Reached the merits

Former employee v Prestige Dental Services Limited

A tribunal has set aside its own earlier judgments after admitting it should have telephoned the respondent before proceeding in their absence. The case will now be reheard.

Café worker (6 months' service) v Samantha Dalton

A café worker with only six months' service was automatically unfairly dismissed after asking for a written contract. The tribunal awarded over £2,000 including injury to feelings for age discrimination.

Community Development Manager (2 years' service) v Spelthorne Borough Council

A Community Development Manager who claimed she was dismissed for whistleblowing lost her case. The tribunal found the council's decision was due to an irretrievable breakdown in working relationships, not her protected disclosures.

Bar supervisor on zero-hours contract (2 years' service) v Independent gastropub

A hospitality worker on a zero-hours contract had her shifts cut from 35 a week to zero within a fortnight of telling her manager she was pregnant. The tribunal awarded over £22,000.

Chartered accountant (former employee) v Bennbridge Services LLP

A former chartered accountant who made multiple applications to amend her whistleblowing and sex discrimination claims avoided a costs order, even though most amendments were refused. The tribunal said her conduct was not unreasonable or vexatious.

Handyman (former employee) v HMS Maintenance Solutions Limited

A handyman with ADHD resigned claiming constructive dismissal after alleged bullying and failure to make adjustments. The tribunal found no fundamental breach of trust and confidence, and the claim failed.

Special educational needs and disability learning support assistant (10 months' service) v The Governing Body of Horndean Junior School

A tribunal dismissed all claims of race and religion discrimination brought by a learning support assistant against Horndean Junior School, finding her evidence unreliable and the school's grievance process thorough.

Delivery driver (2.5 years' service) v NHK Enfield Ltd

A delivery driver was unfairly dismissed after his manager told him 'I don't need you any more' and used abusive language. The Watford tribunal awarded £4,656 in compensation.

Former employee (5 years' service) v Fairview Grocers Limited

A former employee of Fairview Grocers Limited was unfairly dismissed without any meeting or right of appeal, but his own conduct led to a 60% cut in compensation. He was awarded £3,752.89 in total.

Control Room Team Leader (11 years' service) v MTR Corporation (Crossrail) Limited t/a MTR Elizabeth Line

A tribunal found that MTR Elizabeth Line unfairly dismissed a control room team leader of 11 years over a hug and alleged anti-Semitic comments, but reduced compensation by 75% due to his own conduct.

Sonographer (9 months' service) v Woodhaze Ltd t/a Window to the Womb (Swansea)

A black African sonographer was racially harassed and discriminated against after being required to perform cleaning duties and threatened with deportation. The tribunal awarded £33,611.12.

Former employee and one-third shareholder v Yellowcoat Holdings Limited

A former employee and shareholder sought extensive disclosure of communications between his employer and an external investigator. The tribunal refused, finding the request was not necessary for fair disposal.

Warehouse operative (18 years' service) v ASDA Stores Limited

An employment tribunal found ASDA unfairly dismissed a warehouse operative with 18 years' service after failing to investigate his mitigation evidence, awarding £14,817 in compensation.

Bus driver (over 30 years' service) v Midland Red South Ltd

A bus driver with over 30 years' service was awarded £25,000 after his employer repeatedly allocated shifts that did not meet his disability-related needs, causing him to soil himself at work.

Trade Promoter (20 years' service) v Korea Trade Investment Promotion Agency

The tribunal found the dismissal was procedurally unfair, but refused to award any compensation because after-dismissed evidence showed the employee had sought a secret commission from a customer.

Bus driver (13 years' service) v London Central Bus Company Ltd

A bus driver with 13 years' service was fairly dismissed for gross misconduct after driving onto a pavement to overtake another bus. The tribunal rejected claims of race and religious discrimination.

Social worker (15 years' service) v Northern Care Alliance NHS Foundation Trust

A black social worker with 15 years' service lost her claims of race discrimination and constructive dismissal after an altercation with a white colleague. The tribunal found no evidence of stereotyping or unfair treatment.

Senior HR Manager - Employee Relations v National Highways Ltd

A senior HR manager who resigned after accepting a higher-paid job failed to prove constructive unfair dismissal or discrimination. The Birmingham tribunal found no breach of contract by National Highways Ltd.

Primary school teacher (19 years' service) v Trafford Council and The Governing Body of Kings Road Primary School

A primary school teacher with 19 years' service was unfairly dismissed for 'irretrievable breakdown' after she raised a grievance alleging race discrimination. The tribunal also found she was victimised.

Care home manager (7 months' service) v Porthaven Care Homes No2 Ltd

A care home manager who claimed he was automatically unfairly dismissed for raising concerns about resident safety lost his case. The tribunal found the decision-maker did not know about the disclosures and dismissed him for genuine belief in gross misconduct.

Former employee v South Coast Skips Limited (in Creditor’s Voluntary Liquidation)

A former employee was unfairly dismissed, wrongfully dismissed without notice, and discriminated against on grounds of sex. The tribunal awarded £16,208.68, including an uplift for the employer's failure to follow the ACAS code.

Band 6 Care Co-ordinator/Community Psychiatric Nurse (15 years' service) v South London and Maudsley NHS Foundation Trust

A Black African community psychiatric nurse with 15 years' service was found to have been discriminated against when two white female colleagues were appointed to a specialist lead role he was qualified for. The tribunal upheld his claims of direct race and sex discrimination and harassment.

Primary school teacher (2 years 6 months' service) v Diocese of Southwell and Nottingham Multi Academy Trust

A primary school teacher who exchanged personal messages with a vulnerable pupil via Class Dojo over the summer holidays was fairly dismissed. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Former employee v Zhero Limited

A tribunal granted an employer's late application to defend a claim but ordered it to pay costs for unreasonable conduct, while dismissing a wasted costs application against its former representative.

Fraud consultant (4 years 10 months' service) v Lloyds Bank Plc

A fraud consultant with epilepsy lost his disability discrimination and constructive dismissal claims against Lloyds Bank because he filed them too late. The tribunal also found the claims lacked merit.

Graduate trainee accountant (11 years' service) v PricewaterhouseCoopers LLP

A graduate trainee accountant who resigned after being invited to a disciplinary meeting for unauthorised absence failed to prove constructive unfair dismissal. The tribunal found the employer's conduct did not breach trust and confidence.

Senior Contracts Attorney v Calabrio UK Limited

A senior contracts attorney lost her bid for interim relief after the tribunal found her redundancy was decided before she made protected disclosures about sanctions risks. The claim was dismissed.

Programme Manager (3 years' service) v JC Bamford Excavators Limited

A programme manager with dyslexia who resigned after an informal performance improvement plan and a partially upheld grievance has lost her constructive dismissal and disability discrimination claims.

Former employee v Mitie Ltd

A Watford tribunal found Mitie Ltd unfairly dismissed a former employee but reduced his basic award by 70% for his own conduct and made no compensatory award due to a 100% Polkey reduction. He received £1,298.10.

Care Assessment Officer v AMG Consultancy Services Ltd

A care assessment officer who was told she was 'so bipolar' and had her role changed with less than 24 hours' notice has been allowed to add protected disclosure claims to her constructive dismissal case.

Administrative Officer (Civil Service) v Ministry of Justice (HMCTS)

An Administrative Officer who resigned after just seven weeks with the Ministry of Justice lost her claims of constructive unfair dismissal and disability discrimination. The tribunal found her employer had acted reasonably throughout.

HR Business Partner (1 month's service) v KBox Global Ltd

An HR Business Partner who raised concerns about a flawed redundancy process was dismissed after just one month. The tribunal awarded £74,540 after striking out the employer's response.

Supply teacher v Ravenscroft Park Preparatory School

A tribunal allowed a supply teacher to amend her disability discrimination claim to include victimisation, and later granted an anonymity order after initially refusing it.

Former employee (31 years' service) v Wolseley UK Limited

A tribunal has ruled that Wolseley UK Limited fairly dismissed a long-serving employee by reason of redundancy, rejecting claims of age discrimination, harassment, and victimisation.

Former employee (funeral director, 31 years' service) v Estate of D B Roberts t/a Gwyn Jones Funeral Directors

An employment tribunal has ruled that a funeral director with 31 years' service was not a disabled person under the Equality Act, dismissing his disability discrimination claims.

Office manager (1 year 8 months' service) v Reactive Solutions FM Limited

An office manager with retinal dystrophy was awarded £44,489 after her employer failed to implement recommended equipment and training from Access to Work. The tribunal found the delay was a failure to make reasonable adjustments.

Former employee v Ian Henery Solicitors Ltd

A former employee of Ian Henery Solicitors Ltd was initially found to be unfairly dismissed for raising health and safety concerns, but the unfair dismissal judgment was later revoked. The tribunal confirmed wrongful dismissal and awarded £3,336 in total.

Staff nurse (Band 5, previously Band 6 secondment) v Lewisham and Greenwich NHS Trust

A tribunal has dismissed all claims brought by a Band 5 staff nurse against Lewisham and Greenwich NHS Trust, including constructive dismissal, whistleblowing detriment, and discrimination on grounds of race, age, and religion.

Post 16 Outreach Learning Mentor (14 months' service) v Achieving for Children Community Interest Company

A tribunal dismissed claims of disability discrimination and constructive unfair dismissal brought by a learning mentor with dyslexia and anxiety/depression, finding the employer acted reasonably throughout.

Croupier (6 years' service) v Aspers (Stratford City) Limited

A croupier with six years' service resigned after his employer failed to deal with his grievance for over a month and left him without a line manager for weeks. The tribunal awarded £16,345.60.

Former employee v Guardian Industrial (UK) Ltd

A former employee with a disability was awarded £3,892 after his employer demanded daily site diaries to verify attendance at medical appointments. The tribunal found this amounted to victimisation and unfavourable treatment arising from disability.

Consultant Clinical Scientist Head of Service (23 years' service) v Nottingham University Hospital NHS Trust

A consultant clinical scientist with 23 years' service resigned after a 'retire and return' scheme reduced her role. The tribunal struck out her breach of contract and age discrimination claims, but allowed her unfair dismissal claim to proceed.

Former employee v Stonewater Ltd

A former employee won her unfair dismissal claim against Stonewater Ltd but was awarded no compensation because she suffered no financial loss as a result of the dismissal.

Consultant ophthalmologist (8 years' service) v University Hospitals of Morecambe Bay NHS Foundation Trust

An NHS consultant who stopped on-call duties and refused to engage with his clinical lead was fairly dismissed for a breakdown in trust and confidence, the tribunal has ruled.

Meter reader (16 years' service) v Morrison Data Services Ltd

A meter reader who was dismissed while on long-term sick leave after a motorbike accident has won his unfair dismissal and disability discrimination claim. The tribunal found that Morrison Data Services Ltd failed to obtain an up-to-date occupational health report before deciding to dismiss.

Tutor (3 years' service) v The Trustees of Al Madaar (a charity)

A tutor with three years' service was unfairly dismissed when her employer wrongly believed she had resigned. The tribunal awarded £1,499.54 for breach of contract and unlawful deduction of wages.

Nursery worker v Monkton Under 5 Playgroup

A nursery worker was unfairly dismissed and subjected to disability discrimination by Monkton Under 5 Playgroup. The tribunal awarded £27,676 in compensation, including £16,200 for injury to feelings.

Pharmacist (20 years' service) v Whittington Health NHS Trust

A pharmacist with 20 years' service was unfairly dismissed by Whittington Health NHS Trust after being refused an extension to her notice period while hospitalised with a sickle cell crisis. The tribunal found indirect disability discrimination and a failure to make reasonable adjustments, awarding £16,884.

