Waitrose Faces Backlash After Dropping Autistic Volunteer Despite 600+ Hours of Service
Four Years of Tireless Volunteering
Tom Boyd, 27, dedicated over four years volunteering twice a week at Waitrose’s Cheadle Hulme store. From 9:30am to 2pm, he stacked shelves and unloaded stock with the enthusiasm and effort of a full-time worker.
His mum, Frances Boyd, revealed on Facebook that Tom’s commitment was “purely because he wanted to belong, contribute and make a difference.”
Waitrose Snubs Plea for Paid Job
Everything changed when Frances asked Waitrose to turn Tom’s volunteer work into a paid role. The store passed the request up to head office, who apparently fretted about how much free labour Tom had already given.
Since then, Tom hasn’t worked for two months. Frances hasn’t told him why, worried it would break his heart.
“He’s been doing it for four years, so why can’t that continue?” she demanded. Despite carers supporting communication, Waitrose refused paid work, claiming Tom “couldn’t do the full role.”
Yet Frances points out others at the same store get paid without meeting every job criterion.
Social Media Erupts in Outrage
Fans and fellow volunteers took to social platforms to slam Waitrose’s decision. One Facebook user wrote:
“This is disgusting. I bet he is heartbroken. I know how hard you work to give him a routine and independence.”
On Instagram, another blasted:
“This seems completely illegal! Four years of ‘work experience’ is exploitation. This is a business making millions and it’s disgraceful.”
The uproar led to calls for legal action and accusations of exploitation and discrimination against the supermarket giant.
Waitrose Claims Inclusivity, Launches Investigation
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 Angle
Under the Equality Act 2010, employers must not discriminate against disabled people. They must also make reasonable adjustments — like flexible hours or special equipment — to support them in the workplace.
