He suffered a back injury and as a result was unable to carry the heavy loads. The employers dismissed. The tribunal determined that the carrying of heavy loads was not a normal day to day activity. What had to be assessed was whether he could carry day to day objects like a tea tray or light shopping. Mr Quinlan was not therefore disabled.
Disability discrimination is more complicated.
The Section 6 duty is that where the arrangements made by the employer or the physical feature of the premises place the disabled person at a substantial disadvantage by comparison with non disabled people then the employer has a duty to take such steps as it is reasonable in all the circumstances of the case to take in order to prevent the effect. A recent tribunal has made recommendations about the provision of appropriate equipment. An employee of Wisdom Toothbrushes required a special chair to enable them to carry out their job. Adjustments need to relate to the performance of the job however and not the personal needs of the employee. In Kenny v Home Office an applicant for a job was successful in his application despite his disability.