Attendance Officer (10 years' service) v Wokingham Borough Council and LDBS Frays Academy Trust

A tribunal has ruled that an Attendance Officer with 10 years' service was fairly dismissed by Wokingham Borough Council and LDBS Frays Academy Trust following a redundancy selection process, rejecting claims of race discrimination and unfair dismissal.

Static Maintenance and Electrical Engineer (1 year 7 months' service) v Birdsall Services Limited

A static maintenance engineer with under two years' service could not bring an unfair dismissal claim, but the tribunal awarded £803.88 in unpaid holiday pay.

Bus driver (6 years' service) v London United Busways Ltd

A bus driver with 6 years' service was fairly dismissed for gross misconduct after refusing a breath alcohol test following an at-fault collision. The tribunal also dismissed his discrimination and victimisation claims.

Global Governance Risk and Compliance Manager (20 years' service) v GlaxoSmithKline Services Unlimited

A Global Governance Risk and Compliance Manager with 20 years' service was unfairly dismissed and discriminated against after GlaxoSmithKline failed to make reasonable adjustments for her hand disability. The tribunal awarded £24,785 for injury to feelings.

Pre-assessment Nurse (14 months' service) v Royal Devon University Healthcare NHS Foundation Trust

A pre-assessment nurse who carried out paid Botox procedures while signed off sick was fairly dismissed for misconduct. The tribunal rejected her claims of disability discrimination and victimisation.

Production operative (1 year 9 months' service) v Bravo FB Limited (trading as Fox’s Biscuits)

A production operative who was dismissed while on sick leave for plantar fasciitis and depression lost her unfair dismissal claim because she had less than two years' service. All disability discrimination claims were also dismissed.

Former employee v OCS Group UK Ltd

A former employee's claim for unfair dismissal and race discrimination failed due to time limits, but the tribunal awarded £243.54 for unpaid holiday pay.

University academic (teacher and researcher in Medieval and Early Modern English Literature) v University of Leicester

A University of Leicester academic was unfairly dismissed when the university failed to properly consult on redundancy selection after changing its proposal to retain a permanent post. The tribunal awarded £72,487.50 in compensation.

Former HGV driver v George Walker Transport Manchester Limited

A former HGV driver's unfair dismissal and disability discrimination claim was dismissed after he continued using abusive language, breaching an unless order. His application to set aside the order was refused.

Firefighter (5 years' service) v Avon Fire and Rescue Service

A firefighter with five years' service was constructively dismissed after being subjected to sex discrimination, harassment, and victimisation by colleagues. The tribunal upheld her claims and awarded a basic award of £2,284.

Part-time Fitness Instructor (8 years' service) v Greenwich Leisure Ltd

A tribunal found that Greenwich Leisure Ltd unfairly dismissed an 8-year employee during pandemic redundancies, due to flawed selection criteria and a lack of consultation.

Security officer (6 years' service) v CIS Security Ltd

A security officer with six years' service was unfairly dismissed after a back injury. The tribunal also found that CIS Security Ltd failed to make reasonable adjustments and discriminated against him arising from his disability.

Legal secretary (trainee) v AD (deceased)

A trainee legal secretary who was assaulted by her employer and made protected disclosures has won claims of unfair dismissal, sex discrimination, harassment and victimisation. She was awarded £28,986.85.

Former employee (11 years' service) v Motus Commercials Limited

A tribunal dismissed all claims from a former employee with 11 years' service and a clean disciplinary record, finding his misconduct dismissal fair and not discriminatory.

Electrical engineer (probationary employee, less than 3 months' service) v Integral UK Ltd

An electrical engineer dismissed during his probationary period for poor performance and a safety incident failed to prove race, age or disability discrimination. The tribunal upheld the employer's decision.

Teaching Assistant (2 years 7 months' service) v Calcot Services for Children Limited

A teaching assistant who pulled a young person's hood and took them to the floor in a ground hold was fairly dismissed for misconduct, the tribunal has ruled. The claim for race discrimination also failed.

Pharmacy Dispensary Technician (6 years' service) v JCL UK Limited

A pharmacy dispensary technician with fibromyalgia and other conditions lost her constructive unfair dismissal and disability discrimination claims after the tribunal found she did not share her adjustment passport with her new employer following a TUPE transfer.

Healthcare assistant (6 years' service) v University Hospitals Birmingham NHS Foundation Trust

A healthcare assistant who was dismissed for persistent short-term absences after her employer made reasonable adjustments has lost her unfair dismissal and disability discrimination claims. The tribunal found the NHS Trust acted fairly.

Assistant Branch Manager (28 years' service) v Howarth Timber and Building Supplies Limited

An employment tribunal has upheld the dismissal of an assistant branch manager with 28 years' service who was absent for 10 months with anxiety. The employer had offered multiple adjustments but the claimant insisted on a customer ban.

Media Sales Operator (10 years' service) v Discovery Communications Europe Limited

A Media Sales Operator with 10 years' service had his unfair dismissal and discrimination claims struck out after repeatedly failing to comply with tribunal directions. The tribunal awarded costs against him.

Operational Support Grade (OSG) at HMP Garth (2.5 years' service) v The Secretary of State for Justice

An Operational Support Grade at HMP Garth who resigned after alleging bullying and poor complaint handling lost her constructive unfair dismissal claim. The tribunal found the employer acted reasonably and the complaints were not formal grievances.

Support worker (6 months' service) v South Gloucestershire Council

A support worker with depression was dismissed after six months' sick leave. The tribunal upheld the dismissal, finding the council acted reasonably and proportionately.

Former employee v RR Swami Ltd

A former employee has been awarded £12,503 after an employment tribunal found she was unfairly dismissed, not given notice, and had wages unlawfully deducted by RR Swami Ltd.

Former employee (pregnant, dismissed after disclosing pregnancy) v ALM Electrical Solutions Ltd

A Birmingham tribunal found that ALM Electrical Solutions Ltd dismissed a pregnant employee shortly after she disclosed her pregnancy, fabricating a redundancy reason. The claimant was awarded over £25,000 for injury to feelings and losses.

Head of School (development role, 8 years' service) v Initio Learning Trust (formally Wimbourne Academy Trust)

A tribunal found that a school trust failed to make reasonable adjustments for a head of school with depression and anxiety, by not providing timeframes for a disciplinary process or reviewing her suspension. Her constructive dismissal claim was rejected.

Former employee v Grikis Ltd

A former employee who was dismissed while pregnant after raising health and safety concerns has won her claims for pregnancy discrimination and unfair dismissal. The East London Employment Tribunal awarded her £43,153.60 in compensation.

Cleaner (7 years' service) v Michael Cottington and Irene Cundliffe sued as Committee Members of the Golborne Bowling Club

A cleaner was unfairly dismissed when a bowling club committee decided to let her go without notice or any redundancy procedure. The tribunal awarded £7,252 in compensation, including an ACAS uplift for failing to follow the statutory code.

Sales assistant (former nurse) v Irvings Butchers Limited

A former nurse turned sales assistant who was placed on furlough during the pandemic due to shielding advice has lost her disability and age discrimination claims against Irvings Butchers Limited.

Former employee v UK Cleaning Contracts Limited

A cleaner was dismissed while pregnant, without a maternity risk assessment. The tribunal awarded £9,107.40, including £7,500 for injury to feelings.

Warehouse operative (6.5 years' service) v WM Morrisons Supermarket Ltd

A warehouse operative with 6.5 years' service was dismissed for capability after a year of sick leave for depression. The tribunal upheld the dismissal, finding the employer acted reasonably despite not waiting the 4-5 weeks suggested by occupational health.

Accounts Manager (3 years' service) v G. & M.J. Crouch & Son Ltd

A tribunal upheld one claim of direct sex discrimination after an accounts manager was told a client 'likes pretty women', but dismissed her constructive dismissal and other claims.

Support worker (16 years' service) v Craegmoor Healthcare Company Limited

A support worker with a clean record was fairly dismissed for failing to document a resident's coffee burn, the Leeds Employment Tribunal has ruled. The tribunal rejected claims of race discrimination and victimisation linked to a 2015 claim.

Registered Nurse (dementia ward) v The Royal Star and Garter Homes

A tribunal dismissed all claims by a dementia ward nurse who resigned after suspension, finding no link between his protected disclosure and the employer's actions.

Clinical Support Worker (19 years' service) v Chelsea and Westminster Hospital NHS Foundation Trust

A tribunal awarded a statutory redundancy payment of £2,077.16 to a Clinical Support Worker with 19 years' service, finding that his refusal of an alternative role was not unreasonable.

Solutions engineer (3 years 8 months' service) v Singletrack Systems Limited

A solutions engineer who resigned after a performance improvement plan and grievance process lost his constructive dismissal claim because he stayed in the job too long after the alleged breaches.

Senior Events & Operations Co-Ordinator (6 years' service) v Heritage Venues Limited

A senior events co-ordinator who returned from maternity leave to work part-time was selected for redundancy in a 'pool of one' while full-time colleagues doing the same job were retained. The tribunal found unfair dismissal, indirect sex discrimination and part-time worker detriment.

Former employee v Dunton Environmental Limited

A former employee who claimed disability discrimination based on ADHD had her claim dismissed after the tribunal found she had not proven she had the condition on the balance of probabilities.

Former employee v North East Autism Society

Two former employees of North East Autism Society who refused the Covid-19 vaccine had their unfair dismissal and discrimination claims struck out after failing to attend a preliminary hearing and comply with tribunal orders.

Enquiry unit advisor (2 years' service) v Secretary of State for Business, Energy and Industrial Strategy

An enquiry unit advisor who sent threatening WhatsApp messages and emails to his line manager was fairly dismissed for gross misconduct. The tribunal rejected claims of disability discrimination.

Restaurant general manager (10 years' service) v Chicken Cabins Ltd

A restaurant general manager who resigned after a disciplinary process and alleged race discrimination has lost his claims of constructive dismissal and race discrimination at the Leeds Employment Tribunal.

Dental nurse v KDPG Limited

A dental nurse who resigned after securing another job failed to prove she was constructively dismissed or that her employer discriminated against her. All claims were dismissed.

Broadband Technical Support Team member (part-time, evening shifts) v EE Limited

A tribunal found that EE Limited unfairly dismissed a broadband technical support worker with panic disorder after it refused to wait a week for her to return to work, and also discriminated against her because of her disability.

NHS employee v Royal Devon University Healthcare NHS Foundation Trust

An NHS employee's unfair dismissal and discrimination claims were dismissed, but the tribunal refused the Trust's application for costs, finding she had a genuine belief in her case and did not act unreasonably.

Former employee v Asda Stores Ltd

A former employee succeeded in her unfair dismissal claim against Asda Stores Ltd, but her age discrimination and harassment complaints were dismissed. She was awarded £27,924.06.

Registered mental health nurse (2 years 9 months' service) v Cygnet NW Limited

A registered mental health nurse who alleged race discrimination and harassment by Cygnet NW Limited has had all his claims dismissed by the Sheffield Employment Tribunal.

Former employee v Fenco Ltd t/a Homesafe Housing

A former employee was automatically unfairly dismissed after making a public interest disclosure. The tribunal also found she was owed unpaid salary, holiday pay, and expenses, awarding a total of £4,619.01.

Shift Team Leader (9 years' service) v Britvic Soft Drinks Limited

A shift team leader with 9 years' service resigned after being placed on a performance improvement plan, but the tribunal dismissed all claims, finding no breach of contract and serious credibility problems with his evidence.

Warehouse first line manager (3 years' service) v DHL Services Limited

A warehouse first line manager with three years' service at DHL Services Limited resigned after a flawed grievance process. The tribunal upheld his claim for constructive unfair dismissal.

Business Support Coordinator (2 years' service) v Royal Mail Property and Facilities Solutions Limited

A Business Support Coordinator with two years' service was fairly dismissed after failing to engage with his employer's sickness absence process. The tribunal also awarded £1,771 for unauthorised wage deductions.

