For more than four years, Tom Boyd, a 28-year-old autistic man, found purpose and community at the Waitrose supermarket in Cheadle Hulme, Greater Manchester. Twice a week, Tom, accompanied by his support worker, would don his green apron and set about stacking shelves and tidying aisles—a routine that garnered him praise from store managers and, perhaps most importantly, gave him a sense of belonging. His commitment was unwavering: over 600 hours volunteered, all unpaid and all, as his mother Frances Boyd put it, "purely because he wanted to belong, contribute, and make a difference," according to BBC News.
But in July 2025, this story took an unexpected turn. Frances asked the supermarket if Tom might be considered for a few paid hours, a small recognition for his years of dedication. Instead, Waitrose's head office responded by telling Tom he could not return to the store at all. The reason? He "couldn't perform the whole role," Frances was told. The abruptness of the decision left the family reeling. "He deserved better," Frances wrote in a now widely shared Facebook post. "He deserved kindness, respect and the chance for all his hard work to mean something." She added, "No-one should be made to feel their contribution doesn't matter, especially someone who's given so much of themselves for so long."
The news quickly spread beyond the aisles of Cheadle Hulme. Greater Manchester mayor Andy Burnham called Tom's treatment "truly terrible" and threw his support behind the family, promising to help Tom find another placement and urging all employers to sign up to the new Bee Neuroinclusive Code of Practice. Burnham's post on X (formerly Twitter) amplified the family's story and sparked a wider conversation about the rights and recognition of neurodivergent workers in the UK.
Waitrose, for its part, was quick to point to its record of inclusivity. A company spokesperson told several outlets, including Personnel Today, "We care deeply about helping people into the workplace who might otherwise not be given a chance. As such, we warmly welcomed Tom and his support worker into our Cheadle Hulme branch to gain experience and build his confidence." The spokesperson added, "We are sorry to hear of Tom's story and whilst we cannot comment on individual cases, we are investigating as a priority."
The supermarket chain also emphasized its partnerships with charities and its experience in making reasonable adjustments for employees with disabilities. However, the initial decision—and the manner in which it was communicated—cast a shadow over these claims. Frances Boyd noted that Tom received "no apology, no thanks, and no recognition for his commitment. Just silence." She told BBC News, "We feel deeply let down."
In the days that followed, the story gathered momentum. Legal experts weighed in, highlighting the sometimes-blurry line between volunteering and employment. Katherine Cooke, a senior associate in employment law at Higgs, explained to Personnel Today that if Tom's work was similar to that of paid employees and directly benefited the company, he might have been entitled to at least the national minimum wage. More broadly, the Equality Act 2010—which mandates reasonable adjustments for disabled employees—does not typically protect volunteers, unless an employment relationship can be established. Frances Boyd, for her part, called for stronger legal protections for volunteers, arguing, "They can be terminated at any time and that's not really the way we should be moving forward in society today."
Beyond the legal complexities, the heart of the debate was about dignity, respect, and opportunity for neurodivergent people in the workforce. Only about one in three autistic people in the UK are currently in paid employment, according to government figures cited by Personnel Today. Josie Broadstock, a senior HR and employment law executive at Altum HR, observed, "Internships, volunteering and work experience placements all have their place in this process – but they should always be stepping stones, with the final destination being paid employment." Tom Purser, CEO of Autism Action, agreed, stating that autistic people "have the right to be in paid work and to be valued and recognised for their efforts and labour."
As the outcry grew, Waitrose reversed its decision. On October 24, 2025, the company offered Tom a paid position and said it was working with his family and a charity to support his return, as reported by BBC News and Personnel Today. "We'd like to welcome Tom back, in paid employment, and are seeking support from his family and the charity to do so. We hope to see him back with us very soon," a Waitrose spokesperson said. Frances Boyd confirmed they were considering the offer carefully, weighing whether returning was in Tom's best interests, and that further discussions with the supermarket were ongoing.
Meanwhile, the story took another twist. Rival supermarket Asda, which operates a supported internship program for people with learning disabilities in partnership with DFN Project Search, reached out to Tom and offered him a paid role at its Cheadle Hulme store. An Asda spokesperson told Personnel Today, "When we heard about Tom and his desire to find meaningful work, we knew he’d be a fantastic fit and we are delighted to offer him a role at his local store." The company emphasized its commitment to flexible support and understanding for neurodivergent employees, with employment lawyer Jo Martin noting, "Employers should remember that ‘if you meet one person with autism, you’ve met one person with autism’, as the condition differs across the spectrum for each and every autistic person."
Tom's journey has ignited discussion not just about individual rights, but about the broader responsibilities of employers. Angela Matthews, director of public policy and research at the Business Disability Forum, stressed that "reasonable adjustments are often the difference between a disabled employee thriving or just surviving at work – or worse, falling out of the workplace altogether." The consensus among advocates and experts is clear: workplaces must do more to support neurodivergent employees, moving beyond token gestures to genuine inclusion and recognition.
For Tom Boyd and his family, the past few months have been a whirlwind. Frances, who has been "overwhelmed" by the outpouring of public support, has now accepted Andy Burnham's invitation to become an advocate for neuroinclusion in the workplace. As they consider Tom's next steps—whether at Waitrose, Asda, or elsewhere—their story stands as a powerful reminder: every contribution matters, and every worker deserves to be seen, valued, and given a fair chance.
