Accenture knew I had Endometriosis and terminated my employment
Accenture knew I had Endometriosis and terminated my employment
Latest: June 24, 2026
Parliamentary Inquiry into Endometriosis in the Workplace - submit your evidence
Submit evidence to the Inquiry
Right now you have a hugely important opportunity to share your experience of Endometriosis in the workplace for Parliament.
The All Party Parliamentary Group (APPG) on Eā¦
Read moreWho am I?
Hello there, let's start with telling you a bit about me. I consider myself to be a friendly, hardworking and ambitious woman with integrity, from humble beginnings on a council estate in the London Borough of Camden. For almost a decade I worked at global management consulting firm Accenture whilst also running the education charity RISE, which I set up after completing the Teach First graduate programme in London.
A Senior Manager at Accenture nominated me for the renowned Asian Women of Achievement Awards, which I won. The judges said “Sanju is an inspirational figure…she has ambitions for society and herself, balancing a career at Accenture with her charity RISE. We were inspired by the story of this brilliant young woman who has applied her training as a teacher to improving the lives of children, and inspiring others to volunteer."
This award led to me being invited to meet Her Late Majesty the Queen at a Reception for 'Youth, Education and the Commonwealth' at Buckingham Palace (see photo above). I was also profiled in the UK’s Department for Business, Innovation and Skills' publication on Inspirational Women in Business, where I talked about my ambition to make Managing Director at Accenture one day.
But just before my 10 year anniversary at Accenture UK, I received a letter that changed the course of my life. It came out of the blue and was simply entitled "Invitation to meeting”. I was being asked to meet with the Managing Director of my practice area in Financial Services called ‘Talent and Organisation’, specialising in people and culture.
The letter stated “I must forewarn you that there is a possibility that you may be dismissed”. I felt sick to my stomach. I was confused and in total shock. Just 3 months prior I had completed a phased return to work after having surgery to remove painful cysts on my ovaries caused by Endometriosis, which Accenture knew about.
My HR Reps and Career Counsellor at Accenture were aware that I had endometriosis, a chronic condition affecting around 1.5 million women in the UK, which you can read about on the Endometriosis UK website here. However, instead of supporting me to go for promotion to Senior Manager (SM) and making adjustments for my health issues, they used my condition against me (see email below).
How I was dismissed from Accenture UK
The meeting I had been invited to with the Managing Director, also attended by the Head of HR in Financial Services at Accenture UK, was one of the most awful experiences of my life. The lead up to it was one of indescribable trepidation mixed in with bouts of courage that I could persuade them not to dismiss me.
I did so much prep and compiled copies of sick notes, occupational health reports and positive feedback from line managers to prove I was a high performer on the path to promotion to Senior Manager, that had been affected because of extended sick leave. I tried to save the job that had become my life and my identity. But sadly my faith in this organisation, which I had given my heart and soul to for almost 10 years, was to be shaken.
In the meeting I was told that I was being terminated for poor performance yet I had not been put on a performance improvement plan. I had been excelling in my role (see below) but neither the Managing Director nor HR had taken any feedback from my line manager.
No adjustment had been made to key metrics (TAL - Time At Level, and Chargeability), to take into account my sick leave, phased return and role restrictions after the operation I had due to endometriosis. I told them of the challenging time I was having with my health. They told me that I was terminated with immediate effect.
The termination letter I received minutes after the meeting did not state any reasons for my dismissal. It also did not inform me of the right to appeal the decision or refer to the policy that was being followed. When I asked the HR Director to share the relevant policy she replied "There isn't actually a performance achievement policy - it's more of a framework." Accenture did not put me through a disciplinary procedure for misconduct yet after my dismissal they began referring to the meeting as a 'disciplinary hearing'.
I submitted an appeal letter 1 week after I was terminated. I still had a degree of faith that the decision could be overturned by an independent panel. Ahead of my internal appeal hearing I submitted a 15 page statement which the panel had not read. I asked them to adjourn the hearing to read it but they refused. I was then grilled for 2 hours - it was worse than the termination meeting. That night I had my first panic attack.
After enduring a 2 month wait, I received the outcome of my appeal. The Managing Director who had chaired the appeal panel stated "I have concluded that the original decision of dismissal on the grounds of poor performance should be up-held and that the process used to arrive at this decision was fair and consistent with the company’s Disciplinary and Appeals Policy ". I could not believe this was the finding when I had not ever been told that I was under disciplinary action. It was devastating.
So with the support of my dad, mum and sister (see photo below), I took Accenture UK to Employment Tribunal.
Taking Accenture UK to Employment Tribunal
I could never have imagined the emotional and mental challenge that followed in pursuing legal proceedings. I worked closely with my lawyer at every stage of the case, from writing the particulars of claim and reviewing key documents to preparing for multiple preliminary hearings. I analysed around 3000 pages of evidence, wrote a 10 page Disability Impact Statement, wrote a 150 page witness statement, reviewed 164 pages of Accenture's witness statements and input into our cross-examination strategy.