Delivery and Collection Manager (2 years' service) v Royal Mail Group Ltd

A black Caribbean delivery manager was unfairly dismissed and racially stereotyped after a returned iPhone went missing. The tribunal found Royal Mail's investigation was flawed and the claimant was treated less favourably than a hypothetical white comparator.

Former employee v Sainsbury’s Supermarkets Ltd

A former employee's unfair dismissal claim against Sainsbury’s was struck out after she failed to attend the final hearing and did not provide a witness statement as ordered. The tribunal refused her application for reconsideration.

Reception Manager (1 year's service) v Mr Paul Watson

A reception manager who resigned after disputes over pay and deductions lost his constructive dismissal claim. The tribunal found no fundamental breach of contract and no link to proposed paternity leave.

Former employee v Ideal Shopping Direct Limited (in voluntary liquidation)

A former employee was awarded £37,178 after an employment tribunal found she was discriminated against because of her pregnancy and unfairly dismissed by reason of redundancy.

Graphic Designer (15 years' service) v Embrace Education Limited

A graphic designer with 15 years' service was dismissed by text message during the first lockdown. The tribunal found the dismissal unfair but rejected age discrimination claims.

Trainee solicitor (1 year 3 months' service) v Sterling Lawyers Limited

A trainee solicitor who sent 106 confidential client emails to her personal address was fairly dismissed for gross misconduct, the tribunal ruled. Her claims of whistleblowing and pregnancy discrimination were rejected.

Former employee v Cardiff & Vale University Local Health Board

An employee with a mental health disability lost all claims of unfair dismissal and discrimination after the tribunal found the health board's absence management process was reasonable.

Security guard (3 years' service) v Mitie Ltd

A security guard who lost most of his sight was unfairly dismissed and discriminated against by Mitie Ltd, which failed to consider reasonable adjustments or a vacant role he suggested.

Paramedic (22 years' service) v South Western Ambulance Service NHS Foundation Trust

A paramedic with 22 years' service lost his unfair dismissal and disability discrimination claims after the tribunal found his employer acted reasonably in dismissing him for ill-health when his own psychiatrist said he was permanently incapable of working.

Care assistant (2 years 6 months' service) v The Royal Star & Garter Homes

A care assistant was unfairly dismissed after his employer relied on a vaccination deadline that had already been extended. The tribunal awarded £12,137.94.

Agency caretaker (13 days' service) v Future Academies

An agency caretaker who worked for only 13 days at Pimlico Academy lost his claims of direct and indirect discrimination over keys, phone use, and prayer breaks. The tribunal found no less favourable treatment.

Former employee v A&A Enterprises London Ltd

A former employee who signed a settlement agreement and later brought new claims had her case struck out as an abuse of process. The tribunal found she had mental capacity when signing.

Healthcare Consultant (6 years' service) v BUPA Insurance Services Ltd

A healthcare consultant with 6 years' service was fairly dismissed for gross misconduct following four customer complaints about his attitude. The tribunal also rejected his claims of race discrimination and victimisation.

Deputy Design Director (5 years' service) v Greenland (United Kingdom) Investment Limited

A deputy design director who brought claims of unfair dismissal, discrimination, harassment, victimisation, and unlawful deduction from wages after being made redundant has lost all her claims at the London Central Employment Tribunal.

Housing Officer (agency worker, 1 month service) v Central Bedfordshire Council

A housing officer who worked for Central Bedfordshire Council for just one month via an agency had her claims of whistleblowing detriment and harassment related to disability and transgender status dismissed by the Watford Employment Tribunal.

Production operative (13 years' service) v Cranswick Convenience Foods Ltd

A production operative with 13 years' service was dismissed for capability due to ill health after a telephone meeting. Most of her claims were struck out as out of time, but one disability discrimination claim will proceed.

Property Operations Manager (self-employed) v Holborn Assets Insurance Brokers LLC

A property operations manager who worked from home for a Dubai-based firm was found by the tribunal to be self-employed, not an employee or worker, meaning his claims could not proceed.

Customer service assistant (3 years 8 months' service) v Trenitalia C2C Limited

A customer service assistant who tried to strike a teenage customer with an open hand was fairly dismissed for gross misconduct, the tribunal ruled. His race discrimination claims against third-party security guards were also dismissed.

Assistant headteacher (12 years' service) v YY

An assistant headteacher with 12 years' service was fairly dismissed for gross misconduct after sending a sexual message to a child under duress from a coercive partner. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Casual worker (10 days' service) v JAVA Art Limited

A casual worker who responded to a Facebook post for help unloading a container has won a claim for unpaid wages, holiday pay, and failure to provide a written statement. The tribunal awarded £1,306.

Former employee (25 years' service) v Advisory Conciliation and Arbitration Service

A former employee with 25 years' service lost his constructive dismissal claim against ACAS after resigning over parking arrangements following an office move. The tribunal found the employer had acted reasonably.

Former employee v The A&S Leisure Group Ltd (t/a Napoleon’s Casino Bradford)

A tribunal struck out a former employee's claims of unfair dismissal and disability discrimination after she admitted inappropriate touching, failed to attend hearings, and ignored tribunal communications.

Healthcare assistant (3 months' service) v Gain Healthcare Limited

A healthcare assistant who was dismissed without notice after just three months has been awarded £480 in notice pay. The tribunal rejected his other claims for automatic unfair dismissal, sex discrimination, and breach of contract.

Night care assistant (3 years' service) v Runwood Homes Ltd

A night care assistant who was found asleep on three occasions was fairly dismissed for gross misconduct. The tribunal also rejected his claims of discrimination and whistleblowing detriment.

Regional Manager (care homes, probationary period) v Sanctuary Care Limited

A regional manager dismissed during her probationary period for capability reasons lost her claim that she was automatically unfairly dismissed for whistleblowing. The tribunal found her protected disclosure played no part in the decision.

Senior Lecturer v Teesside University

A tribunal struck out a Senior Lecturer's unfair dismissal and race discrimination claim after he failed to attend a preliminary hearing and did not comply with orders to explain his absence. His application to reconsider was refused.

Senior hairdresser (12 years' service) v Razors Edge Group Limited

A senior hairdresser with 12 years' service who resigned after her employer refused her GP-recommended phased return of two days a week has been awarded £13,699 for constructive unfair dismissal and failure to make reasonable adjustments.

Office Manager (5 months' service) v Trustmark Plans Limited

An office manager with just five months' service was sexually harassed by a colleague and then dismissed using fake disciplinary records. The tribunal awarded £39,662.92.

Care home manager (3 years' service) v HC One Limited

A care home manager with lupus who resigned after the Covid vaccine mandate was introduced has lost her constructive unfair dismissal and disability discrimination claims. The tribunal found no breach of trust and confidence.

Chartered physiotherapist (Head Sports Physiotherapist, 5 months' service) v Barnet Football Club Ltd

A head sports physiotherapist was constructively dismissed after being investigated and having her grievance rejected following her pregnancy disclosure. The tribunal awarded £18,152.48.

Procurement Director (9 years' service) v Northern Housing Consortium Ltd

A procurement director who resigned after raising concerns about commission on expired contracts has lost her tribunal claims for constructive unfair dismissal, whistleblowing detriment and disability discrimination.

Facilities Manager (6 years' service) v Marsh Farm Futures

A facilities manager with dyslexia and heart failure was unfairly dismissed after his employer turned a redundancy process into a disciplinary hearing. The tribunal found the process was a sham and the real reason was a breakdown in trust and confidence.

Senior Bookseller (13 years' service) v Waterstones Booksellers Limited

A senior bookseller with 13 years' service was unfairly dismissed after being summarily dismissed during an investigation meeting. The tribunal awarded £11,471.80, including a 12.5% uplift for failing to follow the ACAS Code.

Course Leader for Sport (23 years' service) v New City College Limited

A tribunal found that New City College unfairly dismissed a course leader with 23 years' service after a flawed investigation into misconduct during the pandemic. The claimant was awarded £53,256.95 including a 20% ACAS uplift.

Consultant Obstetrician and Gynaecologist (9 years' service) v West Hertfordshire Hospitals NHS Trust

An employment tribunal has dismissed all claims by a consultant obstetrician and gynaecologist who argued she was unfairly dismissed for whistleblowing and race discrimination, upholding the NHS trust's decision to dismiss her on capability grounds after a coroner found her account of a baby's death unreliable.

Care home manager (9 years' service) v Prime Care (UK) Ltd t/a Sylvan Home Care Service

A Liverpool tribunal ruled that a care home manager with nine years' service was unfairly dismissed for smoking in the office, finding the real reason was antagonism after she raised a grievance. She was awarded £3,854.25, reduced by 50% for contributory fault.

Pharmacy Manager (15 years' service) v Bestway Panacea Holdings Limited

A pharmacy manager who resigned after his employer reduced hours based on computer modelling has lost his constructive dismissal claim. The tribunal found no fundamental breach of contract.

Research Assistant (12 years' service) v Newcastle University

A research assistant with 12 years' service lost her claim for unfair dismissal, whistleblowing detriment and disability discrimination after the tribunal found her redundancy was genuinely due to loss of funding.

Former employee v Ministry of Justice

A former employee was allowed to amend her claim to add details to a failure to make reasonable adjustments claim, but her attempt to add new claims of direct sex discrimination and harassment was refused by the tribunal.

Production operative (6 years' service) v Jaguar Land Rover Limited

A production operative with six years' service was unfairly dismissed and discriminated against due to disability-related sickness absence. The tribunal awarded £147,572.75 in compensation.

Client Account Manager (4 years' service) v NSL Limited

A Client Account Manager with 4 years' service was fairly dismissed for redundancy after refusing to attend selection interviews and declining an alternative role. The tribunal upheld the dismissal by a majority, finding the redundancy genuine and the process reasonable.

Sales Administrator (11 years' service) v Launch Tech UK Limited

A Sales Administrator with 11 years' service resigned after a workplace argument and poor communication, but the tribunal found no fundamental breach of contract or discrimination.

Swimming teachers v Achieve Lifestyle Ltd

A tribunal found that Achieve Lifestyle Ltd unfairly dismissed two swimming teachers after a dispute over furlough pay, and failed to make reasonable adjustments for one teacher with breast cancer.

Train driver (5 years' service) v London Underground Limited

A London Underground train driver with five years' service was unfairly dismissed and discriminated against after being sacked for long-term sickness despite occupational health and a specialist both saying he could return with adjustments.

General Manager (17 years' service) v Bestway Wholesale Limited

A General Manager with 17 years' service was dismissed for gross misconduct after his IT account was used to raise fraudulent credit notes worth £32,000. The tribunal found the dismissal fair and rejected all other claims.

Civil Enforcement Officer (parking warden) (12 years' service) v NSL Limited

A civil enforcement officer with severe dyslexia was unfairly dismissed after GPS data appeared to contradict his patrol records. The tribunal found procedural failings and indirect disability discrimination, awarding £17,126.

Medical Lead (GP) v Practice Plus Group Health and Rehabilitation Services Ltd

A tribunal found that a GP with bipolar disorder and severe neck pain was constructively dismissed and discriminated against after her employer failed to provide a suitable chair and mouse, and treated her negatively in a performance meeting.

Call centre agent (10 months' service) v Salim Algunaidi

A call centre agent with learning difficulties failed to prove that his managers discriminated against him. The tribunal dismissed claims of failure to make reasonable adjustments and harassment.

Former employee v Acton Vale Community Association

A former employee has won her claim for constructive unfair dismissal and breach of contract for notice pay against Acton Vale Community Association. A remedy hearing will determine compensation in January 2024.

Estate agent employee v Staton’s Estate Agents LLP

An estate agent with Crohn's disease was constructively dismissed and discriminated against after her employer sidelined her due to her disability. The tribunal awarded £46,652.74.

