A public relations professional has successfully won a disability discrimination claim after being criticised for being “disorganised” because of her ADHD.
Nicole Hogger, who missed calls and meetings due to trips to Starbucks, shopping, or a massage, argued that the comments about her organisation level amounted to harassment under UK employment law — and the Cambridge Employment Tribunal agreed.
Being Called “Disorganised” Can Amount to Discrimination
Judge Roger Tynan emphasised that using terms like “disorganised” in the workplace can undermine an employee and violate their dignity, even if no harm was intended.
In Miss Hogger’s case, the tribunal ruled that Genesis PR’s approach failed to consider her ADHD and left her with little guidance on how to improve her performance.
Career Collapse and Workplace Struggles
Hogger joined Genesis PR in 2018 as a Senior PR Account Executive and was promoted to PR Account Manager in 2020.
She was recognised for leading client projects, managing campaigns, and organising events.
Alison Straker, part of the senior leadership team, supported her promotion and later became her line manager.
In 2021, Hogger was diagnosed with ADHD, which her doctor noted caused poor organisation, forgetfulness, difficulty maintaining attention, and problems getting started on demanding tasks.
She mentioned the diagnosis to Ms Straker privately but did not formally provide her medical report.
Early Signs of Workplace Strain
By early 2022, Hogger began to struggle under workload pressures.
Managers noticed missed deadlines, lack of communication, and clients chasing work that wasn’t delivered on time.
One manager remarked that her failure to flag her capacity issues added to the strain on colleagues, who had to oversee her work to prevent mistakes.
Although Ms Straker initially attempted to help by discussing the workload and redistributing tasks, Hogger continued to miss calls and meetings.
In June 2023, the situation escalated when Hogger was late to an important meeting, citing confusion about whether it was in person or online, and explained she had been out for a massage, Starbucks, or shopping.
Constructive Dismissal and Resignation
Following the missed meeting, Ms Straker planned to place Hogger on a performance improvement plan.
However, Hogger resigned the next day, citing a desire to take a new path and continue her professional development. She later established her own business.
Judge Tynan found that Genesis PR’s handling of the situation created an adverse environment and constituted discrimination.
The comments made to Hogger were undermining and failed to suggest any practical steps to support her.
The tribunal also upheld her claim of constructive dismissal, concluding the company acted without reasonable cause and failed to make appropriate adjustments for her disability.
A Victory for Neurodivergent Employees
This case highlights the importance of understanding neurodivergent conditions in the workplace.
Even seemingly innocuous labels like “disorganised” can have serious legal and emotional implications when applied to employees with conditions such as ADHD.
Hogger is now set to receive compensation for disability harassment, discrimination, and unfair constructive dismissal, marking a significant legal precedent for how employers should handle employees with neurodivergent conditions.
What Employers Can Learn
Judge Tynan recommended that a more constructive approach would involve exploring steps to raise awareness of neurodivergent conditions within the workplace and among colleagues.
Simply pointing out weaknesses without providing support can be damaging, both professionally and personally.
For Hogger, the tribunal’s decision validates her experience and sets a standard for how companies must treat employees with ADHD and similar conditions, emphasising dignity, support, and reasonable adjustments.
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