Bosses can’t always insist employees appear on camera
A recent employment tribunal case has highlighted an important workplace issue: requiring employees to keep their cameras on during virtual meetings can amount to disability discrimination.
Requiring “camera-on” can exclude workers with anxiety. Employers may need reasonable adjustments.
In the case, Laura Tait, a travel consultant at Holiday Extras, reported feeling overwhelmed by a directive to remain on camera due to anxiety. The tribunal found that her employer did not make the “reasonable adjustments” required under disability discrimination law, such as allowing her to participate with her camera off.
The tribunal also noted that Ms Tait was left with “substantial disadvantages in the workplace” because the company failed to adapt the expectation to her needs.
This isn’t just about comfort, it’s about fairness, inclusion, and legal risk. Employers may feel cameras create engagement, but the human impact (especially for those with anxiety or other disabilities) can be significant.
✅ What should employers do?
- Treat camera requirements as flexible, not absolute
- Consider individual adjustments case-by-case
- Create meeting norms that don’t punish participation without video
If you manage teams, ask yourself: Is camera-on a preference, or a requirement that could exclude someone?
Policy note (what good looks like):
If you’re updating your team’s remote-work policy, consider adding language like: “Attendance on virtual meetings will be managed with reasonable flexibility. Employees may opt to keep cameras off, where this supports disability-related needs or wellbeing, and where appropriate reasonable adjustments can be made (e.g., cameras optional, participation via audio/chat, or alternative check-in formats).”
It’s a simple line, but it can help prevent exclusion and demonstrate compliance when adjustments are needed.