A former Peloton employee with autism has won a disability discrimination case after complaining that the loud pop music played during classes was overwhelming for him.
Ciaran Saunders, a part-time studio concierge, claimed the high levels of noise and flashing lights in Peloton’s Covent Garden studio caused him “sensory overload.” The tribunal found that Peloton should have provided him with additional breaks and explored other job opportunities within the company.
Saunders, who worked at Peloton’s London studio starting in 2022, quit in July 2023 and filed a discrimination lawsuit. He explained that the environment, with its loud music, flashing lights, and instructors shouting, made it difficult for him to perform his duties. His sensitivity to noise and light, a condition linked to his autism, meant that the setting was too much for him to handle.
The former employee also described how customers arriving for classes acted like “music fans,” screaming in excitement when they saw their instructors, which added to his stress. He said the loud atmosphere made it hard to interact with new customers, leaving him feeling “ostracised” from his team.
In his testimony, Saunders stated that he “works best in quiet environments with minimal interruptions” and that the company should have consulted with him to adjust the music volume to a more manageable level.
To cope with the overstimulating environment, Saunders would take unscheduled 20-minute breaks. However, this caused disruptions, with other employees having to cover his responsibilities.
In January 2023, Peloton reorganized its London studio, offering Saunders alternative roles, including positions in the café and retail sections, both of which he declined. He applied for a member experience associate position, which placed him at a reception desk in front of a large, bright screen streaming classes and promotional videos. The noise and music continued to be overwhelming in this role.
In April 2023, Saunders emailed the director of studio experience about his difficulties with the noise, and he was diagnosed with ADHD during this time. He then reapplied for a concierge role but was rejected. After taking sick leave in May, Saunders returned to work with a new system that included fewer customer-facing hours. Despite this, he resigned a month later.
Employment Judge Juliette Nash acknowledged that loud music is central to Peloton’s brand, helping to energize and excite participants in their classes. However, she ruled that Peloton had discriminated against Saunders by failing to make reasonable accommodations for his disability.
The tribunal concluded that the company should have found a position for Saunders that involved minimal or no public-facing duties. It also found that Peloton did not properly implement the agreed-upon rest breaks. Saunders’ compensation will be decided at a later date.
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