Recent media coverage has brought to light the case of Tom Boyd, a 27-year-old man with severe autism who volunteered at Waitrose for over four years, contributing more than 600 hours of unpaid work. The story, first reported by The Times and later covered by Personnel Today, Edward Fennell’s LEGAL DIARY, and The Grocer, has sparked widespread concern over how businesses engage with neurodivergent individuals in the workplace.
Tom, who was supported by carers during his shifts, was praised by colleagues for his dedication and work ethic. However, when his family approached Waitrose to request a few paid hours in recognition of his contribution, the supermarket reportedly ended his volunteering arrangement. His mother, Frances Boyd, described the decision as heartbreaking, noting that Tom had “absolutely loved” his role and missed being part of the team.
The situation prompted public outcry and support from Greater Manchester Mayor Andy Burnham, who described Tom’s treatment as “truly terrible.” Asda responded by offering Tom a paid role, and Waitrose has since issued a statement expressing its desire to welcome him back in a paid capacity, pending discussions with his family and support charity.
Jo Martin, an employment lawyer at Bellevue Law, commented:
“I’m concerned that Tom has contributed valuable work to Waitrose for years without pay, despite this not appearing to meet the criteria for genuine work experience or volunteering. Given his autism, it’s understandable that he relied on his mother for advocacy, and I hope Waitrose reconsiders the situation promptly, taking both their perspectives and employment law into account.”
She added:
“Changing routine can be difficult for people with autism, so it is reassuring to see that Asda have the credentials and experience to back up their offer to Tom, including making it clear that they will be flexible if he struggles whilst adjusting.
Employers should remember that ‘if you meet one person with autism, you’ve met one person with autism’, as the condition differs across the spectrum for each and every autistic person.
I’d recommend taking the time to get to know your neurodivergent staff, find out what they struggle with, what they excel at, and keep an open mind about how best to accommodate them.”
This case highlights the importance of clear policies around volunteering, reasonable adjustments, and inclusive employment practices, particularly when engaging individuals with disabilities. Employers must ensure that well-intentioned initiatives do not inadvertently exploit vulnerable individuals, and that legal protections under the Equality Act 2010 are upheld.
See the full articles here:
Autistic man let go by Waitrose secures job at Asda
Edward Fennell’s LEGAL DIARY – The Legal Diary
How Waitrose’s good intentions became a PR disaster | Comment & Opinion | The Grocer
