Backhanded Exit? Why Workplaces Shouldn’t Mirror Tennis

Another day, another tennis twist. Yesterday’s clash between Jannik Sinner and Grigor Dimitrov had us on the edge of our HR-themed beanbags. Dimitrov, in sparkling form and cruising toward victory, suddenly hit a heartbreaking snag: injury. Just like that, he retired from the match (and the competition) leaving fans gutted and commentators speechless.

Now, don’t get us wrong, we love a dramatic sporting moment (it’s giving full Centre Court soap opera) but it also got us thinking over here at Silver Star HR...

In the workplace, would we simply accept that someone bows out due to a setback? Or would we explore options, accommodations, and support to help them stay in the game?

Enter stage left: Reasonable Adjustments. 

In HR terms, Reasonable Adjustments are the practical changes we make to remove barriers for employees with disabilities or health conditions. These aren’t just nice-to-haves, they’re legal obligations under the Equality Act 2010.

And no, we’re not talking about handing out Centre Court privileges or strawberries and cream on demand (although... not opposed). We're talking flexible hours, modified duties, adaptive equipment, and phased returns. Think of it as the HR equivalent of a physio, a new racket, and a second serve.

So here’s the serve and volley: If Grigor Dimitrov were in a workplace and not Wimbledon, would we have supported his continued contribution instead of watching him disappear from the tournament?

Probably. Hopefully. Definitely, if Silver Star HR had anything to do with it.

Because talent doesn't vanish with injury. Passion doesn’t disappear with a diagnosis. And determination? That can shine brighter than ever – with the right support.

Let’s celebrate making space for recovery, adjusting expectations without lowering them, and recognising that stepping back doesn’t mean giving up. Sometimes, it means preparing for an even greater comeback.

So while Grigor may be out of Wimbledon, we’ll be keeping an eye on his return – and reminding our clients: reasonable adjustments aren’t about favouritism, they’re about fairness. And in both tennis and HR, fairness is always a win.