The latest statistics show that 1 in 10 adults in the UK
are currently experiencing symptoms of severe mental illness, which
may relate to anxiety disorders, depression, bipolar disorder,
post-traumatic stress disorder (PTSD), eating disorders and
schizophrenia.
The tribunal in Muir V Astra Zeneca UK Ltd 2024 assessed how
employers should navigate behaviour exhibited by employees with
poor mental health.
Background
Dr Muir began his employment with Astra Zeneca UK Ltd on 5
January 1988 and was a leading scientist in the firm’s
development of a drug to treat some forms of breast cancer. He was
dismissed in December 2020 without notice after a disciplinary
process considered a number of allegations from colleagues of
“repeated inappropriate conduct” which was found to
“amount to bullying and harassment.”
However, on 8 January 2024, Employment Judge Johnson ruled at
the Manchester Employment Tribunal that Dr Muir had successfully
established a case of unfair dismissal, wrongful dismissal and
disability discrimination due to his severe anxiety and depression
constituting a disability.
The facts
Dr Muir had experienced severe depression and anxiety, which was
documented in his medical records from 2014 and also by accessing
the AXA PPP Healthcare service provided to him in 2018.
Between 1-15 November 2018, Dr Muir was absent from work due to
anxiety, and his consultant psychiatrist, Dr Gowrisunkar, noted in
her report, “Dr Muir had a traumatic month in the context
of a flare-up at work which was very stressful… he felt that he
could not carry on and was very distressed”.
Dr Muir was appointed the head of a project in 2020 and
experienced increased stress as he felt various colleagues were not
pulling their weight as the project approached its deadline.
On 15 July 2020, Dr Muir’s Team Manager, Mr Powell, sent an
email to Dr Muir’s line manager, David Klauber, stating,
“having some issues with Dr Muir atm …[b]ehaviours
issues again and his mental health – bit
worrying”.
Mr Powell sent a further email that day stating,
“He’s been ‘good’ overall this past 18 months,
he’s shown flashes of alternating into `Mr Hyde’ mode now
and again but recently he’s been mainly in Hyde
mode”. For the avoidance of doubt, references to
‘Hyde’ relate to the story of Dr Jekyll and Mr Hyde where
Jekyll reflects good personality traits and Hyde relates to the
negative.
The investigation
On 17 July 2020, a senior manager notified HR of
“potential bullying and harassment in the
workplace” by Dr Muir.This led to HR appointing an
external investigator to investigate the allegations.
On 20 July 2020, the investigator alerted HR that three other
employeeshad made informal complaints against Dr Muir for poorly
worded emails, raised voice and difficulty working together. The
investigator asked HR if they should alert Dr Muir of the
investigation, to which HR responded no, as this would stress Dr
Muir unnecessarily.
The decision not to inform Dr Muir about the investigation led
him to attend a further work meeting with his disgruntled
colleagues on 30 July 2020. This meeting was reported to be
“extremely difficult” and “took a similar form to
the earlier meetings which gave rise to the investigation’.
In addition, rather than investigating the allegations under the
company’s Employee Concerns Policy (focused on
problem-solving), the investigator assessed the allegations under
the Employee Improvement policy, which focuses on disciplinary
action. The tribunal was critical of this approach and held that
the investigator should have considered if an informal approach
could have resolved the matter, especially as the employees did not
raise formal complaints.
Disciplinary hearing
On 22 October 2020, a disciplinary hearing took place chaired by
Mr Bromilow, the Senior Director for Product Development. Mr
Bromilow concluded that Dr Muir’s behaviour towards his
colleagues met the definition of bullying and harassment and
amounted to gross misconduct. However, there was no evidence that
Dr Muir’s mental illness was considered when reaching this
conclusion.
On 18 December 2020, Dr Muir was dismissed by letter for gross
misconduct without notice.
The appeal
On 8 January 2021, Dr Muir submitted a written appeal stating
that his long history of mental illness had not been considered,
nor had he received adequate support at work. Despite the appeal
manager having access to Dr Muir’s medical evidence provided by
Dr Gowrisunkar, the allegations were nonetheless upheld, and Dr
Muir’s appeal was rejected.