Customer Service Manager (6 years' service) v Ladbrokes Betting and Gaming Limited

A Customer Service Manager with 6 years' service was constructively dismissed after being repeatedly overlooked for increased hours while a colleague was given a 30-hour contract. The tribunal found direct disability discrimination and unfair dismissal.

Customer Adviser (22 years' service) v Boots Management Services Ltd

A customer adviser with 22 years' service was unfairly dismissed by Boots after a redundancy exercise that failed to properly explore alternative roles. The tribunal upheld the unfair dismissal claim but dismissed race-related complaints.

Former employee v Beaver-Visitec International Limited

A former employee's harassment and victimisation claims against her employer were deemed in time if there was conduct over a period, but time was extended for a harassment claim against the individual manager.

Former employee v Mazars LLP

A former employee won claims of constructive unfair dismissal and disability discrimination against Mazars LLP after the firm failed to make reasonable adjustments and subjected him to harassment.

Commercial Manager (2 years' service) v T&R Direct Insurance Limited

A Commercial Manager who was shouted at and demeaned after returning from depression-related sick leave was constructively dismissed. The tribunal awarded £56,542 for unfair dismissal, disability discrimination and harassment.

Non-registered vaccinator (supplied by Bank Partners to UCLH) v Anonymous respondent

A tribunal dismissed claims of disability discrimination and harassment by a vaccinator with borderline personality disorder who was sent home from work due to concerns about her emotional stability and medication status.

Former employee (3 years' service) v Areaworks Group Limited (in voluntary liquidation)

A former employee was unfairly dismissed after making a protected disclosure about health and safety. The tribunal awarded over £50,000, including a 25% uplift for the employer's failure to follow the ACAS Code of Conduct.

Passenger Assistant (3 years 6 months' service) v Elizabeth Abbots T/A Ladybirds Travel

A tribunal found a passenger assistant with sciatica was not disabled at the time of her dismissal, because her symptoms had not lasted 12 months and there was no evidence they would. The disability discrimination claim was dismissed.

Former employee (12 years' service) v Sovereign Housing Association Ltd

A housing association was found to have constructively dismissed a long-serving employee after mishandling his grievance. The tribunal awarded over £11,000 in compensation, including a basic award of £6,096 and a compensatory award of £1,073.

Team Member (36 years' service) v BT Plc

A team member with 36 years' service resigned after performance concerns were raised following a new ticketing system. The tribunal dismissed her constructive dismissal claim but awarded £306.40 for unpaid holiday pay.

Barrister (criminal defence) v Stonewall Equality Limited

A barrister who was investigated by her chambers after tweeting about gender critical beliefs has been awarded £22,000 for direct discrimination and victimisation.

Driver v Conexim Solutions Ltd

An employment tribunal struck out a driver's unfair dismissal and age discrimination claims after he failed to attend a case management hearing and did not comply with orders to provide details of his case.

Teacher of Welsh as a second language (17 years' service) v Vale of Glamorgan Council

A tribunal has upheld the dismissal of a Welsh teacher with 17 years' service after a lengthy capability procedure, finding that the employer made reasonable adjustments and acted fairly.

Driving examiner (14 years' service) v Driving & Vehicle Standards Agency

A driving examiner with 14 years' service was dismissed for taking photos of a colleague's personal data. The tribunal found the dismissal fair and rejected all claims of discrimination and whistleblowing detriment.

NHS employee v Leicestershire Partnership NHS Trust

An NHS employee who tried to amend her claim three years after presenting it, adding new disability discrimination and whistleblowing allegations, has been refused by the tribunal due to the balance of hardship favouring the trust.

Security guard (6 years' service) v Bidvest Noonan (UK) Ltd

A security guard who worked only six shifts in 12 months was fairly dismissed for lack of availability, but the tribunal awarded him £790.70 for unpaid notice and holiday pay.

Former employee v Premier EA and FS Ltd

A former employee of Premier EA and FS Ltd has been awarded £58,077 after the tribunal found she was subjected to pregnancy and maternity discrimination, victimisation for raising grievances, and detriment for making protected disclosures, culminating in her unfair dismissal.

Dog walker/day care worker (5 years' service) v Look Who’s Walking Limited

A dog walker who worked set hours for five years was found to be an employee, not a self-employed contractor, and awarded over £11,700 for unfair dismissal and age discrimination.

Former employee v Ocado Central Services Ltd

A former employee with a disability succeeded in a reasonable adjustments claim after Ocado failed to implement a phased return to work recommended by occupational health. The tribunal awarded £8,271.35, including £5,000 for injury to feelings.

Kitchen porter/general assistant v Bartlett Mitchell Limited

A tribunal refused to order a claimant's representative to pay wasted costs, despite the claimant withdrawing all claims the day before the final hearing, because the respondent could not prove improper conduct.

Former employee v Amazon UK Services Limited

A tribunal ruled that a former Amazon employee with tendonitis, polyarthritis and cervicalgia was disabled under the Equality Act, despite the employer's occupational health reports suggesting otherwise.

Production operative (10 months' service) v GI Recruitment Limited

A production operative who reported sexual harassment but was later dismissed for gross misconduct after leaving work early without clocking out has lost her unfair dismissal claim. The tribunal found the employer acted reasonably.

Teaching Assistant (5 years' service) v Lancashire County Council

A teaching assistant with anxiety and depression failed to prove that a council's refusal to let his mother represent him at a disciplinary appeal was a failure to make reasonable adjustments. The tribunal dismissed the claim.

Security supervisor (22 years' service) v Bidvest Noonan (UK) Limited

A security supervisor with 22 years' service was fairly dismissed for a fundamental breakdown of trust and confidence after he repeatedly emailed senior management and a client threatened to cancel its contract. The tribunal upheld the employer's decision.

Client Services Director (2 years 7 months' service) v Send DM Limited

A Client Services Director who resigned over unpaid sick pay and a claimed promotion of a male colleague has lost her constructive dismissal and sex discrimination claims. The tribunal found no fundamental breach of contract.

Former employee v First Greater Western Ltd

A tribunal found that a former employee had conducted litigation unreasonably but refused to strike out her claim, allowing it to proceed to a final hearing despite delays and disputes over the list of issues.

Customer Support Officer (15 months' service) v Driver & Vehicle Licensing Agency

A Customer Support Officer with long COVID and diabetes was dismissed after 8 months' absence. The tribunal rejected his disability discrimination claims, finding the DVLA acted reasonably.

Finance Manager (7 years' service) v SSCP Spring Bidco Limited t/a Outcomes First Group Limited

An Employment Tribunal has dismissed all claims of maternity discrimination, harassment, victimisation and unfair dismissal brought by a Finance Manager who was made redundant shortly after returning from maternity leave.

Part-time band 4 endoscopy scheduler (9 years' service) v Medway NHS Foundation Trust

A part-time endoscopy scheduler with 9 years' service lost her constructive unfair dismissal claim after the tribunal found no fundamental breach of contract by Medway NHS Foundation Trust.

Hair stylist (3 months' service) v Hair at Two Ten Limited

A hair stylist who worked for just three months at a salon without a written contract has been found by an employment tribunal to be an employee, not self-employed, paving the way for her discrimination and pay claims.

Personal Banker (8 years' service) v Santander UK Plc

An employment tribunal has dismissed a personal banker's claims of constructive unfair dismissal and disability discrimination against Santander UK Plc, finding that the final straw she relied on was innocuous and that earlier alleged breaches were not linked to her resignation.

Paramedic (27 years' service) v London Ambulance Service NHS Trust

A London Ambulance Service paramedic who was dismissed for bullying colleagues after failing a mask fit test has lost her unfair dismissal claim. The tribunal found the employer's investigation was thorough and the decision reasonable.

Pre-school practitioner v St Mark’s Pre-School

A pre-school practitioner who claimed she was dismissed for whistleblowing lost her case after the tribunal found her disclosures did not tend to show health or safety endangerment.

Contracts and Procurement Lawyer (agency worker) v London Borough of Waltham Forest

An agency Contracts and Procurement Lawyer lost her race discrimination, harassment and victimisation claims against the London Borough of Waltham Forest. The tribunal also ordered her to pay costs for pursuing claims with no reasonable prospect of success.

Faculty Manager (23 years' service) v Canterbury Christ Church University

A tribunal found that Canterbury Christ Church University unfairly dismissed a faculty manager and discriminated against her because of her disability when it decided she was not appointable to a new role due to her ill health. She was awarded £32,684.

Process Controller / Vessel Controller (25 years' service) v The Felixstowe Dock and Railway Company

A process controller with 25 years' service had his harassment claim struck out as too old, and his unfair dismissal and disability discrimination claims dismissed after a full hearing. The tribunal found the dismissal was fair and any discrimination was justified.

Paralegal/caseworker (1 year 10 months' service) v Khans Solicitors

A paralegal with six disabilities was unfairly dismissed after asserting her right to be paid and asking for reasonable adjustments. The tribunal awarded £109,020.64.

Former employee v Fyfe Mcdade Ltd

A former employee was unfairly dismissed after Fyfe Mcdade Ltd applied an unreasonable disciplinary procedure. The tribunal awarded £2,373.20, reduced by 50% for the employee's own conduct.

Pastry chef (zero-hours contract) v Damask Catering Limited

A pastry chef on a zero-hours contract claimed she was verbally dismissed during a 10-minute meeting, but the tribunal found no dismissal took place and struck out her claims.

Former employee v Beechwood Property Services Ltd

A former employee who was sacked for alleged dishonesty over a positive Covid-19 test in Cameroon lost his unfair dismissal claim but won £1,536.60 for wrongful dismissal. The tribunal found the dismissal was procedurally fair but the employer failed to give proper notice.

Front-of-house staff (16-year-old student, less than 5 months' service) v Smart NYD Ltd t/a New York Diner

A 16-year-old front-of-house worker was dismissed three days after her mother confronted the manager about sexual harassment by a chef. The Manchester tribunal awarded £13,886 for victimisation.

Insurance Account Handler (16 years' service) v Eden Insurance Services Limited

An insurance account handler with 16 years' service succeeded in her equal pay and constructive unfair dismissal claims after her employer failed to address a pay gap with a less experienced male colleague doing like work.

HGV driver (Tramper) v RT Keedwell Group Ltd

An HGV driver with COPD who resigned after his employer refused to furlough him in November 2020 has lost his unfair dismissal and disability discrimination claims. The tribunal found the employer correctly interpreted the Coronavirus Job Retention Scheme rules.

Former employee v International Procurement and Logistics Ltd

A former employee who brought claims of unfair dismissal, disability discrimination and holiday pay arrears has been ordered to pay £4,490 in costs after failing to attend hearings and ignoring a Calderbank offer.

Account Manager (19 years' service) v 52 Street Events Supplies Ltd

An account manager with 19 years' unblemished service was summarily dismissed by email while on maternity leave, with no investigation or disciplinary hearing. The tribunal awarded £37,310.

LSE Fellow (teaching role, 3 years' service) v The London School of Economics and Political Science

An LSE Fellow who alleged sexual harassment by a student and then never returned to work has lost his unfair dismissal, disability discrimination and victimisation claims. The tribunal found his allegations were dishonest and made in bad faith, and ordered him to pay the LSE's costs on an indemnity basis.

IT and Comms Manager (1 year 2 months' service) v The Charles Kalms, Henry Ronson Immanuel College

An IT manager with 14 months' service was fairly dismissed for gross negligence after a sophisticated cyber-attack. The tribunal rejected his unfair dismissal claim, finding the school's decision within the range of reasonable responses.

Former employees v Disclosure and Barring Service

A tribunal struck out all claims brought by four former employees of the Disclosure and Barring Service, finding their conduct of the litigation was so unreasonable that a fair hearing was no longer possible.

