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Chris has worked for his local council for over eight years. He is employed to perform a variety of tasks to do with waste enforcement and market inspection. Chris has a good attendance record and has always received positive reports at his annual appraisals. Four years ago Chris developed bi-polar disorder a mental condition that affects his mood and behaviour. Chris is managing to control the condition with strong drugs but has to be closely monitored by a mental health support team. Chris has informed his Human Resources Department at the council that he suffers from the condition.
Recently Chris learnt that he has a new Line Manager, Bill. Bill seems unsympathetic to Chris’s condition. Chris recently asked to be able to leave work at 4pm on a Friday to enable him to attend an appointment with his mental health team but Bill refused him permission to leave work early. Chris left work anyway as he knew the importance of attending regular meetings. Bill discovered that Chris left early and has put him on a disciplinary. The stress caused by the impending disciplinary has caused a deterioration in Chris’s mental health. He has started to behave strangely at work. On arriving at work early one morning Chris overheard a conversation between several of his co-workers and Bill whereby they referred to him (Chris) as looney-tunes. Chris was so upset to think that his co-workers and his Line Manager could talk about him in this fashion that he walked out of his employment.
Identify and discuss all of the relevant employment law issues raised in the above scenario. What advice would you give to Chris? Be sure to substantiate your answer by reference to decided cases.
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