It was an agonising battle all the way to a 9 day hearing at Employment Tribunal in May 2022, having turned down a settlement offer on principle. I experienced a gruelling 2 days on the witness stand and heard dubious testimony from 6 witnesses at Accenture, including 3 Managing Directors, which the Ham & High newspaper reported on. The cover photo above, by Archant, is of me outside the London Central Employment Tribunal at Victory House in Holborn.
The Judgement makes for difficult reading but I won my claim for Unfair Dismissal and share a key paragraph regarding Accenture UK (the Respondent):
“We are surprised, given that the respondent is a large and well- resourced employer, that this discrepancy between policy and practice exists. Going forwards, we think that the respondent would be well advised to put in place for performance dismissals a policy which actually reflects the approach it takes... We therefore consider that that non-alignment was not only unreasonable but also renders the dismissal unfair.”
However, despite winning my claim for Unfair Dismissal, my compensation was reduced by 100% and my claim for Disability Discrimination failed so I am appealing to the Employment Appeal Tribunal.
Next steps in the case
When the Employment Appeal Tribunal reviews an appeal, it does what is known as a sift. If an appeal doesn’t pass the sift, then it is possible to request for an Employment Appeal Judge to hear why the appeal should be allowed to proceed. This is the stage we are at and it is vital to succeed in this hearing, known as a 3(10) hearing, on 5 September 2024.
How you can help
I am asking for your help to initially raise £15,000 on CrowdJustice to cover the costs of my legal team to prepare for and attend the 3(10) appeal hearing on 5 September 2024.
Over the last 5 years I have privately funded all expenses related to the case but to continue this fight for justice and change workplace procedures for employees with endometriosis, I now need your financial help in this 'David and Goliath' type battle against Accenture UK.
Summary of the case
I am appealing against the decision of the London Central Employment Tribunal. It was decided that I was unfairly dismissed but a 'Polkey reduction' of 100% was made to my compensatory award. The Tribunal found that the failures in procedure would not have made a difference to the termination of my employment, despite Accenture not having used a fair capability process when dismissing me. The only compensation that was agreed was a Basic Award for Unfair Dismissal of £4,725, which remains unpaid by Accenture.
I have sciatica, asthma and endometriosis, which was diagnosed after having surgery that was debilitating. I was on sick leave and then a phased return which ended just 3 months before I was sent the letter about dismissal. Endometriosis is a chronic condition the symptoms of which I was struggling with prior to my dismissal, yet I was found not to be disabled in law due to this condition. We want to challenge that my endometriosis is a disability.
The Tribunal found that Accenture had no knowledge of my endometriosis, but this isn’t consistent with the occupational health report or an email from a Managing Director to Employee Relations. They sent an email (see below) on 30 October 2019 after conducting my Appeal Hearing which shows that there was actual and constructive knowledge of my disability.
For much of the period that my performance was assessed over, I was on sick leave or phased return and suffering from abdominal pain, irregular bleeding, fatigue and frequent micturition amongst other symptoms, due to my endometriosis. We want to argue that this affected my dismissal under section 15 of the Equality Act 2010, which is ‘discrimination arising from disability’. My case could be a turning point in the treatment of women with endometriosis in the workplace.
Accenture operates on a 'progression-based model' ("up or elsewhere"). If you are not ready for promotion from your select peer group within a specific timeframe, known as TAL (Time At Level), you can be dismissed. This is the case even when you've been off sick or on a phased return as metrics such as TAL and chargeability are not adjusted (see email below).
The Tribunal held that that not demonstrating readiness for promotion within the defined time period was underperformance. In everyday life people aren’t judged on their ability to perform a job at the next level up, they are judged against their ability to do their current job. With the help of my legal team, I want to challenge the fairness of this cutthroat model which exists in the consulting sector.
I would really appreciate your support in my case. It is an important battle for women with endometriosis and employees in consulting firms.
Having the courage to speak up about how Accenture treated me has already created change by ensuring they now implement a coherent policy for performance dismissals so that employees are treated fairly. Continuing my case has the power to make a change in the workplace for women suffering with endometriosis, which is a life long condition.
Endometriosis developments in the UK
Here is a timeline on action taken by the government to raise awareness of endometriosis as a condition, to understand the impact it can have on a woman's life and to recommend support that should be provided in the workplace to women with endometriosis:
April 2018: The All-Party Parliamentary Group (APPG) on Endometriosis was launched to raise awareness of endometriosis in Parliament. Read more here.
October 2019: The House of Commons prepared a Research Briefing 'Endometriosis Workplace Support', download it here.
October 2019: Alec Shelbrooke MP led a Parliamentary debate on endometriosis and workplace support, sharing stories of women in response to a digital survey from the House of Commons calling for public contributions.
October 2020: A published inquiry by the APPG on Endometriosis highlighted the impact endometriosis can have on all aspects of a person’s life. Read the report here.
November 2021: The Petitions Committee scheduled a debate on a petition relating to research into endometriosis and polycystic ovary syndrome. See the debate here or read the transcript here.
