In a case that has garnered significant attention, Ian Clifford, a terminally ill IBM worker, recently spoke out about his legal battle against the tech giant. Clifford, who has been on sick leave since 2008 due to mental health issues and later diagnosed with stage four leukaemia in 2012, filed a lawsuit against IBM for not raising his £54,000 annual salary for the 15 years he has been on sick leave. Despite the court’s dismissal of his claim, Clifford passionately argues that wanting a pay rise when facing a terminal illness is not a matter of greed but one of securing his family’s financial future.
Ian Clifford’s story is one of resilience and determination in the face of adversity. In 2000, he began working for Lotus Development, a US software company acquired by IBM for around £3 billion. However, his life took a drastic turn in 2008 when he was forced to take sick leave due to mental health issues. Later, in 2012, he received the devastating diagnosis of stage four leukaemia. Despite these challenges, Clifford was guaranteed a £54,000 annual salary until the age of 65 under IBM’s health plan, providing him with some financial stability.
Last year, Ian Clifford decided to take legal action against IBM, alleging disability discrimination. He claimed that the company had not reviewed his salary since 2013, despite his deteriorating health and the effects of inflation. In his defense, Clifford argued that this failure to increase his salary amounted to unfavorable treatment compared to non-disabled employees. He also highlighted that his salary played a crucial role in supporting his family, especially with his son’s impending university education.
In response to Clifford’s claims, IBM defended its position by pointing out that its disability plan, which Clifford was on, is designed to provide financial security to employees unable to work due to disability. Under this plan, employees continue to receive 75% of their agreed earnings until recovery, retirement, or death. The plan’s terms remained fixed for more than 30 years or until the employee reached retirement age. Therefore, the company argued that it was not disability discrimination, but rather a generous benefit exclusively for disabled employees.
The Employment Tribunal in Reading, Berkshire, ultimately dismissed Clifford’s case, stating that the disability plan was designed to be more favorable to disabled employees and, as such, did not constitute discrimination. The court held that even if the value of the payments decreased over time due to inflation, it was still a substantial benefit.
Speaking out for the first time since the ruling, Ian Clifford expressed his concerns about his family’s financial future. He emphasized that his salary was not just about his own well-being but also ensuring that his son had the opportunity to pursue higher education. Clifford pointed out that the amounts he received were gross and subject to national insurance payments. He mentioned the financial strain caused by being sick and the fact that mortgages and other financial responsibilities don’t decrease because of illness.
The case of Ian Clifford has shed light on the complex and emotional challenges faced by individuals dealing with terminal illnesses. While the legal battle did not result in the outcome he had hoped for, Clifford’s determination to secure his family’s future remains unwavering. His story raises important questions about the responsibilities of employers in supporting employees facing life-altering health conditions and the broader issue of disability discrimination in the workplace.
It serves as a reminder that compassion and understanding are essential when dealing with individuals who are battling severe illnesses, and that financial security can play a crucial role in alleviating some of the burdens they face. As Ian Clifford continues to fight for what he believes is fair, his case has ignited a conversation about the intersection of health, employment, and financial stability, prompting us to reflect on how we can better support those in similar situations.