Employment tribunal

[Netta]

I am bringing claims for unfair dismissal, disability discrimination (ss.15, 20–21 Equality Act 2010), and harassment against a UK civil service body. I have ADHD, a recognised disability, which I disclosed to my line manager and HR at the start of my employment. My manager acknowledged my condition and observed issues with tasks, but no reasonable adjustments were discussed or implemented. The alleged gross misconduct involved sharing draft documents externally for help. My sole intention was to seek support from a trusted person; there was no onward disclosure or harm. The employer’s own investigation found no malice or damage. An Occupational Health (OH) confirmed the ADHD caused my actions and made recommendations for reasonable adjustments that would prevent it but these were not considered. The disciplinary decision acknowledged the ADHD link and benign intent but still imposed summary dismissal under strict policies, without considering alternatives such as warnings, training, or adjustments. A secondary allegation of misleading a colleague was not substantiated and arose from a misinterpretation under stress. The OH report confirmed my ADHD causes communication difficulties under pressure and recommended I be given time to clarify meaning. I was not given a fair opportunity to clarify my meaning before disciplinary action. The employer failed to act on OH advice, disregarded my disability context, and did not provide access to all evidence. The process was procedurally unfair, with selective use of evidence, denial of a contemporaneous statement, and a predetermined outcome. My actions were disability-related, non-malicious, and caused no harm. Dismissal was disproportionate and avoidable. My preferred outcome is redeployment or re-engagement with adjustments, but I am open to a fair settlement. I have strong written evidence (disclosure, OH reports, manager’s acknowledgment, appeal correspondence) and rely on case law including Grosset, Griffiths, Archibald, and Austin. I am a litigant in person and not sure what to do next

[ULA]

Netta to be able to assist you I do have some further questions:

1. When were you dismissed?
2. Have your or are you going through Early Conciliation (EC) via ACAS?
3. If you have completed EC have you submitted your ET1 and of so where are you now at in the process?

[Netta]

Hi - August 15, and yes I have ACAS cert and have submitted ET1. Thanks

[ULA]

Thank you for the further information.

The ET should acknowledge the claim if is is accepted.

Notification of your claim together with an ET3 form will be sent to your employer, which they need to complete and return back to the ET within 28 days. This will form the basis of their defence, together with any Grounds of Resistance (GoR) they may submit.

I would suggest that in the meantime you start filing all the documents that you will want to rely on, in order to prove your claim/s as you will need to disclose these as part of the bundle that will need to be prepared for the final hearing.

[Mayhem007]

I am assumimg that you went through the company appeal procedure process, after you were dismissed.

1. Were you given the opportunity to be accompanied inthe disciplinary hearing.
2. Did they conduct an investigation hearing and then advise you that they would proceed to a disciplinary hearing.
3.Did the company provide you with witness statements and allow you sufficeinet time to prepare your argument.