What began as a routine sick leave quietly turned into one of the most unusual workplace cases the internet has seen. An IT employee who stayed on medical leave for nearly 15 years — while continuing to receive most of his salary — is now in the spotlight for suing his own employer over pay hikes, without ever returning to work. The case has sparked intense debate around employee rights, corporate responsibility, and where compassion at work should reasonably draw the line.
Imagine taking a 15-year sick leave — not just a few months or even a few years. Imagine your employer continuing to pay you 75% of your salary every year for the entire duration, right up until retirement. This would seem like an exceptional safety net to most people. However, it was still insufficient for one IT worker.
This is the unique and very real story of Ian Clifford and IBM, a case that has ignited debate around workplace support, employee rights, and the boundaries of fairness.
Who Is Ian Clifford?
Due to mental health concerns, UK-based software engineer Ian Clifford took sick leave from IBM in September 2008. His health deteriorated over time, and he was later diagnosed with a serious condition that prevented him from returning to work.
Why Did He File A Lawsuit Against IBM?
In 2013, Clifford filed a formal lawsuit after being out of work for over five years. His complaint was that he had not received any pay increases and that his salary had been frozen during his sick leave.
Later that year, IBM and Clifford reached an agreement. He was enrolled in the company’s Sickness and Accident Plan, which guaranteed him 75% of his last drawn salary annually until he turned 65.
What Was Included In The Settlement?
Clifford began receiving more than £54,000 per year, based on his salary at the time. According to reports, he could earn nearly £1.5 million between 2008 and his retirement without returning to work. IBM also paid him additional compensation to settle claims related to holiday pay.
Why Did He File Another Lawsuit After Almost Ten Years?
In 2022, over a decade after the settlement, Clifford approached an employment tribunal again. This time, he accused IBM of disability discrimination, arguing that his yearly payments had not been increased to match inflation since 2013, reducing their real-world value over time.
What Was The Court’s Decision?
The tribunal dismissed his claim in 2023. The judge ruled that the lifetime payment plan was a “very substantial benefit” and represented favourable treatment made possible because of his illness. The court noted that such an arrangement was not available to other employees.
The ruling made it clear that not receiving additional benefits on top of an exceptional, illness-specific arrangement does not amount to discrimination.
Why Are So Many People Shocked By This Case?
For most working professionals — especially in high-pressure sectors like IT, where annual appraisals are the norm — this case feels almost surreal. It highlights how attempts to balance compassion, fairness, and business responsibility can sometimes lead to the most unexpected legal battles.
Conclusion
This case sits at the uncomfortable intersection of empathy and accountability. While workplace support systems exist to protect employees in genuine need, the Ian Clifford case raises tough questions about where support ends and entitlement begins. For many, it serves as a reminder that even well-intended corporate policies can spiral into complex legal and ethical debates when stretched to their limits.
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