A devoted autistic volunteer has been left high and dry by Waitrose after giving over 600 hours of unpaid toil — only for the supermarket to snub his mum’s request for paid work.
Four Years of Tireless Volunteering
Tom Boyd, 27, spent more than four years volunteering twice a week at Waitrose’s Cheadle Hulme store. From 9.30am to 2pm, he stacked shelves and unloaded stock with all the heart and effort of a full-time employee.
His mum, Frances Boyd, revealed on Facebook that Tom’s work was “purely because he wanted to belong, contribute and make a difference.”
Pay or No Way? Waitrose Pulls The Plug
Everything changed when Frances asked if Tom could be given a paid role. The branch took the request up with head office, who reportedly fretted about how much free labour Tom had already provided.
Since then, Tom hasn’t worked for two months. Frances hasn’t told him why, fearing it would break his heart.
“He’s been doing it for four years, so why can’t that continue?” she questioned. Even with communication support from carers, Waitrose refused to offer paid work, claiming Tom “couldn’t do the full role.”
Yet Frances points out others in the same store get paid without ticking every box of the job description.
Public Outrage Grows
Social media lit up in anger. One Facebook user said:
“This is disgusting. I bet he is heartbroken. I know how hard you work to give him a routine and independence.”
Another on Instagram slammed the supermarket:
“This seems completely illegal! Four years of ‘work experience’ is exploitation. This is a business making millions and it’s disgraceful.”
Many called for legal advice and accused Waitrose of unfair and exploitative treatment.
Waitrose Responds
A Waitrose spokesperson said: “We work hard to be an inclusive employer. We partner with charities to provide work experience and make reasonable adjustments to support all colleagues.
“We are sorry to hear of Tom’s story and, while we cannot comment on individual cases, we are investigating as a priority.”
The Legal Background
Under the Equality Act 2010, employers must not discriminate against disabled people and must make reasonable adjustments, such as flexible hours or special equipment, to support them.