December 2021: Endometriosis UK provided written evidence on health assessments for benefits from the Department for Work and Pensions. Read the document here.
February 2022: The House of Commons considered the matter of supporting people with endometriosis in the workplace. Read the transcript of the debate here.
July 2023: The Women and Equalities Committee launched a new inquiry to understand the challenges women face during diagnosis and treatment of reproductive health issues including endometriosis. Read more here.
May 2024: The House of Commons considered the matter of endometriosis education in schools. Read the transcript of the debate here.
Life since I was dismissed from Accenture UK
The past 5 years, since my employment was terminated, have been extremely challenging for me. At times very dark. For a long time after my dismissal I did not feel able to talk about it. I felt so ashamed. These feelings of humiliation and fear were compounded by the character assassination that Accenture used throughout legal proceedings. Their lawyers also made repeated references to a 'costs application' to pay their legal costs, so that I would withdraw my case. I found this very difficult to deal with.
Since my dismissal I have struggled with insomnia and panic attacks at night. I suffered from oedema, swelling of my face, due to poor sleep caused by the stress of the disclosure process, which is when thousands of pages of evidence was exchanged between me and Accenture for the first time.
I experienced severe depression due to the sudden termination of a job that defined my identity and self worth. Writing my story on CrowdJustice is something I am able to do now only because of the work I have consistently done to improve my mental health. I continue to have counselling to build back my resilience and confidence.
I have tried to move forward with my life. I applied for a scholarship to study a Master of Arts in Law part-time at the University of Law and worked hard to pass with Distinction last year. This year I plucked up the courage to launch Something for the Soul, my new podcast where Founders and CEOs of social enterprises in education across the globe lean into their vulnerability and share a challenge they have worked through.
I have also continued in my role as Trustee of RISE, leading the charity through the pandemic, for which I was recognised by the Teach for All Global Learning Lab, to its recent 15th year anniversary which we marked with this video of our vision for literacy in rural India.
However, I remain unemployed on 'Employment & Support Allowance' due to my long term medical conditions. Accenture terminating my employment in the manner that they did has had a huge detrimental affect on my life that I would not wish for anyone.
Please make a donation to help me to keep going with this case, it's the only way to ensure that well resourced employers like Accenture follow policies to support their employees rather than dismissing them. Your donations will help in this fight against disability discrimination so that other women with endometriosis do not suffer the same fate as me.
Thank you for reading
I am truly grateful to you for reading about my case. Please do make a contribution, and share this page with your friends and colleagues so that they can consider making a pledge too. Your donations will help so much and they go directly to the law firm representing me.
You can subscribe to updates on my case by clicking Yes to 'Keep me updated' when you make a pledge.
We are stronger together. If you are affected by anything I've written and would like to contact me please feel free do so via email at [email protected], through my LinkedIn page here or on Instagram.
Thank you so much,
Sanju
Sanju Pal
June 24, 2026
Parliamentary Inquiry into Endometriosis in the Workplace - submit your evidence
Submit evidence to the Inquiry
Right now you have a hugely important opportunity to share your experience of Endometriosis in the workplace for Parliament.
The All Party Parliamentary Group (APPG) on Endometriosis has launched an Inquiry, which is calling for evidence from anyone with an experience of the condition.
Minister Sharon Hodgson MP has committed to reviewing the recommendations from the Inquiry, which will be published in just a few months on 14 October 2026.
Share this link to the survey so that the millions of employees with Endometriosis, employers, occupational health, HR and healthcare practitioners across the UK have a chance to respond to the survey.
The call for written evidence closes in one month on 24 July 2026 at 12pm noon.
Sign the petition
I have launched a petition to “Add gynaecological conditions e.g. Endometriosis to Equality Act 2010 Guidance”; calling on the UK government to include endometriosis, adenomyosis, fibroids, PCOS, PMDD, menopause & menstrual disorders as “impairments with fluctuating or recurring effects” in the definition of disability.
We reached 10,000 signatures within a few days and are awaiting a response from the Government. In order for a Parliamentary debate to be called on the petition we need 100,000 signatures. The petition is open until 27 September 2026. Sign and share the petition here.
Hear my story
I was invited to the extraordinary Overlooked: Women’s Health Can’t Wait podcast by award winning journalist Golda Arthur.
You can listen to ‘The cost of Endometriosis’ wherever you listen to your podcasts or on YouTube here.
We’re stronger together.
Onwards and upwards šŖš½
Sanju x x
In Parliament for an Oral Evidence Session with Kirsteen Sullivan MP, Chair of the APPG Endometriosis in the Workplace Inquiry, and some wonderful Endo sisters.
Sanju Pal
April 29, 2026
Pal v Accenture UK Ltd: driving workplace equality for women in the UK
Today marks 100 days of the ‘Pal v Accenture UK Ltd’ high court judgment that is driving women’s workplace equality in the UK.
I was unfairly dismissed by Accenture in 2019 while struggling with endometriosis. The injustice I suffered at the hands of a global management consulting firm that I dedicated 10 years of my life to is the story of too many women.
