An agoraphobic university employee's claims of disability discrimination and failure to make reasonable adjustments were dismissed by an employment tribunal, and she was ordered to pay £20,000 in costs.

Amanda Barrow, who began working at Leeds Polytechnic, now Leeds Beckett University, in 1984 as a learning technologist, argued that her need for onsite parking was reasonable given her condition, which causes anxiety about leaving safe environments. The university, which employs over 2,500 people, has a parking policy for disabled workers. Those with a valid blue badge park for free, while others with an "occupational health need" must apply annually for a space, which costs 1 percent of their salary.

Since 2013, Barrow had largely worked from home, with annual occupational health checks to assess her need for parking. Following the COVID-19 pandemic in 2020, her job role required her to attend campus only four to five times a year. Her last annual parking permit expired in March 2020, and she did not attempt to renew it.

Over three years later, in 2023, Barrow requested parking with a week's notice, in line with an ad hoc arrangement. This request was granted. However, a year later, when she needed to attend a seminar, her request was denied due to the car park being fully booked.

Barrow stated the parking was necessary for her disability, and a space was arranged for her on a one-time basis. She continued to complain, asserting that it was not unreasonable to have occasional onsite parking when she had held a full-time space for 36 years prior to the pandemic. She also expressed concern that individuals without disabilities were being prioritized.

A manager offered an adjustment, allowing Barrow to book parking two weeks in advance, a week earlier than most staff, to ensure she could secure a space. However, Barrow found this arrangement unsatisfactory. She went on sick leave in May 2024 and subsequently quit her job.

Employment Judge Andrew James dismissed Barrow's claims, concluding that the ad hoc parking arrangements had functioned adequately until April 2024. The judge noted that Barrow retained the option to apply for an annual pass, a fact she was reminded of in April 2023 but declined to pursue. The tribunal found that requiring an annual application for parking, given the demand, was a reasonable requirement for employees with disability-related parking needs. The judge also pointed out that Barrow's reliance on ad hoc arrangements had not presented issues until a single occasion in April 2024, and that the university's offer to allow her to book two weeks in advance increased the likelihood that these ad hoc arrangements would continue to suffice.