Ian Clifford, a senior IT worker, had been on long-term sick leave since 2008

 Ian Clifford, a senior IT worker, had been on long-term sick leave since 2008, later diagnosed with serious heIan Clifford, a senior IT worker, had been on long-term sick leave since 2008, later diagnosed with serious health conditions and was placed on IBM’s disability pay plan, receiving about £54,000 a year (75% of his previous salary) until retirement age under the agreement he reached with the company.

In 2022, Clifford returned to an employment tribunal claiming that IBM’s failure to review or increase his pay since 2013 amounted to disability discrimination because the value of his income was eroding with inflation.

In March 2023, the tribunal dismissed his claim, with the judge concluding that the disability plan was a “very substantial benefit” and that there was no legal obligation for IBM to raise his pay simply because he remained on long-term absence.

The case highlights the complexity of workplace disability entitlements, long-term sick leave arrangements, and how pay review policies interact with discrimination law.alth conditions and was placed on IBM’s disability pay plan, receiving about £54,000 a year (75% of his previous salary) until retirement age under the agreement he reached with the company.

In 2022, Clifford returned to an employment tribunal claiming that IBM’s failure to review or increase his pay since 2013 amounted to disability discrimination because the value of his income was eroding with inflation.

In March 2023, the tribunal dismissed his claim, with the judge concluding that the disability plan was a “very substantial benefit” and that there was no legal obligation for IBM to raise his pay simply because he remained on long-term absence.

The case highlights the complexity of workplace disability entitlements, long-term sick leave arrangements, and how pay review policies interact with discrimination law.