Shelby Caughman faced a difficult situation at her workplace, Echoes Ecology, a Scottish protected species survey company. Diagnosed with several mental health conditions, including agoraphobia, she began working as a consultant ecologist in April 2023, hoping for a supportive environment.
Almost immediately, Caughman began voicing concerns about a lack of accommodations for her disabilities, leading to what she described as a mounting build-up of work-related stress. A period of sick leave followed in June 2024, initially for a week, but ultimately extending into a more prolonged absence.
Attempts to facilitate a phased return to work were made, but Caughman found herself on sick leave again the following month, and ultimately resigned in February 2025. During her time away, a decision was made by the directors to disable her access to work emails, ostensibly to prevent further stress.
Caughman strongly disagreed with this action, believing it was counterproductive. An occupational health report was commissioned to determine necessary adjustments, suggesting flexible hours, noise-cancelling headphones, and the option to work remotely.
The report also indicated Caughman should be excused from work meetings and social gatherings. However, she challenged this assessment, clarifying that she valued social interaction and simply desired the freedom to choose whether or not to participate.
Discussions regarding her return in December proved overwhelming for Caughman, prompting her to communicate her distress to her directors. They assured her there was no pressure to return immediately and offered to postpone the date.
The realization that she hadn’t been invited to the company Christmas party prompted Caughman to inquire with her manager. The explanation centered on the occupational health report and an apology was offered.
An employment judge ultimately ruled that the decision to exclude Caughman from the Christmas event constituted discrimination, but deemed it “justified” given her mental health state at the time. The tribunal acknowledged the company’s intention to avoid causing her further distress.
Caughman’s claims of harassment, victimisation, failure to provide reasonable adjustments, and constructive dismissal were unsuccessful. The judge emphasized that Echoes Ecology genuinely believed Caughman wouldn’t want to attend, even if that belief was mistaken.
The tribunal accepted the company’s rationale, noting a factual basis for their belief in the occupational health report’s findings. Furthermore, the judge suggested a “reasonable employee” would likely view being disconnected from emails during sick leave as a positive step.
The case highlights the complexities of balancing employee wellbeing with workplace inclusion, and the challenges of interpreting medical advice in sensitive situations. It underscores the importance of clear communication and a nuanced understanding of individual needs.
