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article  /  15th Jul 2025

Employment Law Case Spotlight: £187,585 Awarded in Blewitt v Mach Recruitment (2025)

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In this Employment Law Case an Employment Tribunal in Cambridge on 3 March 2025 awarded Mr Darron Blewitt £187,585.43 after finding unfair dismissal and disability discrimination by his employer, Mach Recruitment Ltd. This case delivers a resounding message to UK SMEs: proper process and support aren’t optional—they’re essential.

Employment Law Case Details

  • Medical Incident: In February 2020, Mr Blewitt suffered a cardiac arrest that caused a hypoxic brain injury, impacting memory, cognition, fatigue, and anxiety. He returned to work in October 2020 .
  • Lack of Support: Mach Recruitment did not involve occupational health, failed to consider adjustments, and did not maintain meaningful communication or consultation .
  • Termination: On 29 September 2022, Mr Blewitt was dismissed via Microsoft Teams, citing ill-health without prior consultation or documented support efforts GOV.UK
  • Tribunal Findings & Award: The tribunal found that Mach Recruitment violated its obligations under the Equality Act 2010, awarding £187,585.43 after “grossing up” compensation due to tax differences GOV.UK Assets

Access the Judgments:

 

Croner Tribunal Caseimpact hr ident

  • Why This Case Sends a Warning Bell

    • Definition of Disability: The Equality Act protects long-term conditions including brain injury, memory loss, and fatigue.
    • Duty to Adjust: Employers must meaningfully engage with occupational health, explore adjustments, and actively support return-to-work efforts.
    • Procedure Over Intent: A fair process backed by documentation is just as critical as support itself.
    • Real Costs of Neglect: Beyond the near £188K financial award, reputational damage and internal disruption can be hugely costly.

  • Practical Actions for Employers

    1. Update Your Return-to-Work Policy
    Specify when occupational health reviews are triggered, and how employees and managers should plan adjustments.

    2. Strengthen Manager Training
    Ensure managers understand disability law, how to hold sensitive discussions, and when to document and escalate support actions.

    3. Keep Thorough Records
    Log all meetings, reports, occupational health advice, adjustment plans, and consultations—even if you decide no adjustments are practicable.

    4. Seek Advice Early
    If uncertain about an employee’s health or ability to work, consult HR professionals or Kingswood Group early in the process.

How impact HR Supports You

We specialise in helping UK SMEs create robust, people-focused processes that meet legal standards:

  • Tailored return-to-work plans
  • Occupational health referrals and support
  • Manager training on disability and adjustments
  • Policy audits and documentation tools

Associated Content A selection of related content that you might find useful

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