Former employee (15 years' service) v Crystal Clear Designs and Signs Ltd

A former employee with 15 years' service was constructively dismissed after a campaign of race harassment. The tribunal awarded over £34,000 including £21,000 for injury to feelings.

Firefighter (18 years' service) v Royal Berkshire Fire Authority (also known as Royal Berkshire Fire and Rescue Service)

An employment tribunal has ruled that Royal Berkshire Fire Authority fairly dismissed a firefighter who pleaded guilty to 12 firearms offences, rejecting claims of race and disability discrimination.

Wedding events manager (Mrs Brake) and Facilities and land manager (Mr Brake) v Axnoller Events Ltd (1), The Cheddington Court Estate Ltd (2), Dr Geoffrey Guy (3), Mr Russell Bowyer (4)

A married couple who worked as wedding events and facilities managers were fairly dismissed after a heated meeting where the husband shouted at the company owner. The tribunal rejected claims of unfair dismissal, disability discrimination, and whistleblowing detriment.

Law Enforcement Officer (4 years' service) v London Borough of Newham

A law enforcement officer with four years' service was fairly dismissed by redundancy and his claims of race and age discrimination, harassment, and victimisation were dismissed by the tribunal.

Security guard v Seal Security UK Ltd

A security guard who was dismissed after being found asleep during his shift at Bloomberg LLP has lost his claims for unfair dismissal and discrimination. The tribunal found the employer acted reasonably and the discrimination claims had no merit.

Former employee v Royal Mail Group Ltd

A former Royal Mail employee's unfair dismissal claim was dismissed after he and his union representative failed to attend the first hearing. The judgment was later revoked due to the rep's family bereavement, but the claim was ultimately rejected on its merits.

Former postal worker (OPG, 8 years' service) v Royal Mail Group Ltd

A former Royal Mail employee who was dismissed for gross misconduct claimed his application for a seasonal role was rejected because of his earlier discrimination complaints. The tribunal disagreed, finding the rejection was automatic and unrelated to any protected act.

Former employee v The Blurt Foundation CIC (in creditors’ voluntary liquidation)

A former employee won automatic unfair dismissal and pregnancy/maternity discrimination claims after The Blurt Foundation failed to respond. The tribunal awarded £15,093.21, including an uplift for breaching the Acas Code.

Team Leader (16+ years' service) v ISS Facilities Services Ltd

A team leader with 16+ years' service was dismissed for gross misconduct after three colleagues saw an indecent video of child abuse on her phone. The employment tribunal upheld the dismissal as fair.

Nursing Assistant (18 years' service) v University College London Hospitals NHS Foundation Trust

A tribunal struck out an unfair dismissal claim by a nursing assistant with 18 years' service after she failed to comply with orders, including providing a witness statement. No compensation was awarded.

Former employee v Autosparx Limited

A former employee was unfairly dismissed after her employer failed to prove a genuine redundancy exercise. The tribunal awarded £1,921.85 in compensation.

Security Patrol Officer v Pace Security Services Limited

A tribunal dismissed claims that a security officer was left out of furlough and overlooked because of his race, but awarded £984 for unpaid holiday accrued during sickness.

Former employee v GI Group Recruitment Ltd and BMW (UK) Manufacturing Ltd

A former agency worker's claims of disability discrimination against GI Group Recruitment Ltd and BMW (UK) Manufacturing Ltd were dismissed after the tribunal found he was not an employee and his complaints were not well founded.

Senior Lecturer (14 years' service) v University of the Arts London

A senior lecturer with 14 years' service was fairly dismissed for gross misconduct after developing a romantic relationship with a student. The tribunal rejected his claims of unfair dismissal and race discrimination.

Former employee (5 years' service) v Open GI Ltd

A tribunal found that Open GI Ltd unfairly dismissed a disabled employee after he attended his manager's home with white spirit, but awarded no compensation due to his conduct. The employee received £2,805 for injury to feelings on a related discrimination claim.

Community Staff Nurse (10 years' service) v Guy’s and St Thomas’ NHS Foundation Trust

A community staff nurse who resigned after her NHS trust failed to contact her about redeployment during long-term sickness has won her constructive unfair dismissal claim. The tribunal awarded £41,935.

Digital Delivery Manager v Institute of Physics

A Digital Delivery Manager with multiple sclerosis was fairly dismissed for redundancy, the tribunal ruled, finding a genuine redundancy situation and fair process despite disability discrimination claims.

Family law solicitor (self-employed consultant, 11 years' service) v Sinclairslaw Ltd

A family law solicitor who claimed Sinclairslaw Ltd failed to respond to her email because of her age or sex has lost her discrimination claim. The tribunal found the non-response was an innocent oversight.

Former employee v Freespee Limited

The tribunal dismissed a former employee's application for specific disclosure of documents, ruling that a foreign qualified in-house lawyer had capacity to give legal advice and that the dominant purpose of the communications was legal advice.

Head Butler & Valet (6 years' service) v Shenton Properties Ltd

A head butler with six years' service lost his unfair dismissal and disability discrimination claims after a tribunal found his redundancy was genuine and fairly handled.

Business consultant (8 months' service) v Eunisure Limited (in voluntary liquidation)

A business consultant who was refused homeworking after training has won £5,130 for unpaid commission, holiday pay and notice pay, but her claim of associative disability discrimination was dismissed.

Office Manager (3 years' service) v Bartco Ltd

A Reading tribunal found that Bartco Ltd unfairly dismissed its office manager after a flawed investigation and pre-determined decision, awarding £11,932.17.

Former employee (makeup specialist) v Makeup Specialists Limited

A makeup specialist was automatically unfairly dismissed because of her pregnancy. The tribunal awarded over £40,000 including an ACAS code uplift and injury to feelings.

Property Maintenance Manager (2 years' service) v Melin Homes Ltd

A property maintenance manager who was dismissed after less than two years' service following bullying complaints has lost his claims of unfair dismissal, age discrimination and trade union detriment. The tribunal found the dismissal was fair and not motivated by age.

Former employee (Lead Country Accountant, 4 years' service) v Venator Materials UK Ltd

A former employee's claims for unfair dismissal, race discrimination and whistleblowing detriment have been struck out after he repeatedly failed to comply with tribunal orders and did not attend hearings.

Former employee v HFD Limited

A former employee who submitted an unfair dismissal claim and then cut all contact has had his case struck out and been ordered to pay £723.80 in costs.

Social worker (12 years' service) v Rotherham Metropolitan Borough Council

A social worker with 12 years' service had her unfair dismissal and disability discrimination claims dismissed after she failed to comply with a deposit order and an unless order. Her application to set aside the dismissal was refused.

Warehouse operative (12 years' service) v Regional logistics company

Employer dismissed a long-serving warehouse worker after eight months of sickness absence without obtaining an up-to-date medical report. The tribunal found the dismissal unfair.

Former employee v Wales England Care Ltd

A former employee's pregnancy-related unfair dismissal claim against Wales England Care Ltd was allowed to proceed after the tribunal identified the correct employer, dismissing claims against a dissolved company and a liquidated one.

Former employee v Vibrant Energy Matters Ltd

A former employee has won her harassment and victimisation claims after her employer forwarded her emails alleging sex discrimination to the person she complained about, who then called her. She was later dismissed.

IT Business Partner (10 years' service) v Transport for London

An IT Business Partner with 10 years' service was unfairly dismissed by Transport for London after the tribunal found the real reason was poor performance, not a breakdown in relationships. Compensation will be reduced by 35% due to her own conduct.

Sales Progressor (2 years 7 months' service) v Paradigm Housing Group Limited

A tribunal has rejected claims of unfair dismissal, pregnancy discrimination and sex discrimination brought by a Sales Progressor who was dismissed after a performance improvement plan that began shortly after her miscarriage.

Former employee v Together Stronger (South Wales) Ltd.

A former employee with less than two years' service won over £11,000 after being constructively dismissed and discriminated against due to his disability. The tribunal found the employer made unauthorised deductions and failed to provide a written statement of employment particulars.

Technician (6 years' service) v Crossroads Group Limited

An employment tribunal has ruled that a technician with an inguinal hernia, prolapsed disc and nerve damage was disabled under the Equality Act from June 2022. The decision clears the way for his claims of disability discrimination and failure to make reasonable adjustments.

Customer Service Adviser (2 years' service) v Lloyds Bank plc

A customer service adviser with 2 years' service was constructively unfairly dismissed after Lloyds Bank failed to carry out a pregnancy risk assessment or provide a supportive chair, and mishandled her grievance. The tribunal upheld her pregnancy discrimination and unfair dismissal claims.

Data Protection Officer (9 months' service) v The Veterinary Defence Society Limited

A Data Protection Officer who alleged he was dismissed for making protected disclosures saw his claim struck out after failing to comply with tribunal orders. His interim relief application was dismissed for not meeting the high threshold of a 'pretty good chance' of success.

Customer Service Adviser (4 years' service) v BSH Home Appliances Limited

A customer service adviser with functional neurological disorder lost his unfair dismissal and disability discrimination claims. The tribunal found the employer's process was fair and the dismissal justified.

Client care associate (6 years' service) v Shred-it Ltd

A client care associate with six years' service was dismissed for aggressive behaviour and unauthorised absences while on a final written warning. The tribunal upheld the dismissal, finding the employer acted reasonably.

Business Development Manager (3 years' service) v Siemens Healthcare Ltd

A Business Development Manager who resigned claiming constructive dismissal due to race discrimination lost his case. The tribunal found Siemens Healthcare Ltd had genuine, evidence-based performance concerns and had not breached the implied term of trust and confidence.

Bus driver (7 weeks' service) v Abellio London Limited

A bus driver with only 7 weeks' service was dismissed for gross misconduct after using his mobile phone while driving. The tribunal struck out his unfair dismissal and race discrimination claims.

Smart Meter Installer (11 months' service) v Morrison Data Services Limited

A smart meter installer with chronic migraines was dismissed after three months' absence. The tribunal found he was disabled but that the employer acted reasonably and did not discriminate.

Accounts Manager (2 years 10 months' service) v First Call Contract Services Limited

An accounts manager who suffered a miscarriage and lost her husband in quick succession was unfairly dismissed by First Call Contract Services Limited. The tribunal awarded £72,948.30 for unfair dismissal, disability discrimination, and indirect sex discrimination.

Health Visitor (39 years' service) v Cwm Taf Morgannwg University Local Health Board

A health visitor who resigned after delays in occupational health referrals, expenses, and grievance handling has lost her constructive unfair dismissal claim. The tribunal found the employer's failings did not amount to a fundamental breach of contract.

Food Technology Technician (12 years' service) v South West Essex Community Education Trust Limited

A Food Technology Technician with 12 years' service was fairly dismissed for capability after a long-term sickness absence, the tribunal ruled, finding the employer had properly considered redeployment and made reasonable adjustments.

Shift manager (4 years 9 months' service) v One Stop Stores Limited

A shift manager who gave ice cream to a school and charity without approval was fairly dismissed for gross misconduct. The tribunal rejected his claims of unfair dismissal and race discrimination.

Pharmacy Assistant (12 years' service) v Bestway Panacea Holdings Limited

A tribunal rejected claims of constructive unfair dismissal and race discrimination brought by a pharmacy assistant after her annual leave requests were refused and her grievance was not upheld.

Responsive repairs plumber (6 years' service) v Coalo Limited

A plumber with six years' service was awarded £134,411 after his employer failed to implement occupational health recommendations, cut his sick pay, and ignored his grievance. The tribunal found constructive unfair dismissal and disability discrimination.

Police officer (18 months' service) v British Transport Police Authority

A police officer with PTSD who was dismissed after a domestic violence allegation has lost his disability and sex discrimination claims. The tribunal found the misconduct panel's decision was not influenced by his disability.

