Buried But Legally Binding: How Police Scotland’s Neurodiversity Protocol Was Active During Kevin’s Case—and Ignored.

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Police Scotland’s internal policy Disability in Employment V7.00, published on 01 July 2021, mandates specific actions for neurodivergent employees. Yet during PC Kevin Reid’s HR ordeal, every clause was breached. This post reveals how the policy was buried through FOI, disclaimed in public, yet remains legally binding, and how Kevin’s case exposes systemic misconduct.

📅 Timeline Overlay: Policy vs. Kevin’s Case

EventDateRelevance V7.00 Published 01 July 2021FOI release; active policy Kevin’s HR incidents 2022–2024 All occurred while V7.00 was in force PSD response: “No criminality” 2024 Contradicts policy mandates Blog post published August 2025Strategic reframing before institutional spin

⚖️ Contradiction Table: FOI Disclaimer vs. Policy Mandates

FOI Disclaimer Internal Policy Language“Should not be utilised as guidance… “Managers must ensure adjustments are implemented. “May have been redacted… “We will not accept unfair treatment of disabled staff. “Not for instruction… “We have a legal duty to make Reasonable Adjustments.”

This contradiction is a containment tactic: bury the duty, disclaim the breach.

🧠 Neurodivergent Duties Breached in Kevin’s Case

• No OH referral despite deterioration

• No Access to Work engagement

• No SCoPE logging of disability or adjustments

• No PEEP or risk assessment

• Disability data mishandled and shared without consent

• Coercive pension tactics used mid-investigation

Each breach is a procedural confession.

📚 Case Law Overlay

1. McQueen v General Optical Council (2023)

• Tribunal rejected disability causation—but awarded £20,000 for victimisation.

• Shows that even if primary claims fail, procedural sabotage can trigger damages 👉 Read the case summary

2. Scottish Government Tribunal (2023)

• The employee won a direct discrimination case due to a lack of equipment.

• Reinforces that failure to implement adjustments = breach 👉 Personnel Today coverage.

3. Womble Bond Dickinson Update (2023)

• Neurodivergent employees are likely to be classified as having a disability under the Equality Act 2010.

• Employers must make reasonable adjustments or face tribunal risk 👉 2023 neurodiversity tribunal roundup

📣 Call to Action

Legal firms, HR departments, and Police Scotland must answer:

“Why was V7.00 buried in FOI logs while Kevin’s rights were denied?”

Were you another Neurodivergent Police officer hoodwinked by the very same PS HR department or trainers who told you from Tullyallan that SOPs are your bible and we are your GOD? If this was what you were told, it was a lie. Nothing beats SOPS like the Equality Act 2010. Simply email for further advice, don't trust the fed reps!