It is a national crisis.
1 in 6 women with endometriosis are forced to leave work because of their symptoms. Behind this statistic are the heartbreaking stories of women struggling every day to get the support they need in the workplace.
The fact is that currently employers in the UK are not under any legal obligation to provide a reasonable adjustment unless an employee is disabled under the Equality Act 2010.
That is why I have launched the petition to “Add gynaecological conditions e.g. Endometriosis to Equality Act 2010 Guidance”; calling on the UK government to include endometriosis, adenomyosis, fibroids, PCOS, PMDD, menopause & menstrual disorders as “impairments with fluctuating or recurring effects” in the definition of disability.
A change in legal guidance on the Equality Act 2010 would formalise the framework for employers to assess disability due to endometriosis and provide reasonable adjustments. Crucially, it will enable employees to advocate for their legal rights, particularly in meetings where they are told they are at risk of dismissal.
Last week the All Party Parliamentary Group (APPG), chaired by Kirsteen Sullivan MP, launched an Inquiry into Endometriosis in the Workplace. This is a chance for any employee with endometriosis to anonymously share your experience at work, which will help shape recommendations by the government.
There has been much progress over the past 100 days since my landmark judgment was handed down on 19 January 2026, but my battle for justice continues. You can watch
The Guilty Feminist live show on Endometriosis where I talk about the next stage of my legal crusade.
I am one woman fighting against a global corporate. I need your help now more than ever to uphold justice in this David and Goliath battle against Accenture.
Please make a donation to my CrowdJustice page to help me cover my legal costs. All funds raised on this platform go directly to the law firm representing me, Kilgannon & Partners.
You can also support my campaign by:
1. Signing the petition to “Add gynaecological conditions e.g. Endometriosis to Equality Act 2010 Guidance”.
2. Participating in the Inquiry into Endometriosis in the Workplace - the call for evidence will close on 24 July 2026.
3. Watching The Guilty Feminist live show on Endometriosis I did at The Bloomsbury Theatre.
4. Sharing my posts on Instagram @sanjuthinks.
5. Connecting with me on LinkedIn.
Thank you for all your support šš½
We’re stronger together.
Onwards and upwards šŖš½
Best wishes,
Sanju
29 April 2026: Channel 5 News filming in Rowley Way’s Alexandra Road Park, opposite the Abbey Estate where I grew up in Camden.
Sanju Pal
April 13, 2026
The Guilty Feminist live show on Endometriosis
What started as a lonely battle for justice in 2019 has led to victory and become a legal crusade on behalf of the millions of women who are discriminated against in the workplace.
My case is landmark. It sets legal precedent for endometriosis to be considered as a disability under the Equality Act 2010. It is also the first time anyone has challenged the corporate ‘up or out’ capability model in high court.
‘Pal v Accenture UK Ltd’ is shaking up the nation.
I was honoured to be invited to share my story at The Guilty Feminist live show on Endometriosis at The Bloomsbury Theatre, hosted by my dear friend Deborah Frances-White alongside comedian and fellow endo warrior Heidi Regan.
For this special Guilty Feminist podcast episode I am joined by my local MP Tulip Siddiq who raised my case in Parliament 3 times last month and Dr Rebecca Mallick, Consultant Gynaecologist and Trustee of Endometriosis Foundation.
My life’s work has always been underpinned by social justice but I never thought that I would have to fight a David and Goliath battle against Accenture, one of the world’s largest management consulting firms, for almost 7 years.
I need your help now more than ever. Please make a donation so I can keep fighting for women’s equality in the workplace. I still need to raise a significant amount of funds to cover my legal costs. Your donation will go directly to the law firm representing me, Kilgannon & Partners.
My campaign continues to ensure all debilitating chronic conditions that have a gynaecological source are recognised in the Equality Act 2010 guidance on the definition of disability. So that women are protected in the workplace by law. You can sign my petition here.
If you would like to contact me you can DM me @sanjuthinks on Instagram or email me [email protected]. You can listen to The Guilty Feminist episode on Endometriosis on Spotify and watch it on YouTube here.
“Nevertheless, she persisted.”
We’re stronger together.
Onwards and upwards šŖš½
Best wishes,
Sanju
Sanju Pal
March 27, 2026
Petition: Add gynaecological conditions to Equality Act 2010 Guidance
Today the House of Commons Petitions Committee team published my petition:
“Add gynaecological conditions e.g. Endometriosis to Equality Act 2010 Guidance
We call on the UK government to include gynaecological conditions such as endometriosis, adenomyosis, fibroids, PCOS, PMDD, menopause and menstrual disorders as “impairments with fluctuating or recurring effects” in the Equality Act 2010 Guidance on the definition of disability (published in May 2011).
We think gynaecological conditions must be listed as impairments in the Equality Act 2010 Guidance on Disability. We believe this will ensure employees disabled by debilitating chronic conditions such as Endometriosis are supported with reasonable adjustments and protected against disability discrimination in the workplace by law.”