Forensic Custody Healthcare Professional (2 years' service) v Mountain Healthcare Limited

A tribunal has upheld the dismissal of a forensic custody nurse who could not kneel to perform CPR due to bilateral knee replacements. The employer was found to have acted within the range of reasonable responses.

Former employee v John Lewis plc

A former employee of John Lewis plc who was dismissed for unauthorised absence and failure to follow reporting procedures has lost her unfair dismissal and race discrimination claims. The tribunal also ordered her to pay £13,250 in costs.

Production Team Member (2 years' service) v Bighams Ltd

A production worker with a final written warning for threatening behaviour was fairly dismissed after shouting at a colleague. The tribunal also ordered Bighams Ltd to pay £648.96 for unpaid holiday.

Firefighter (8 years' service) v London Fire Commissioner

A firefighter with 8 years' service lost his claims of victimisation, harassment, constructive dismissal and direct discrimination against the London Fire Commissioner. The tribunal found no unlawful treatment and dismissed the direct discrimination claim as out of time.

University academic (disabled employee) v University of the West of England

A university academic with Parkinson's disease was allowed to pursue her unfair dismissal claim 10 days late after the tribunal found it was not reasonably practicable to file on time due to her disability and IT problems.

Security Operations Manager (14 years' service) v Mitie Limited

A Security Operations Manager with 14 years' service was fairly dismissed after taking two bicycles from lost property without permission. The tribunal rejected his claims of unfair dismissal and race discrimination.

Assistant team manager and duty manager (8 years' service) v John Lewis Plc

An assistant team manager with eight years' service was fairly dismissed after CCTV showed him pushing, grabbing and kicking members of the public. The tribunal rejected his claims of disability discrimination and unfair dismissal.

Former employee v PMP Recruitment Limited

A former employee of PMP Recruitment Limited succeeded in claims of direct discrimination and harassment on grounds of age, race, and sex, and was awarded over £19,000 in compensation.

Nurse (care home) v Alliance Care (Dales Homes) Limited

A care home nurse who claimed race discrimination after receiving a final written warning for a fire safety breach has had his claim dismissed. The tribunal found no less favourable treatment compared to other staff.

Head of E-Commerce (8 months' service) v Mibelle Ltd

A tribunal found that a Head of E-Commerce with 8 months' service was genuinely redundant, rejecting claims that her dismissal was linked to her pregnancy. She succeeded only on a claim for unpaid holiday pay.

Former employee v Circle Wood Ltd

A tribunal struck out a former employee's claim that she was discriminated against because of her caring responsibilities for her disabled mother, ruling that section 15 of the Equality Act does not cover discrimination by association.

Senior delivery, operations and support engineer (8 years' service) v BT PLC

An employment tribunal has rejected claims of unfair dismissal, race discrimination and victimisation brought by a BT engineer dismissed for breaching IT policies, but upheld claims for unpaid overtime and holiday pay totalling £4,666.81.

Deputy Principal (14 years' service) v The Shared Learning Trust

A deputy principal with 14 years' service was unfairly dismissed after the trust failed to tell her the purpose of a redundancy consultation meeting. The tribunal awarded no compensation, however, finding she would have been dismissed anyway.

Seasonal groundsman (14 months' service) v Lickhill Manor Ltd t/a Lincomb Lock Caravan Park

A seasonal groundsman who was dismissed while signed off sick lost his disability discrimination and unfair dismissal claims after the tribunal found he was not genuinely unable to work due to his disability but was instead pursuing his own private businesses.

Clinical director lead veterinary surgeon v Medivet Group Limited

A veterinary surgeon who claimed disability discrimination over her dismissal lost her case because her employer did not know and could not reasonably have known she was disabled due to hypothyroidism.

Former employee (design and printing company) v SP Group Ltd (In Administration) and Secretary of State for Business, Energy and Industrial Strategy

A tribunal has awarded 221 former employees of SP Group Ltd a protective award of 90 days' pay after the company made them redundant without any collective consultation when it went into administration.

Senior Electrical Engineer/Supervisor (8 years' service) v Bechtel Ltd

An employment tribunal found that Bechtel Ltd unfairly dismissed a senior electrical engineer during a redundancy process, ruling that the selection lacked transparency. The claimant's race, caste, and whistleblowing claims were dismissed.

Former employee v Woods Catering Staffordshire Ltd (in liquidation)

A former employee with a disability was awarded over £320,000 after an employment tribunal found she was harassed, victimised, and unfairly dismissed by Woods Catering Staffordshire Ltd and its director.

Bus driver (6 years' service) v Bournemouth Transport Limited (in administration)

A bus driver with long COVID was dismissed the day after furlough ended, without waiting for specialist medical input. The tribunal found unfair dismissal and disability discrimination, awarding £2,597.04.

Former employee (patient transport/administrative role) v Medicare EMS Group UK Limited

A former employee who brought claims for unfair dismissal and pregnancy discrimination had her case struck out after failing to comply with orders and not attending the hearing.

Job applicant (former Band 2 Clerical Supervisor) v Princess Alexandra Hospital NHS Trust

A job applicant with fibromyalgia had his offer withdrawn after requesting part-time hours. The tribunal found direct disability discrimination and awarded £8,067.

Former employee v ISWP Support Services Limited

A former employee who resigned after being required to attend a disciplinary investigation meeting following protected disclosures has won claims for detriment, disability discrimination, harassment and victimisation, but her constructive unfair dismissal claim was dismissed. She was awarded £12,822.78.

Former employee v Heavenly Body Ltd

A former employee has been awarded £10,282 after her employer, Heavenly Body Ltd, failed to attend hearings or respond to claims of unfair dismissal and pregnancy discrimination.

Former employee v Green and Brown Ltd

A former employee with a dilated right kidney has been found disabled under the Equality Act, allowing his discrimination claims to proceed to a full hearing.

Band 5 Staff Nurse (6 years' service) v Cardiff and Vale University Local Health Board

A Band 5 Staff Nurse was constructively dismissed after making protected disclosures about patient safety and an alleged assault. The tribunal found the Health Board subjected her to detriments including suspension and a flawed disciplinary process.

Former employee v Mrs Victoria Henderson t/a The Spirit Group

A former employee with psoriasis, psoriatic arthritis and type 2 diabetes was dismissed because of her pregnancy and disability. The tribunal awarded £24,626.93.

Store Manager (3 years' service) v EE Limited

A store manager who took unauthorised holiday during an iPhone launch embargo was fairly dismissed, the tribunal ruled, rejecting his claims of unfair dismissal and disability discrimination based on dyslexia.

Support worker (2.5 months' service) v Accomplish Group Limited

A support worker with 2.5 months' service was fairly dismissed for gross misconduct after swearing at a person they supported. The tribunal rejected claims of disability discrimination because the employer did not know of his undiagnosed ADHD.

Former employee v Spicehaart Group Services Limited

A tribunal has dismissed a company's application for a costs order and a wasted costs order against a former employee and her solicitor, finding that the claim was adequately particularised and that neither party acted unreasonably.

Former employee v London Underground Ltd

A former employee of London Underground has won claims of unfair dismissal, disability discrimination, and failure to make reasonable adjustments. The tribunal awarded £121,922.59 in compensation.

Teaching Assistant (6 months' service) v Knossington Grange School Ltd

A tribunal ruled that a teaching assistant with ADHD, anxiety and depression was disabled at the time of her employment, allowing her disability discrimination claim to proceed.

Former employee (7 years' service) v Equans Services Limited

A former employee with 7 years' service saw his constructive dismissal and age discrimination claims survive a strike-out application, but his disability discrimination claims were dismissed after the tribunal found he was not disabled under the Equality Act.

Occupational Therapy Assistant (Band 3, 3 years' service) v University Hospitals Sussex NHS Foundation Trust

An occupational therapy assistant who missed a promotion opportunity while on sick leave because she did not check her work email has lost her constructive dismissal claim. The tribunal ruled the oversight was unintentional.

Traffic Order/Project Engineer (11 years' service) v London Borough of Hammersmith and Fulham

An engineer with 11 years' service resigned by email but the council's IT system quarantined it; the disciplinary hearing went ahead and she was dismissed. The tribunal struck out her discrimination and victimisation claims.

Production line worker (12 years' service) v Jaguar Land Rover Limited

A production line worker with 12 years' service failed to prove that Jaguar Land Rover victimised him by managing his sickness absence after he brought a sex discrimination claim. The tribunal found the employer's actions were not because of the protected act.

Former employee v The High Street Surgery

A former employee of The High Street Surgery won her constructive unfair dismissal claim after resigning due to her employer's conduct. The Watford tribunal awarded £5,687.21 but dismissed her disability discrimination claims.

Former employee (rehabilitation sector) v KTB Rehabilitation Ltd

A tribunal extended time for an unfair dismissal claim filed 11 days late, but struck it out for lack of merit. The claimant succeeded only on a breach of contract claim for notice pay, receiving £948.78.

Theatre and Community Centre Manager (18 years' service) v The Dragon Barmouth Ltd

A theatre manager who was dismissed after two long periods of sickness absence lost her claims for unfair dismissal and disability discrimination, but won a small holiday pay award.

Healthcare assistant (probationary period) v Kent and Medway NHS and Social Care Partnership Trust

A healthcare assistant who was dismissed during his probationary period for sickness absence and conduct issues has lost his claims of sex and disability discrimination against Kent and Medway NHS and Social Care Partnership Trust. The tribunal found no unlawful discrimination, failure to make reasonable adjustments, or victimisation.

Former employee v Skins Laser Clinic Ltd

A former employee of Skins Laser Clinic Ltd was awarded over £21,000 after the tribunal found she was not paid for 142 hours of work and suffered race discrimination. The award was increased by 25% because the employer failed to address her grievance.

Retail Sales Advisor (4 months' service) v Eurochange Limited

A retail sales advisor was dismissed during probation for eight absences, five of which were for childcare. The tribunal found no automatic unfair dismissal because the employer offered reinstatement two days later, which the claimant rejected.

Export clerk (4 years 8 months' service) v UPS SCS UK Limited

A tribunal has upheld the dismissal of an export clerk who repeatedly failed to work his contractual hours, finding the employer's decision was within the range of reasonable responses.

Digital Marketing Manager (8 months' service) v Criterion Hospitality Limited

A digital marketing manager with Crohn's and Behcet's disease was unfairly selected for redundancy after his disability-related absences played a role in the decision. The tribunal awarded £26,132.24.

Warehouse manager (26 years' service) v Tesco Stores Limited

A warehouse manager with 26 years' service was unfairly dismissed by Tesco for alleged favouritism, but his race discrimination claim failed. The tribunal awarded £2,848.74 in compensation.

Bid Manager (12 years' service) v Mears Group plc

A tribunal found that Mears Group plc unfairly dismissed a Bid Manager with spinal injuries and victimised her for raising concerns about reasonable adjustments. She was awarded £964,465.37.

Depot manager (18 years' service) v Concord Lifting Equipment Limited

A depot manager with 18 years' service was unfairly dismissed after his employer relied on a stale theft allegation and denied him the chance to respond. The tribunal awarded £22,000.

Maths teacher and KS5 coordinator (2 years' service) v Middlesex Learning Partnership

A maths teacher with less than two years' service was dismissed for gross misconduct. The employment tribunal dismissed his unfair dismissal claim for lack of jurisdiction and found no race discrimination.

Physiotherapist (12 years' service) v Leonard Cheshire Disability

A physiotherapist with 12 years' service who was dismissed for refusing the COVID-19 vaccine without a medical exemption has failed to prove his anxiety amounted to a disability under equality law.

Customer assistant (7 years' service) v Marks and Spencer PLC

A customer assistant with autism was unfairly dismissed by Marks and Spencer after leaning on a colleague, as the tribunal found the employer failed to consider his condition or obtain updated medical reports.

