ruling matters for employers responsible for supporting staff with long\u2011term health conditions.<\/p>\n\n\n\n

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