QUEEN'S BENCH DIVISION
THE ADMINISTRATIVE COURT
Strand London WC2 |
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B e f o r e :
(Sitting as a Deputy Judge of the High Court)
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THE QUEEN ON THE APPLICATION OF T | (CLAIMANT) | |
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(1) GOVERNING BODY OF OL PRIMARY SCHOOL | ||
(2) SPECIAL EDUCATIONAL NEEDS AND DISABILITY TRIBUNAL | (DEFENDANTS) |
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MR C RICHARDS (instructed by LIVERPOOL CITY COUNCIL) appeared on behalf of the FIRST DEFENDANT
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Crown Copyright ©
Monday, 18th April 2005
THE DEPUTY JUDGE:
Introduction
The decision appealed
"2. The question for Tribunal to decide was therefore whether the acts of less favourable treatment were justified or whether reasonable adjustments had not been made by the school. We considered each separate act of alleged discrimination as to whether each acts of fixed term exclusion was justified by the school...
...
"6. Unfortunately, the series of fixed term exclusions do not appear to have been successful in addressing [R's] behavioural difficulties. However, we were satisfied that the justification of the fixed term exclusions was both material and substantial. The school is under a duty to protect other children with whom [R] is educated. We were persuaded that the school could not tolerate [R's] disruptive and violent behaviour towards the other children. This behaviour included hitting, biting and head butting and unless the school took immediate action, may have resulted in even greater injuries to other children. The school is also under a duty to maintain discipline amongst its pupils and we were persuaded that the school had assessed the risks of [R] remaining in school. It had taken necessary expert advice regarding this. Although the fixed term exclusions do not appear to have addressed the behaviour problems, this fact does not mean that the school discriminated against [R]. The fact that provision is not of itself successful does not mean that it was not justified at the time. It was right that the school continued with fixed term exclusions in order to protect other children and the staff and to maintain discipline.
"7. We were persuaded that the school had made reasonable adjustments. It had taken necessary advice and had involved outside agencies. It is not for Tribunal to state whether the school could have done any more but it is difficult to see what further action the school, a mainstream primary school, could [have] taken by way of reasonable adjustments. The assessment from [AG] had concluded that [R] should be in a small group of children for most of the day. It is difficult to see how this could be accomplished in a mainstream primary school. It would appear that expert opinion was that [R] was not appropriately placed in such a school. We were not persuaded that the school should be under a duty to continue to employ a particular learning support assistant. [R] did not appear to be able to relate to a LSA at the school. The school was however carrying out the terms of the statement in providing full time support for her and it is not reasonable to expect the school to employ an assistant that is acceptable only to [R]. We do not accept the parents' argument that as they appear able to control [R] outside school, the school should adopt similar strategies. The environments of home and school are completely different, and the demands on the child are not comparable. The school had adopted strategies to address the behaviour in school based on experts advice.
"8. We therefore concluded that the less favourable treatment by the school regarding all incidents of fixed term exclusions was justified. The continuation of these was justified on health and safety and discipline grounds. We also concluded that the school have made reasonable adjustments. We therefore concluded that the school had not discriminated against [R] by reason of her disability."
Statutory framework
"(1) It is unlawful for the body responsible for a school to discriminate against a disabled person -
(a) in the arrangements it makes for determining admission to the school as a pupil;(b) in the terms on which it offers to admit him to the school as a pupil; or(c) by refusing or deliberately omitting to accept an application for his admission to the school as a pupil.
"(2) It is unlawful for the body responsible for a school to discriminate against a disabled pupil in the education or associated services provided for, or offered to, pupils at the school by that body.
...
"(4) It is unlawful for the body responsible for a school to discriminate against a disabled pupil by excluding him from the school, whether permanently or temporarily."
"Associated services" are not defined by the DDA.
"(1) For the purposes of section 28A, a responsible body discriminates against a disabled person if -
(a) for a reason which relates to his disability, it treats him less favourably than it treats or would treat others to whom that reason does not or would not apply; and(b) it cannot show that the treatment in question is justified....
"(8) If, in a case falling within subsection (1) -
(a) the responsible body is under a duty imposed by section 28C in relation to the disabled person, but(b) it fails without justification to comply with that duty, its treatment of that person cannot be justified under subsection (7) unless that treatment would have been justified even if it had complied with that duty."
"(1) The responsible body for a school must take such steps as it is reasonable for it to have to take to ensure that -
(a) in relation to the arrangements it makes for determining the admission of pupils to the school, disabled persons are not placed at a substantial disadvantage in comparison with persons who are not disabled; and -(b) in relation to education and associated services provided for, or offered to, pupils at the school by it, disabled pupils are not placed at a substantial disadvantage in comparison with pupils who are not disabled.
(2) That does not require the responsible body to -
(a) remove or alter a physical feature (for example, one arising from the design or construction of the school premises or the location of resources); or(b) to provide auxiliary aids or services.
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(4) In considering whether it is reasonable for it to have to take a particular step in order to comply with its duty under subsection (1), a responsible body must have regard to any relevant provisions of a code of practice issued under section 53A."
Code of practice
Amended grounds of appeal
1. The Tribunal erred in law in concluding that although they found that the actions of the school amounted to less favourable treatment, the less favourable treatment could be justified.2. The Tribunal erred in law in concluding that there were no further or other reasonable adjustments which could or should have been made by the school.
3. In determining whether there was less favourable treatment the Tribunal failed, contrary to the case law, to apply the proper test in relation to justification in that it came to the conclusion that the actions of the school were justified before it first considered whether or not there were any reasonable adjustments that could have been made.
4. The Tribunal failed, contrary to the case law, to consider whether or not there were any reasonable adjustments that could have been made, stating that it was not their job to consider the matter: in determining that they were not required to consider what, if any, reasonable adjustments could or should have been made, the Tribunal failed to apply the appropriate test and consequently failed to consider what could have been done; and
5. In concluding that the school was right to exclude R for health and safety reasons, the Tribunal failed to have any regard to the criteria in the guidance to schools on exclusions, which states that removal on the basis of health and safety can be done only for medical reasons.
Ground 1
Ground 2
Ground 3
"Can an employer's failure to make adjustments to accommodate a disabled employee be unreasonable but justified?"
Collins was essentially a section 5(4) case before the justification defence in section 5(4) was removed.
"Once a failure to comply with the... duty to make adjustments has been established, it is for the employer, if he is able to do so, to establish a defence of justification."
So there are two cumulative matters, reasonable adjustments and general justification, general justification and reasonable adjustments. Collins was also referred to with approval by Baroness Hale of Richmond, with whom the other members of the House of Lords agreed, in Archibald v Fife Council [2004] ICR 954 at paragraph 71. Baroness Hale said:
"...the Employment Tribunal... did not address the question of reasonableness. They did address the question of justification under section 5(2)(b), but did so without the benefit of the Court of Appeal's decision in Collins v National Theatre [2004] EWCA Civ 144 that the justification must be something other than the circumstances which are taken into account for the purpose of section 6(1). As the council's redeployment policy is an important part of those circumstances, it should not be independently relevant as a justification under section 5(2)(b)."
So if the employer fails in the duty to make reasonable adjustments the employer cannot justify not making the adjustments, and if not making the adjustments is not justified cannot succeed in the justification defence in relation to less favourable treatment by reference to the circumstances which fail to make the adjustments other than reasonable.
Fourth ground
Fifth ground
Conclusion