The Equality Act 2010 defines a disability as “a physical or mental impairment which has a substantial and long-term adverse effect on … normal day-to-day activities."  Dyslexia can affect people to varying degrees and therefore is difficult to define with certainty to what extent a person's dyslexia meets the requirements of the Act.  This case is an important illustration that employers should consider making reasonable adjustments in circumstances where the employee may have dyslexia which would be seen to meet the these requirements. A company that is famed for writing customers names incorrectly on their cups perhaps should have been a little more alive to the sensitivity of this issue.