<div>UPDATE:
</div>
<div>If you have been refunded, I missed a verification email! 
</div>
<div>So please if you can resend your contribution.
</div>
<div><br />
</div>
<div>Who am I?
</div>
<div>My name is Alison. I worked for the Department for Work and Pensions. I am disabled, and I asked for the adjustments I needed to work safely.
</div>
<div><br />
</div>
<div>After waiting nearly 18 months for reasonable adjustments and equipment required fro my disability, I as advised by my union took legal action against my employer for their failures.
</div>
<div><br />
</div>
<div>As a consequence, Instead of support, I was placed on a monitoring process and later dismissed for a piece of AI system-generated data that did not belong to me, did not contain my name, and claimed I was somewhere I proved I was not.
</div>
<div><br />
</div>
<div>The DWP submitted this same “evidence” three times in court and each version was different.
</div>
<div><br />
</div>
<div>Summary
</div>
<div>I brought a case to the Employment Tribunal for disability discrimination.
</div>
<div>The Tribunal acknowledged that the DWP failed to make the reasonable adjustments I needed — which meets the legal definition of discrimination.
</div>
<div><br />
</div>
<div>However, the Tribunal then:
</div>
<div><br />
</div>
<div>Ignored the evidence I provided,
</div>
<div><br />
</div>
<div>Dismissed the documented impact on my health and livelihood, and
</div>
<div><br />
</div>
<div>Relied instead on false and conflicting evidence from the DWP, even where DWP's own evidence and witnesses contradicted one another.
</div>
<div><br />
</div>
<div><strong>I entered the Civil Service under the DWP’s Disability Confident Scheme, and allege serious fraud and misconduct within the Department for Work and Pensions following a successful internal investigation where DWP manager was found to have treated me unfairly and not follow the disability policies for employees.</strong>
</div>
<div><br />
</div>
<div>I won claims for unlawful harassment and failure to make reasonable adjustments but lost on unfair dismissal.
</div>
<div><br />
</div>
<div>During the proceedings, I uncovered that key evidence submitted by the DWP mid-hearing — a 113-page internal access report — was materially different from the 13-page dismissal document originally used to fire her. The longer document appeared only after she disproved allegations of out-of-hours system access, using metadata, social media livestream records, and location evidence.
</div>
<div><br />
</div>
<div>The DWP’s explanation — that their systems run on “two timelines” — is unfounded and, Alison argues, points to deliberate post hoc fabrication. <strong>She also raises concerns over witness statement irregularities and a major GDPR breach, where documents filed in court contained the names and National Insurance numbers of over 300 Universal Credit claimants.</strong>
</div>
<div><br />
</div>
<div>I am now seeking legal representation to pursue High Court action, civil claims, or criminal reporting and is determined to expose what she believes is a pattern of disabled employees being silenced through systemic abuse.As a result, the judgment does not reflect the truth of what happened whilst I was employed or the hearing itself.
</div>
<div><br />
</div>
<div><strong>This case is now before the Court of Appeal.</strong>
</div>
<div><br />
</div>
<div>Call to Action
</div>
<div>We are raising £250,000 to fund the legal representation required to challenge this decision at the Court of Appeal.
</div>
<div><br />
</div>
<div>If successful, this case will help protect disabled workers across the UK from being dismissed, disbelieved, or ignored by employers and by the Justice system.
</div>
<div><br />
</div>
<div>Please contribute if you can — and share this page now. Every share matters. You can follow my story over on Youtube where I share my experience of this entire process at The Justice Journals TV. And Where I do the deep dive on Publicly available policies that affect the rights of disabled people.
</div>
<div><br />
</div>
<div>What are we trying to achieve?
</div>
<div>This case is not just about me.
</div>
<div>It is about stopping a pattern where:
</div>
<div><br />
</div>
<div>Disabled workers request adjustments
</div>
<div><br />
</div>
<div>Employers fail to provide them
</div>
<div><br />
</div>
<div>Tribunals acknowledge discrimination happened
</div>
<div><br />
</div>
<div>But refuse to provide a remedy
</div>
<div><br />
</div>
<div>If this judgment stands, it becomes harder for every disabled person in the UK to get justice.
</div>
<div><br />
</div>
<div><br />
</div>
<div>If we overturn it, we strengthen the Equality Act for everyone.
</div>
<div><br />
</div>
<div>What is the next step in the case?
</div>
<div>We are now preparing for the Court of Appeal, where the legal errors in the judgment — particularly the ignored evidence and reliance on incorrect and conflicting data — will be reviewed.
</div>
<div><br />
</div>
<div>If required, the case will then proceed to Judicial Review in the High Court.
</div>
<div>This is how systemic change is made.
</div>
<div><br />
</div>
<div>How much are we raising and why?
</div>
<div>We are raising £250.000 to cover:
</div>
<div><br />
</div>
<div>Specialist counsel representation in the Court of Appeal, experienced barristers, solicitors and legal specialists are required.
</div>
<div><br />
</div>
<div>Preparation of legal submissions and evidence analysis
</div>
<div><br />
</div>
<div>Court fees and expert support if required
</div>
<div><br />
</div>
<div>No funds go to personal compensation. This is public interest legal action.
</div>
<div><br />
</div>
<div>BIG Thank you
</div>
<div>Thank you for reading, supporting, sharing, and believing that justice should mean something especially to vulnerable people like disabled people that need it most.
</div>
<div><br />
</div>
<div><br />
</div>
<div>Your support helps ensure that discrimination cannot simply be ignored.
</div>
<div><br />
</div>
<div>And that those and those systems that ignore it or try to reproduce it as something else, are brought to the same legal scrutiny.
</div>

Challenging Disability Discrimination and Evidence Suppress

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