I could never have imagined the almost 7 year journey that I have been on since I was unfairly dismissed by Accenture while struggling with endometriosis.
A new friend recently said to me “you’ve been through hell and back”. She knows how challenging it’s been because sadly, like too many women in the UK, she is being unlawfully treated and is at risk of losing her job.
This petition is for all of us. “A bold act of defiance and hope” that says no to inequality in the workplace.
The petition could not come on a more special day as I had the privilege of attending the Camden School for Girls Founder’s Day, celebrating 155 years since Frances Mary Buss opened the school in 1871.
I heard so many empowering words, including from Kateryna Law, Headteacher. She told the current students to “Act as a revolutionary”. That they will “always be a Camden student who is not afraid of the transformative power of saying no”.
Indeed, Camden School for Girls gave me the strength and confidence to face the prejudices that suffragist Frances Mary Buss “undoubtedly knew we would have to face” one day.
If you believe in my campaign, please sign the petition to add gynaecological conditions to the Equality Act 2010 Guidance on Disability - https://petition.parliament.uk/petitions/761186.
We’re stronger together.
Onwards and upwards ššš¤š
Best wishes,
Sanju
Sanju Pal
March 3, 2026
Campaign for Justice: Endometriosis in the Workplace
On 19 January 2026 I won my landmark case at the Employment Appeal Tribunal in London that sets legal precedent for Endometriosis to be considered a disability under the Equality Act 2010.
The high court decision in 'Ms S Pal v Accenture UK Ltd' is legally binding. UK employers must follow the judgment on assessing disability discrimination, reasonable adjustments and the 'up or out' corporate capability model.
I was unfairly dismissed by Accenture in 2019 after urgent surgery to remove large, painful endometrioma on my ovaries. 1 in 6 women with endometriosis are forced into unemployment. They suffer loss of earnings yet their claims for disability benefits are rejected.
The call to action is clear: the UK government must include gynaecological conditions such as endometriosis, adenomyosis, fibroids, PCOS, PMDD, menopause and menstrual disorders in their definition of disability.
Advocate for your rights. Join my campaign for fair treatment of the millions of women struggling with chronic health conditions in the workplace.
We're stronger together. Onwards and upwards! šš½
Sanju x
email me [email protected]
DM me on instagram @sanjuthinks
connect with me on linkedin
#endowarrior #disability #rights #justice #action
Sanju Pal
Jan. 26, 2026
BBC Womanās Hour Interview š
It is a week on from the landmark Employment Appeal Tribunal (EAT) judgment being handed down in my legal case against Accenture.
One of the most important things to me is that the judgment be understood and used by women who are disabled due to endometriosis to know the law and their rights in the workplace…
…and by employers so they can better understand endometriosis and how to support employees with endometriosis as a disability to do well through reasonable adjustments and fair capability procedures.
BBC Radio 4 Woman’s Hour invited me to talk about the EAT ruling with Anita Rani. Joined by Emma Cox, CEO of Endometriosis UK, I shared my story of unfair dismissal by Accenture and what the EAT judgment in my favour means for women experiencing disability discrimination in the workplace.
Listen to our segment recorded live in the BBC Studios on 22 January 2026 entitled “Denise Gough, Gymnastics post birth, Endometriosis tribunal” at 34:44 on BBC Sounds. The full clip is also on my Instagram page here.
To all my dear endo warriors, please listen to the interview and share as far and as wide as you can so that as many people as possible can learn about the judgment.
You can email me at [email protected] if you are struggling at work and think I can help in any way. This is a turning point for endometriosis in the workplace š«¶š½
I still need to raise £30,000 to cover the cost of the Appeal. All donations go directly to Kilgannon and Partners. Please make a pledge if you can.
Onwards and upwards šš½
Best wishes,
Sanju
Sanju Pal
Jan. 20, 2026
WE DID IT šŖš½
Thank you thank you thank you to every single one of you who has stood by me I cannot express what this outcome means š¤š¤š¤
I will write more soon but for now you can read the Judgment that was handed down by HHJ James Tayler on 19.01.2026 here.
The announcement by my lawyer Gerard Airey of Kilgannon & Partners is here. ONWARDS AND UPWARDS šš½šš½šš½
Sanju Pal
Dec. 14, 2025
Praying for justice šš½
Thank you so very much to everyone who has messaged me to express their support and ask what happened at my Employment Appeal Tribunal hearing against Accenture.
It was a challenging day in court on Tuesday 9 December 2025.
7 hours of submissions and rebuttal, navigating legal technicality in over 600 pages of skeleton arguments, bundles of evidence and case authorities.
Accenture’s Barrister Katherine Eddy taking us on a ‘tour’ of the 2022 Employment Tribunal judgment, which annihilates me, felt brutal.
I am absolutely shattered. I am extremely emotional. It has been such an uphill battle to get to this point and I cannot believe that it’s all over.
Sometimes I can’t quite believe I have spent over 6 years of my life challenging Accenture’s unfair dismissal while I was struggling with endometriosis.
