What started as a simple missing mug escalated into a race discrimination claim — and ended with an employment tribunal ruling against the employee.
The story revolves around Adeel Habib, who joined Currys as a credit support associate at their Poole, Dorset office in January 2023. But within just four months, things had taken a dramatic turn.
A Mug Goes Missing — and Tensions Rise
In March of that year, Habib became visibly upset when he couldn’t find his mug.
He believed someone in the office had taken it, and that assumption didn’t sit well with his coworkers.
A colleague gently pointed out that any mug left in the communal kitchen was generally considered fair game — a common workplace understanding.
She even offered to help him check around the office to see if anyone had picked it up by mistake.
However, instead of easing the situation, things got tense.
Habib’s strong reaction made others uncomfortable.
He seemed to suggest the mug had been stolen, and the atmosphere in the office began to shift.
Allegations of Discrimination
Habib claimed that after the mug incident, his coworkers started to give him the cold shoulder.
He believed this treatment was racially motivated and took his concerns to an employment tribunal in Southampton.
However, the panel didn’t see it that way.
The tribunal found that his behavior — particularly how strongly he reacted — likely caused tension, but not because of his race.
According to Judge David Hughes, Habib came across as “confrontational” during the mug search, giving colleagues the impression he thought someone had stolen it.
Social Skills and Workplace Dynamics
The tribunal went further, suggesting that Habib struggled with the subtleties of workplace relationships.
Judge Hughes commented that while Habib was clearly upset about the mug, his reaction probably felt “out of proportion” to his colleagues.
“It’s unfortunate,” the judge noted, “but Mr. Habib seems ill-equipped to handle the social interactions that can help smooth over minor workplace issues.”
His way of expressing himself also contributed to misunderstandings, making it more likely others would feel uncomfortable or resentful.
The Holiday Request and More Claims
Habib didn’t stop at the mug.
He also accused the company of discrimination when his manager denied a request for five weeks of leave to attend multiple weddings in Pakistan — a request he made just a month into the job.
Again, the tribunal ruled against him. His manager had simply followed Currys’ standard leave policy.
Additionally, Habib alleged that he had been sexually harassed by a female colleague.
But the tribunal found those claims to be “simply incredible” and dismissed them outright.
End of Employment and Tribunal Outcome
By the end of March 2023, Currys let Habib go — without offering him a chance to appeal the decision.
He tried to bring an unfair dismissal claim, but it was struck out because he hadn’t been employed long enough to qualify.
However, there was a small win.
Since his employment contract didn’t mention a probation period, the tribunal ruled that he was entitled to three weeks of notice pay instead of just one.
What’s Next?
The case is a reminder that workplace dynamics often hinge on more than just formal rules — social understanding and communication play a huge role.
While Habib was clearly distressed about what he felt was unfair treatment, the tribunal ultimately saw his approach to these issues as the real problem, not his background.
Going forward, the focus may need to shift toward better workplace integration and training on both sides — for employees who are new to a team, and for managers handling sensitive interpersonal issues.