Professional footballer v Queens Park Rangers Football and Athletic Club Limited

A tribunal ruled that a QPR footballer's unfair dismissal claim was brought too late, but allowed his race and harassment claims against the club, manager John Yems and Crawley Town to go forward due to his severe depression.

Former employee v G and H

A former employee won a constructive dismissal and sexual harassment claim after their employer failed to respond to the tribunal claim. They were awarded £8,091.66 in compensation.

Geography teacher (7 years' service) v United Learning Trust

A tribunal found that a geography teacher with seven years' service was unfairly dismissed by United Learning Trust after a breakdown in relationships, and that a headteacher victimised him by providing a negative reference. He was awarded £36,677.70.

Universal education facilitator (1 year's service) v Turning Point

A tribunal refused to strike out a universal education facilitator's whistleblowing and victimisation claims against Turning Point, but ordered her to pay a £150 deposit for each to proceed.

Cleaner (2 years' service) v Atalian Servest Limited

A cleaner who resigned after alleging bullying and harassment by her supervisor has lost her claims for constructive unfair dismissal, race discrimination, and harassment. The tribunal found the incidents were routine workplace disputes, not discrimination.

Healthcare assistant (8 years' service) v Medical Services International Limited

A healthcare assistant with fibromyalgia was constructively dismissed after her employer failed to offer a permanent alternative role and ignored her complaints about colleague hostility. The tribunal awarded £41,864.95.

Window fitter (12 years' service) v Car Giant Ltd

Three window fitters lost their jobs during the pandemic but failed to prove unfair dismissal or race discrimination. The tribunal found Car Giant's redundancy process was fair.

Former Enforcement Officer (10 months' service) v Nuneaton & Bedworth Borough Council

A former enforcement officer with Asperger's and dyslexia was awarded £4,827 after his ex-employer gave a negative job reference because he had brought disability discrimination proceedings.

Administrative Officer (2 years' service) v Brook Street Limited

A tribunal has allowed an administrative officer to amend her disability discrimination claim to include a section 15 claim, while refusing to add new disabilities. The respondent's strike-out applications were largely rejected.

Weekend Support Worker (2 years' service) v Our Place Schools Ltd

A tribunal has upheld the dismissal of a Weekend Support Worker who was absent for nearly two years and failed to engage with welfare meetings or provide medical evidence. The employer, Our Place Schools Ltd, was found to have acted reasonably.

Farm worker (40 years' service) v G.E. Spence and Sons (a partnership)

A farm worker with 40 years' service was sent a P45 in the post while off sick with cauda equina syndrome. The tribunal found he was unfairly dismissed, discriminated against because of his disability, and awarded over £26,800.

Business Development Coordinator (18 months' service) v Garic Ltd

A Business Development Coordinator who resigned after raising GDPR concerns about cold calling lost his claims for whistleblowing detriment and constructive unfair dismissal. The tribunal found no breach of contract or protected disclosure before his resignation.

Shop assistant / supervisor (2 years' service) v Beauty Base Ltd

A shop assistant who took a long holiday after an informal arrangement with his manager was unfairly dismissed for alleged mobile phone use. The tribunal awarded £18,441 after finding the real reason was unknown and the procedure was a sham.

Former employee v Walkers Snacks Limited

A former employee with osteoarthritis faced strike-out of one harassment claim but was allowed to proceed with others, including unfair dismissal and disability discrimination, after a preliminary hearing.

Manager (18 years' service) v Lloyds Banking Group PLC

A manager with 18 years' service was unfairly dismissed and discriminated against for using the full N-word during a race education session. The tribunal found his dyslexia contributed to the error and ordered Lloyds Banking Group to pay over £454,000.

Telesales consultant (6 years' service) v Direct Line Insurance Services Ltd

A telesales consultant with menopausal symptoms won £64,645 after her employer failed to make reasonable adjustments and treated her unfavourably due to her disability.

Sales and Lettings Manager (4 months' service) v Ridgway Property Limited

A sales and lettings manager with four months' service lost her race and sex discrimination claims after the tribunal found the alleged incidents of harassment and discrimination did not happen as described. No compensation was awarded.

Level 7 analyst (10 years' service) v Thames Water Utilities Ltd

A level 7 analyst who resigned claiming constructive unfair dismissal and discrimination lost her case after the tribunal found no evidence of less favourable treatment or breach of trust.

Office administrator (4 years' service) v Beaumont and Fletcher Ltd

A tribunal found that an office administrator was constructively unfairly dismissed after her employer included unparticularised criticisms about her appearance and relationships with colleagues in a capability letter. She was awarded £3,497.79, reduced by 75% for contributory fault.

Healthcare assistant (nursing bank) v Imperial College Healthcare NHS Trust

A tribunal ruled that a healthcare assistant's left shoulder, lower back and wrist impairments were disabilities, but her premature menopause was not because it only affected her sexual life, not her professional life.

Former employee v Riverside Dental Spa

A default judgment against Riverside Dental Spa for maternity discrimination was revoked when the tribunal discovered the employer had in fact filed its response before the deadline. The case will now proceed to a full hearing.

Senior Nurse Practitioner (nearly 10 years' service) v West London NHS Trust

A senior nurse with nearly 10 years' service claimed disability discrimination for generalised anxiety disorder, but the tribunal found he was not disabled under the Equality Act 2010 due to lack of medical diagnosis and limited impact on daily activities.

Rehabilitation Assistant (28 years' service) v Central London Community Healthcare NHS Trust

An employment tribunal has ruled that Central London Community Healthcare NHS Trust fairly dismissed a rehabilitation assistant with 28 years' service after prolonged sickness absence, rejecting claims of unfair dismissal and disability discrimination.

Community Engagement Officer (agency worker) v Umbrella-Company Limited

An agency worker who claimed she was dismissed for whistleblowing had her interim relief application refused because she could not show a 'pretty good chance' of proving she was an employee of the respondent.

Midwife (22 years' service) v Frimley Health NHS Foundation Trust

A Reading tribunal struck out a midwife's discrimination claims against Frimley Health NHS Foundation Trust after finding they could not be fairly heard, but allowed her unfair and wrongful dismissal claims to proceed.

Supermarket Assistant (3 years' service) v John Lewis plc

A supermarket assistant who was dismissed after nearly two and a half years of sickness absence had his unfair dismissal claim rejected because he presented it too late and failed to attend the preliminary hearing.

Agency worker (Housing Officer, temporary cover) v Notting Hill Genesis

An agency worker who was dismissed after taking three days off without permission to care for his son has lost his claims of race and sex discrimination against Notting Hill Genesis.

Bank admin and clerical worker (2 years' service) v University Hospitals Birmingham NHS Foundation Trust

A Birmingham Employment Tribunal dismissed all claims of race discrimination and unfair dismissal brought by a former bank admin worker against University Hospitals Birmingham NHS Foundation Trust, finding her allegations of a racist conspiracy involving over 30 people to be without evidence.

Import coordinator (2 years 11 months' service) v International Forest Products (UK) Limited

An import coordinator who repeatedly stated she could not return to work after maternity and parental leave was fairly dismissed for some other substantial reason. The tribunal rejected her claims of unfair dismissal and discrimination.

Residential Support Worker (11 months' service) v Roundabout Limited

A tribunal dismissed claims of automatic unfair dismissal, pregnancy discrimination, race discrimination and victimisation brought by a Residential Support Worker who was dismissed after breaching Covid protocols. The employer was ordered to pay £1,355.65 for giving only one week's notice instead of four.

PE teacher and union representative v The North Huddersfield Trust

A PE teacher and union rep was unfairly dismissed after a breakdown in relationships with school leadership. The tribunal found her suspension and dismissal were acts of victimisation, but reduced compensation by 50% for her own conduct.

General Operative (5 years' service) v Amalga Ltd

A general operative who flew to Slovakia while on furlough was fairly dismissed for gross misconduct, the tribunal has ruled.

Stock Technician (6 years' service) v Stanmore Implants Worldwide Limited

A stock technician with six years' service was fairly dismissed for gross misconduct after an unauthorised absence. The tribunal rejected claims of unfair dismissal, age discrimination, and harassment.

Train operator (11 years' service) v London Underground Limited

A tribunal found London Underground unfairly dismissed a train operator with 11 years' service for opening doors on the wrong side, but awarded no compensation because a fair process would have reached the same outcome.

Support Worker in a care home (10 months' service) v The Belsteads Group Ltd.

A support worker who raised COVID-19 safety concerns was put on a performance improvement plan and later dismissed. The tribunal found she suffered detriment for whistleblowing and was discriminated against when pregnant.

Street Scene Worker (3 years 10 months' service) v Halton Borough Council

A Street Scene Worker with disabilities resigned after his employer required a GP fitness letter to return from shielding. The tribunal rejected his constructive unfair dismissal and disability discrimination claims.

Ward manager (12 years' service) v Cheshire and Wirral Partnership NHS Foundation Trust

A ward manager with 12 years' service was dismissed for gross misconduct after the trust used CCTV and fob records to investigate her hours. The tribunal found the dismissal fair but awarded £10,269.96 for breach of contract — she should have received notice pay.

Healthcare assistant (19 years' service) v Practice Plus Group Health and Rehabilitation Service Ltd

A healthcare assistant with 19 years' service succeeded in a disability discrimination claim after her employer failed to carry out a BAME risk assessment she had requested. The tribunal found the dismissal fair and rejected victimisation claims.

Apprentice network engineer (4 months' service) v Openreach Ltd

An apprentice network engineer with four months' service failed to prove constructive dismissal after being dismissed for gross misconduct. The tribunal awarded £225.23 for unpaid wages.

Bus driver (9 years' service) v Metroline West Ltd

A Watford tribunal found that Metroline West Ltd unlawfully deducted wages by withholding company sick pay from a bus driver who went off sick on the day of a disciplinary hearing. He was awarded £3,012.38.

Former employee (medical centre) v Dr S Zaidi

A tribunal found that a medical centre employee was disabled from December 2019 due to anxiety and depression, earlier than the employer conceded. The ruling confirms that mental impairments can be 'long-term' even before 12 months have passed.

Sterile specialist (5/6 weeks' service) v Norton Healthcare Ltd t/a Teva Runcorn

A tribunal struck out a sterile specialist's race and age discrimination claims after she admitted posting selfies showing confidential information on social media. The claims had no reasonable prospect of success.

Former employee v Warburtons Limited

A former employee's unfair dismissal and discrimination claims were struck out after he failed to particularize them despite multiple hearings and warnings. The tribunal found no reasonable prospect of success and unreasonable conduct.

Train driver (10 years' service) v Arriva Rail London Limited

An employment tribunal has ruled that Arriva Rail London fairly dismissed a train driver of 10 years who tested positive for cannabis metabolites in a random drug test, rejecting his defence that the result was caused by CBD oil.

Senior Practitioner in Adult Social Care (27 years' service) v Birmingham City Council

Birmingham City Council fairly dismissed a Senior Practitioner with 27 years' service after a 9-month sickness absence for bereavement stress. The tribunal rejected claims of unfair dismissal and disability discrimination.

Trainee duct fitter (14 months' service) v AV Unibrak South Ltd

A black trainee duct fitter was paid less and given more labouring work than white comparators. The tribunal awarded £27,624 for race discrimination and unpaid wages.

Welder (20 years' service) v Silo Services Limited

A welder who resigned after his employer failed to make reasonable adjustments for his heart condition has won his unfair dismissal and disability discrimination claims. The tribunal awarded £42,334 but reduced compensation because he turned down a job offer the day after leaving.

Support worker (10 months' service) v Stori Wales (formerly Hafan Cymru)

A support worker who resigned after reporting a jammed door lock and a blocked fire exit has lost her claim for constructive unfair dismissal. The tribunal found no serious or imminent danger.