I have kept going so that unlawful practices in the workplace stop and so that employees with chronic health conditions are better supported and have their rights protected.
We do not have an outcome just yet. It is a Reserved Judgement so we just have to wait…and hope that justice prevails.
I am so grateful to everyone who came to The Rolls Building and were part of such an important day. It is your support that is keeping me going.
I still need raise a significant amount of funds to cover my legal costs. If you can, please make a donation, which will go directly to the law firm representing me Kilgannon & Partners.
Onwards and upwards šš½šš½šš½
Best wishes,
Sanju
Sanju Pal
Dec. 7, 2025
Join me in court šš½
The listing for my Employment Appeal Tribunal hearing against Accenture has been published. It is a public hearing and everyone is welcome to attend šš½
Join me in Court 16 in The Rolls Building on Fetter Lane in London for the first day of my hearing on Tuesday 9 December 2025 at 10am or anytime until 4pm.
My landmark case, which could set legal precedent, is challenging disability discrimination due to endometriosis under the Equality Act 2010.
I am also challenging if the corporate ‘Up or Out’ model, which was used to dismiss me for not being ready for promotion, is legal under the Employment Rights Act 1996.
Read my story on the About tab. If you have any questions you can DM me @sanjuthinks on Instagram or email me [email protected].
I’m so truly grateful to everyone who has messaged me to say they will be coming along to support me in court. Come one and all!
Let’s make history šŖš½
Best wishes,
Sanju
Sanju Pal
Nov. 25, 2025
2 week countdown to my landmark case šŖš½
Can you imagine being sacked while struggling with endometriosis because you’re not ready for promotion?
That’s sadly what happened to me. I was unfairly dismissed by Accenture for not being promoted to Senior Manager within 4 years.
I had been on sick leave and a phased return after surgery for endometriosis. Yet Accenture did not make adjustments to the metrics used to dismiss me.
I worked at Accenture for 10 years, a whole decade of my life. I put my heart and soul into my work and believed in my deep sense of belonging there.
Yet instead of giving me more time to go for promotion, they fired me, justifying my unfair dismissal as part of their progression based “Up or Out” model.
The grounds of my termination were underperformance yet Accenture did not use a capability process. I was not on a performance improvement plan.
I lost my job in the blink of an eye. Managing Directors who had been my trusted colleagues ended my career without following due process.
My heart goes out to all the employees at giant corporate organisations like Accenture who have gone through unfair dismissal.
I know how much it hurts, how much it wreaks havoc with your life. The darkness that it can bring and the negative impact on your mental health.
That is why things have to change.
My landmark case against Accenture is challenging whether the ‘Up or Out’ model is unlawful in relation to the Employment Rights Act 1996.
I am also challenging disability discrimination due to endometriosis. Women with chronic health conditions like endometriosis need better protections in the workplace.
If you can, please make a donation to my campaign so I can keep going with my case. All pledges go directly to the law firm representing me, Kilgannon and Partners.
Share my post on Instagram @sanjuthinks šš½ Let’s make history šŖš½
Hearing details:
Ms Sanju Pal v Accenture UK Ltd
Employment Appeal Tribunal
High Court of Justice
The Rolls Building, London EC4A 1NL.
Join me in the Royal Courts of Justice in London on 9 December 2025 at 10am. We are stronger together.
Thank you for your support. Onwards and upwards šš½
Sanju Pal
Nov. 10, 2025
1 month until my High Court hearing
It is surreal to be writing this update with just 1 month to go now before my landmark case against Accenture will be heard in the High Court equivalent Employment Appeal Tribunal on 9 and 10 December 2025 at The Rolls Building in The Royal Courts of Justice in London.
I have been fighting this David and Goliath legal battle for 6 long years. I have shared the extreme challenges that I have faced in pursuing legal proceedings in my story on the 'About' tab. Not a day goes by that I don't grieve the way Accenture dismissed me unfairly while I was struggling with endometriosis.
I had so much trust and faith in Accenture. I had worked in their London office for 10 years as a management consultant. Yet they dismissed me for poor performance when I wasn't even on a performance management plan. Accenture did not use a capability process to dismiss me they used a misconduct process, something that I will forever find so very shocking and sad.
Below is the letter I received after an internal appeal process. 11 November 2019 is a day I will never forget. Until I received this outcome letter I still held out hope that Accenture would overturn their decision to dismiss me. Instead they rubber stamped their own unlawful process.
At my Employment Tribunal in May 2022, the Judge found that the process that Accenture used to dismiss me was procedurally unfair noting: “We are surprised, given that the respondent is a large and well-resourced employer, that this discrepancy between policy and practice exists.”
Only 11% of UK employers have a menstrual health policy to support women suffering with gynaecological conditions like endometriosis in the workplace. According to the Office for National Statistics (ONS), there are approximately 16 million women aged 16 or over in employment. It is a national crisis that there are no legal protections in place for these women, 1 in 10 of whom suffer with endometriosis.
