Hybrid working has transformed how businesses communicate and collaborate. For many organisations, video meetings have become normal practice, with camera-on policies often used to encourage engagement and maintain team connection – particularly where there are remote or hybrid workers involved.
However, a recent Employment Tribunal decision has highlighted an important consideration for business owners: workplace policies must be applied with flexibility where an employee requires a reasonable adjustment because of a disability.
While the headlines may suggest that employers can no longer require employees to have their cameras switched on during online meetings, the reality is more nuanced. The decision does not mean that camera-on policies are unlawful. Rather, it reinforces that all employers should have a consistent approach to considering reasonable adjustments – which does not always mean treating everyone in exactly the same way.
For owner-managed businesses, where culture and people are at the heart of success, this case provides a valuable reminder about balancing operational needs with the individual circumstances of employees to reduce the risk of legal challenges.
What happened in this case?
The Employment Tribunal case involved an employee with recognised disabilities, including anxiety, who requested to participate in online meetings with her camera switched off.
The tribunal found that, in this case, allowing the employee to keep her camera off should have been considered as a reasonable adjustment. The employer's failure to make that adjustment formed part of its wider finding that it had not met its obligations under the Equality Act 2010.
Importantly, the tribunal did not decide that camera-on policies are unlawful or that employers cannot ask employees to have their cameras switched on. There may be many legitimate business reasons for encouraging cameras to be used.
The key issue here is whether employers are prepared to consider individual circumstances and make adjustments where appropriate.
What does this mean for business owners?
As businesses expand and evolve, it becomes increasingly important to ensure that workplace policies are not only practical but also legally compliant.
Under the Equality Act 2010, employers have a duty to consider reasonable adjustments where a disabled employee is placed at a substantial disadvantage compared with colleagues who are not disabled. What is considered reasonable will depend on the circumstances, including the employee's disability, the requirements of their role and the impact on the business.
For one employee, an adjustment may involve changing working hours. For another, it may involve adapting communication methods or providing adapted equipment. The important point is that employers should not dismiss a request without proper consideration simply because it differs from their usual way of working.
Have the conversation
When an employee raises a concern or requests an adjustment, you should take the time to understand the reason behind the request and consider what practical solutions or adjustments may be appropriate.
Employers are still entitled to consider the needs of the wider business and whether a proposed adjustment is workable. However, decisions should be reached through meaningful discussion rather than a blanket application of policy.
Where appropriate, seeking advice from occupational health professionals or medical advisers can also help employers make informed decisions and ensure they are properly supporting their employees. Reasonable adjustments should not be viewed simply as a legal obligation.
The wider lesson for employers
This tribunal decision is part of a wider shift in employment law, with increasing focus on how employers manage hybrid working, wellbeing, neurodiversity and workplace inclusion.
For owner-managed businesses, the lesson is clear: policies provide an important framework, but they should not replace good judgement and meaningful conversations.
By taking a thoughtful approach to workplace adjustments, business owners can reduce legal risk while building a more supportive, resilient and successful organisation for the future.
This information is for guidance purposes only and does not constitute legal advice. We recommend you seek legal advice before acting on any information given.
