Introduction:
A recent Workplace Relations Commission (WRC) ruling highlights the importance of employers providing reasonable accommodation for employees with disabilities. The case involved a deli assistant with multiple sclerosis (MS) who felt forced to resign after her request for shorter working hours was not guaranteed by her employer.

Case Background:
The worker, employed for seven years at a retail business in a seaside town, explained that due to exhaustion linked to her condition, she could no longer manage eight-hour shifts and instead sought four-hour rosters. While she had previously managed longer shifts, her MS symptoms meant this was no longer sustainable.

Her employer told her that while the company would try to accommodate shorter shifts, it could not provide a guarantee. When the employee asked again, the employer said he needed “flexibility” and suggested she provide a resignation letter.

The worker resigned in September 2024 and later brought claims before the WRC.

The WRC’s Findings:

• The adjudication officer ruled that the employer failed to provide reasonable accommodation, as required under the Employment Equality Act 1998.
• The tribunal rejected the employee’s claim of constructive dismissal, noting she had not raised her grievance in writing before resigning.
• However, on the discrimination claim, the WRC found the refusal to guarantee shorter shifts amounted to disability discrimination.

Key Takeaways for Employers:

• Reasonable accommodation is not optional. Employers must take active steps to facilitate employees with disabilities where possible.
• Clear processes matter. Requests should be considered formally, and employers should document reasons if accommodations cannot be made.
• Constructive engagement is essential. Both employers and employees should communicate in writing to avoid disputes escalating unnecessarily.

Key Takeaways for Employees:

• Employees have the right to request adjustments to their working conditions where a disability affects their role.
• A refusal to accommodate may amount to discrimination under the Employment Equality Acts.
• However, constructive dismissal claims require that grievances are raised and escalated internally before resignation.

Conclusion:
This case underscores the importance of reasonable accommodation in Irish workplaces. Employers who fail to engage meaningfully with disability-related requests risk breaching equality law, even where financial or operational pressures exist.