The upcoming All-Party Parliamentary Group (APPG) on Endometriosis, that brings together MPs and Peers from all political parties, is meeting on 11 November 2025, exactly 6 years after I received the outcome of my appeal to Accenture. For the first time the focus of the meeting will be Endometriosis in the Workplace. Serendipity perhaps?
"Under all the layers the world had placed upon her, she found herself" ~ Sprit Daughter
Thank you to everyone who continues to pledge their support, I am so grateful. I need all the help I can get to reach my target of £35,000 to cover legal costs. If you believe in my case then please send the link to this page to your friends, family and colleagues so that they can make a donation.
Please do reach out to me if you are affected by any of the issues in my case - you can DM me on Instagram @sanjuthinks or connect with me on LinkedIn or email me at [email protected].
Join me in court. We're stronger together. Onwards and upwards.
Best wishes,
Sanju
Sanju Pal
Oct. 20, 2025
Love and light to you all šŖ
Firstly I have to say the hugest thank you to everyone who has messaged me, donated and shared the link to this CrowdJustice page with your network. In the past week you’ve helped raise over £1000 and that’s just phenomenal support.
I’ve been thinking about how far I’ve come over the past 6 years of litigation since I was unfairly dismissed from Accenture while struggling with endometriosis. From deep depression and darkness to finding my way again, with glimmers of hope and light, slowly but surely.
Today on Kali Puja, the festival that as a Bangali I celebrate alongside Diwali, I want to share the sentiments of goddess Kali. Ma Kali, a fierce warrior embodying divine feminine energy, teaches us that true power comes from embracing both strength and vulnerability.
This fight for justice is far from easy but it is necessary in order to change the way that employers in the UK treat their employees with chronic health conditions, like endometriosis. What happened to me can happen to anyone. I am so grateful to all the fellow endo warriors who are uniting with me for this landmark case. Together, let’s make history.
Please reach out to me if you would like to be part of the campaign: you can message me at [email protected] or on Instagram @sanjuthinks or on LinkedIn. Put 9 and 10 December 2025 in your diary to join me in court for my Employment Appeal Tribunal hearing (address in the image above). 10 December is International Human Rights Day šŖš½
I still need to raise £11,000 urgently and £35,000 overall to cover my legal costs so please keep messaging your friends and colleagues with the link to my CrowdJustice page - tell people you meet at events about my story (on the ‘About’ tab) and how their donation is helping to set legal precedent in the UK.
All donations made on CrowdJustice go directly to the law firm representing me, Kilgannon and Partners. I don’t get to see who has donated unless you leave a comment so please do message me if you’ve made a contribution so I can thank you properly.
I am so very grateful for all your support. We’re stronger together.
Wishing you all a Happy Diwali, filled with love and light šš½
Sanju
Sanju Pal
Oct. 10, 2025
I need your help this week
The weeks seem to be whizzing by and here we are with just 2 months to go before my Employment Appeal Tribunal against Accenture UK Ltd on 9 and 10 December 2025.
I really need your help this week. I need to have raised £15,000 by 17 October 2025 so I can pay my lawyers. That means I need to raise around £12,000 in the next 7 days. Do you think you can help me do it?
My case is important now more than ever. Just last week Endometriosis UK and Ciphr published a report entitled “Breaking the stigma: what HR teams need to know about endometriosis and menstrual health”.
It revealed that only 11 per cent of employers in the UK have a menstrual health policy. My case demonstrates the unfair treatment that so many women with endometriosis face in the UK because the law is not protecting them in the workplace.
Help me to keep going with my case by making a donation by 17th October 2025. You can hear me talk about the case in the Instagram Live I did this week with Natalie Meaghan-Blake, a fellow endo warrior. Follow me @sanjuthinks for more regular updates.
Thank you for all supportive comments and messages on the posts I have done on my LinkedIn profile. You can read my most recent one here. I can hardly believe I was diagnosed with Endometriosis 7 years ago. The photo is one I took after the ovarian cystectomy, dry lipped from the general anaesthetic and sore to my core.
Please share this page with your friends and family and see if they would like to make a donation to help me keep fighting for justice.
With huge gratitude to you, always. Onwards and upwards šš½
We’re stronger together.
Best wishes,
Sanju
Sanju Pal
Sept. 10, 2025
Important announcement by my law firm
It’s the 3 month countdown to my case against Accenture UK Ltd being heard at the Employment Appeal Tribunal in London on 9 and 10 December 2025.
Kilgannon and Partners LLP, who are representing me alongside 7BR Chambers, have published an announcement about my Category A case. It provides some insight into the legal arguments we will be raising in court. Read the full article on their website here.
Thank you so much for your continued support and donations, which are so important in enabling my fight for justice. I need to raise £35,000 and I cannot do it without your help. Please do share my page with anyone you know who is suffering from endometriosis or works in the corporate world.
You can read my story on the ‘About the case’ tab. If you are affected by any of the issues I have raised and would like to connect with me then do reach out on LinkedIn, Instagram @sanjuthinks or email me at [email protected].