Dr Muir thus brought claims for disability discrimination,
unfair dismissal, and wrongful dismissal to the Employment
Tribunal.
The decision of the Employment Tribunal
Dr Muir succeeded in all three claims.
Discrimination arising from disability
The tribunal held that there was no question of whether Dr
Muir’s mental illness amounted to a disability under s.6 of the
Equality Act 2010. Indeed, although it was accepted that Dr Muir
was ‘overly forceful’ in the manner he expressed himself,
this was beyond his control and was as a result of his
disability.
Astra Zeneca UK Ltd tried to argue that they were not made aware
of Dr Muir’s disability. However, it was held that the company
ought to have known about Dr Muir’s mental health issues based
on all of the evidence it had available at every step of the
investigation.
The tribunal then needed to assess whether dismissal was a
proportionate means of achieving a legitimate aim. In this
scenario, the legitimate aim was to have a safe environment where
employees followed an acceptable standard of behaviour. The
tribunal concluded that Dr Muir’s dismissal could not
objectively be justified as a proportionate response as Astra
Zeneca UK Ltd:
- Failed to intervene at a much earlier stage, including
referring Dr Muir to occupational health; - Ignored Dr Muir’s request for help and support;
- Allowed for the meeting on 30 July 2020 to go ahead;
- Should not have taken disciplinary action against him.
Unfair dismissal
The tribunal held that Astra Zeneca UK Ltd was wrong to conclude
that Dr Muir’s behaviour amounted to gross misconduct. Indeed,
it was stated that the company failed to investigate all aspects of
the case properly, and in particular, the impact Dr Muir’s
mental illness had on his behaviour.
Although it was reasonable for the company to take some action
against Dr Muir, it was outside the range of reasonable responses
to dismiss him for gross misconduct, given his history of mental
illness, which the company was aware of.
Furthermore, it was discussed that during the appeal process,
the appeal manager had conferred with the initial investigator at
the first disciplinary hearing. The tribunal was critical of this
approach and stated that it ‘gave a clear impression that
impartiality was being compromised’. As a result, the tribunal
held that Astra Zeneca UK Ltd committed an unreasonable failure to
comply with the ACAS code of conduct, and therefore, a 10% uplift
was applied to the compensation award received by Dr Muir.
Wrongful dismissal
The tribunal held that Dr Muir was wrongfully dismissed as his
conduct was not sufficiently serious to amount to a repudiatory
breach, nor should he have been dismissed without notice.
Lessons for employers
Muir v Astra Zeneca UK Ltd highlights an important lesson to
employers: they must acknowledge and address their employees’
mental health, especially when considering their conduct in the
workplace. Furthermore, employers must note that not being
explicitly informed of a disability is not a defence to a
discrimination claim.
Therefore, employers must train their staff, particularly their
managers, to look out for signs of mental health distress within
their teams. Indeed, employers should look out for:
- Physical symptoms which may include increased fatigue, lack of
enthusiasm, bodily shakes, episodes of crying and distress, and
significant weight changes. - Psychological symptoms which may include changes to
concentration levels, a decrease in memory and retention of
knowledge, and low self-esteem and mood. - Behavioural symptoms which may include underperformance at
work, significant changes to the consumption of alcohol,
irritability and aggression, unusual lack of camaraderie, and a
general withdrawal from social activities.
This case does not set the precedent that disciplinary action
cannot be taken when an employee’s behaviour is affected by
their mental health, but rather, it reemphasises the need for
employers to provide consistent and adequate help and support to
their employees before reaching that point – early
intervention is therefore key.
This support can take many forms, such as occupational health
referrals, assistance from mental health first aiders, extra
supervision, reallocating duties to other workers and allowing for
flexibility and more frequent breaks.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
#Risks #Employers #Failing #Support #Employees #Mental #Health #Employee #Rights #Labour #Relations