We’re stronger together.
Onwards and upwards,
Sanju šš½
Sanju Pal
June 9, 2025
EAT Hearing listed: 9 and 10 December 2025
This is a brief update to let you know that the full EAT (Employment Appeal Tribunal) hearing for my case against Accenture UK Limited has been listed for 9 and 10 December 2025 in London.
The 6 month countdown has therefore begun and I am mentally preparing myself for the hard work ahead with my legal team. It has been a truly difficult road to seeking justice since I was unfairly dismissed in 2019, but the end is in sight now.
I was invited to talk about endometriosis and the workplace on the Women Who Lead podcast - please listen here and share it with your friends and colleagues. I still need to raise a significant amount of funds and cannot do it without your help.
Onwards and upwards,
Sanju
Sanju Pal
Sept. 12, 2024
Outcome of the 3(10) appeal hearing
Thank you so much for all the support so far. Your messages and pledges mean the world to me and are helping me to keep going in this 'David and Goliath' fight for justice. I am incredibly grateful to every one of you who has read my story of unfair dismissal and discrimination by Accenture, where I worked for 10 years. It has been a challenging journey appealing the Employment Tribunal judgement from May 2022, when I won my claim for Unfair Dismissal but my compensation was reduced by 100% and my claim for Disability Discrimination failed.
I’m pleased to tell you that the 3(10) hearing at the Employment Appeal Tribunal (EAT) on 5 September 2024 went well. The EAT allowed our 3 grounds of appeal to proceed to a full appeal hearing. These are:
- It is arguable that the Tribunal made an error by making a 100% 'Polkey reduction' to my compensation for Unfair Dismissal;
- It is arguable that the 'progression-based model' may be unlawful (I will explain this further below); and
- There are arguable grounds to challenge the Tribunal's decision that my dismissal did not amount to discrimination arising from disability due to endometriosis
Progression-based model (“up or elsewhere”)
Accenture have a model in a part of the business called the ‘Client & Market track’ that effectively means if you aren’t ready for promotion after a certain amount of time you can be dismissed. I was told by the Managing Director who decided to dismiss me that “we look at the behaviours at the next level up… that’s not about you being a bad person or a bad performer in the role you are in now…”. We are arguing that you can’t be dismissed for not being ready for promotion. You can only be dismissed for underperforming in the role you are doing. We believe that the Employment Rights Act doesn’t allow a progression-based model dismissal.
Disability Discrimination due to Endometriosis
The progression-based model is also relevant when it comes to disability discrimination. No adjustment had been made to key metrics to take into account my sick leave, phased return and role restrictions after the operation I had due to endometriosis. It is arguable that I should have been found to be disabled due to endometriosis at the time of my dismissal. If I win that doesn’t mean that everyone who has endometriosis will be deemed to be disabled, but it would be a huge step in the right direction for women suffering with this chronic condition to be recognised and adequately supported in the workplace. My case is important as there are only a limited number of endometriosis cases that have progressed to the Employment Appeal Tribunal.
Category A case in the EAT
The Employment Appeal Tribunal have listed my case as Category A, which I believe means it could be a landmark case. There may be thousands of former Accenture employees who believe they have been unfairly dismissed for not being ready for promotion, but were doing their day to day role really well. We have a chance to establish that this is wrong and to stop this type of unfair treatment in the consulting sector.
Thank you to my solicitor Gerard Airey at Kilgannon & Partners and barrister Elaine Banton of 7BR Chambers who are representing me. It was great to have the support of my family and friends in the courtroom. My local newspaper, Ham & High, reported on it here.
Please make a donation
You can read about my journey thus far and why I have set up this CrowdJustice page in the 'About' tab. The next stage of legal proceedings is a full Employment Appeal Tribunal Hearing with the Respondent, Accenture UK Limited. I need your help to get there.
So this is a shout out to those of you in the consulting sector who feel the progression-based model meant you were dismissed unfairly or you are currently being deemed as underperforming due to not being ready for the next level. Any donation could help us to challenge this cutthroat culture and potentially lead to others not being dismissed in the same way in the future.
To those suffering with endometriosis, or with loved ones with this condition, I hope you can support me in my fight to show that it is not ok for a woman to suffer discrimination because they have endometriosis. Any donation will be gratefully received and could lead to a huge landmark impact.
Please do make a donation and share this page with your friends and colleagues, particularly if you know someone in consulting or with endometriosis, so that they can consider making a pledge too. I still need to raise £15,000 to cover the legal costs incurred for preparing and attending the 3(10) hearing. I will also need to raise around £20,000 for the final EAT hearing, which is likely to take place next year.
If you make a donation I hope you will let me know via email at [email protected], through my LinkedIn page here or on Instagram @sanjuthinks - it is really important to me to say thank you as you are making such a difference by pledging your support and enabling me to keep going with my case.
Onwards and upwards, my secondary school Camden School for Girls’ motto that I carry with me always. Together, let’s try and bring about some positive change.
Thank you so much,
Sanju
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