Former employee v Gist Ltd

A former employee who missed the deadline for his unfair dismissal claim because he didn't know about the three-month limit was able to proceed with his disability discrimination claim on 'just and equitable' grounds.

Bus driver (3 years' service) v Stagecoach Group Plc

A bus driver with deep vein thrombosis was constructively dismissed after Stagecoach failed to implement occupational health recommendations for shorter routes and breaks. The tribunal awarded £38,794.56.

Quality Control Technologist (2 years' service) v Wealmoor Limited

A quality control technologist with back pain and depression was unfairly dismissed after his employer relied on a GP report and failed to obtain occupational health advice. Tribunal awards £129,970.

Assistant Head of School / Deputy Designated Safeguarding Lead (6 years' service) v Haggerston School and London Borough of Hackney

An assistant head of school who told his headteacher he was a victim of domestic violence has won his constructive unfair dismissal claim after the school's handling of disciplinary and grievance processes was found to breach trust and confidence.

Former employee v Xace Limited

A former employee forgot about an occupational health report and disclosed it late. The employer's application for £12,166 in costs was refused by the tribunal.

Finance Director (24 years' service) v Artem Ltd

A tribunal found that a finance director with 24 years' service was constructively dismissed and subjected to sex and race discrimination after being passed over for managing director and told her chairman had lost confidence in her. She was awarded £112,007.

Associate Specialist Cardio-Thoracic surgeon (12 years' service) v Cardiff and Vale University Local Health Board

A Cardiff tribunal dismissed claims of unfair dismissal and disability discrimination by a surgeon who accessed his ex-wife's medical records without consent over 13 years. The tribunal found he resigned voluntarily and the employer's disciplinary process was fair.

Assistant Store Manager (Makkar, 8 years' service) and Store Manager (Bakiu, 15 years' service) v Neve Jewels Ltd t/a Diamonds Factory

An assistant store manager and a store manager with 8 and 15 years' service were constructively unfairly dismissed after their employer failed to investigate a racist comment, threatened dismissal, and required a diabetic employee to work alone on locked premises. The tribunal found a cumulative breach of trust and confidence.

Workshop technician v Fact Community Transport

A workshop technician unfairly made redundant was awarded £1,350 compensation after the tribunal applied a 50% Polkey deduction for the chance he would have been dismissed in a fair process.

Workshop Planning Co-ordinator (17 years' service) v Jaguar Land Rover Ltd

A workshop planning co-ordinator with 17 years' service failed to prove his redundancy selection was unfair or discriminatory. The tribunal found Jaguar Land Rover's process was reasonable.

Spray operator (10 years' service) v AF Machinery Limited

A spray operator who claimed constructive unfair dismissal and disability discrimination lost all claims at tribunal, which found he resigned to retire to Wales rather than because of any breach by his employer.

Multiskilled operative (11 months' service) v Coastline Housing Ltd

A multiskilled operative who resigned and claimed constructive unfair dismissal for whistleblowing had his claims thrown out because he did not present them in time. The tribunal also rejected his disability discrimination claim for lack of medical evidence.

Senior care assistant (2 years' service) v Mr J W Nunn trading as Primrose Lodge

A senior care assistant who resigned after a manager swore at her and a grievance was poorly handled has won her constructive unfair dismissal claim. The tribunal found a fundamental breach of trust and confidence.

Head of PE Faculty (7 years' service) v Kings Monkton School Limited

A tribunal has upheld the dismissal of a Head of PE who authorised the use of another pupil's inhaler for a child with severe allergies during an off-site lesson. All disability discrimination claims also failed.

Senior healthcare assistant (3 years' service) v The Spitalfields Practice

A senior healthcare assistant was unfairly dismissed after a breakdown in working relationships, but the tribunal applied a 75% Polkey reduction, awarding £6,975.14 in compensation.

Engineering team leader (7 years' service) v Swisslog UK Ltd

An engineering team leader's sex discrimination claim was thrown out because it was presented too late, while his constructive unfair dismissal claim also failed on the merits.

Team Leader (1 month's service) v Lifeways Community Care Limited

A team leader who resigned after just one month in post lost his claims of constructive dismissal and race discrimination after the tribunal found he had not made a protected disclosure to the CQC.

Team Leader (13 years' service) v Care UK Community Partnership Ltd

A team leader dismissed for failing to complete accident reports was unfairly dismissed because the real reason was his whistleblowing. Tribunal awards £40,670 after 30% reduction for his conduct.

Factory manager (3 years' service) v Laporte Industries UK Limited

A tribunal ruled that a meeting between a factory manager and Laporte Industries UK Limited was a genuine without-prejudice negotiation, making it inadmissible in his unfair dismissal claim.

Antenatal Education Midwife (3 years' service) v Barking, Havering and Redbridge University Hospitals NHS Trust

An antenatal education midwife with dyspraxia and depression was constructively dismissed after a manager raised multiple criticisms without warning. The tribunal upheld her unfair dismissal claim and one reasonable adjustment claim.

Former employee v Sodexo Limited

A former employee of Sodexo was constructively dismissed and directly discriminated against on grounds of race after the company failed to address concerns raised in her grievance. The tribunal awarded £16,695.13.

Home Care Assistant (5 years' service) v Anchor Hanover Group

A tribunal struck out a home care assistant's race discrimination claim after she failed to pay a £1,200 deposit ordered because her allegations had little prospect of success. The case highlights the risks of bringing claims based on immigration status rather than race.

Customer concierge (9 years' service) v Heathrow Express Operating Company Limited

A customer concierge with nine years' service who was made redundant after refusing a new role has lost his claims for unfair dismissal, age discrimination, and equal pay. The tribunal found the redundancy process was fair.

Health Care Support Worker (4 years' service) v Avon and Wiltshire Mental Health Partnership NHS Trust

A Health Care Support Worker with four years' service was fairly dismissed for failing to treat a service user with dignity, the tribunal ruled, rejecting claims of whistleblowing detriment and race discrimination.

Former employee v Mr Marcel Hengst, Nova Status B.V., GOT Technologies (UK) Ltd

The tribunal rejected an employer's bid to overturn a costs order, finding their conduct was unreasonable. A separate claim for extra costs over the reconsideration was also dismissed.

D&A Analyst (2 years' service) v National Westminster Bank Plc

A tribunal found that National Westminster Bank Plc unfairly dismissed a D&A Analyst for relationship breakdown, but ruled that he would have been dismissed within a month anyway and that his own conduct contributed entirely to his dismissal, resulting in no compensation.

Contract Manager (2 years' service) v British Tourist Authority

A contract manager who was dismissed after returning from maternity leave has been awarded £39,538 after a tribunal found her dismissal was automatically unfair because it was connected to her maternity leave.

Finance director and co-owner v Franklin Funeral Directors

A finance director with complex PTSD has been found disabled under the Equality Act after a tribunal accepted her evidence of substantial and long-term effects on day-to-day activities.

Property Manager (14 years' service) v Southern Housing

A property manager with 14 years' service lost her claims of race discrimination, harassment, victimisation and constructive unfair dismissal against Southern Housing. The tribunal found no evidence of unlawful treatment.

Target Support Worker for BME families (9 months' service) v Home-Start Birmingham North West

A target support worker who alleged race discrimination after being suspended for missed safeguarding concerns lost her claims. The tribunal found the employer's actions were not because of race.

Finance Assistant (4 years' service) v Outstanding Branding Ltd (in Liquidation) and Sandy Branding Ltd

A finance assistant was made redundant without any consultation or selection process after his employment transferred to a new company. The tribunal awarded over £11,000 for unfair and wrongful dismissal and unpaid wages.

Relay recovery driver (13 years' service) v Manchetts (Holdings) Ltd

A relay recovery driver with 13 years' service who resigned after being sent on an overloaded job lost his claims for constructive dismissal and disability discrimination. The tribunal found no fundamental breach of contract or failure to make reasonable adjustments.

Former employee v Tesco Stores Limited

A former employee was unfairly dismissed by Tesco, but the tribunal reduced his compensation by 10% because his own conduct contributed to the dismissal. Discrimination claims were dismissed.

Car salesman (3 years' service) v Swansway Garages Limited

An employment tribunal dismissed a car salesman's harassment claim after finding that derogatory comments calling him a paedophile were not related to his sexual orientation. The claimant, who represented himself, was unable to link the abuse to a protected characteristic.

Caretaker (9 years' service) v Catalyst Housing Limited

A caretaker with 9 years' service had his unfair dismissal claim struck out for being six weeks late, but his disability discrimination claim was allowed to proceed. No compensation awarded.

Former employee v WAC Arts

A former employee's attempt to add a sex discrimination claim based on how her safety concerns were handled compared to a colleague's was refused by the tribunal as out of time and lacking merit.

Nursery nurse (2 years 10 months' service) v Foster Park Primary School

A nursery nurse who resigned after receiving a final written warning for refusing to self-isolate despite being advised to do so has lost her constructive unfair dismissal and disability discrimination claims.

Community support worker (3 years' service) v London Borough of Brent

A Rastafarian community support worker who refused a PCR test due to his religious beliefs was fairly dismissed for prolonged absence, the Watford Employment Tribunal has ruled.

Former employee v Cerberus Security and Monitoring Services Ltd

A former employee of Cerberus Security and Monitoring Services Ltd has succeeded in unfair dismissal and victimisation claims after being dismissed for conduct failings. Remedy is yet to be determined.

Regional Sales Manager (3 years' service) v Central Extrusions Limited

A Regional Sales Manager with three years' service was unfairly dismissed after using the word 'spastic' in a conversation about historical language. The tribunal awarded £7,710.31 for procedural failures including a pre-signed dismissal letter.

HGV driver (4 years' service) v Lindab Limited

An HGV driver who used a company fuel card for his personal vehicle and falsified time sheets was fairly dismissed. The tribunal rejected his claims of race discrimination and unfair dismissal.

Warehouse operative (16 months' service) v GXO Logistics UK Limited

A warehouse operative who resigned after a disciplinary process over a battery fire failed to prove race discrimination, despite the tribunal finding administrative incompetence by the employer.

Frames Department Manager (5 years' service) v Scrivens Opticians and Hearing Care Ltd

A Frames Department Manager who resigned after a new Product Manager role was created lost her constructive unfair dismissal claim. The tribunal found the employer's actions were not a fundamental breach of contract.

Road marking linesmen v WJ Roadmarkings North Ltd

Two road marking linesmen were fairly dismissed after GPS tracking showed they used a company vehicle to do private work during paid hours. The tribunal found the employer's investigation and decision were reasonable.

Project Manager (1 year 8 months' service) v essDOCS EMEA LIMITED

A tribunal found that a manager sharing a picture provided in confidence during a grievance appeal amounted to direct sex discrimination. The claimant was awarded £2,331.98.

Production operative v Jaguar Land Rover Limited

A production operative dismissed for gross misconduct after an NHS COVID-19 app self-isolation alert was found to be fairly dismissed. The tribunal ruled the employer's investigation and belief in fraud were reasonable.

Former employee v Surrey and Sussex Healthcare NHS Trust

Two former employees of Surrey and Sussex Healthcare NHS Trust had their unfair dismissal and discrimination claims struck out after repeatedly failing to provide details of their case, despite multiple extensions and a warning.

Part-time Operations Assistant (4 years' service) v Love My Human Ltd

A part-time Operations Assistant with Long Covid was unfairly dismissed when her employer decided to make her redundant before any consultation. The tribunal found the dismissal unfair but applied a 60% Polkey reduction.

Dog Handler (2 years' service) v Global Support Services (UK) Ltd

A dog handler who secretly recorded managers and sent a threatening email was dismissed. The tribunal upheld some claims but found no sex discrimination or whistleblowing victimisation.

Senior health care assistant (3 years' service) v Signature Senior Lifestyle Operations Limited

A senior care assistant who shouted at a resident and called her 'stupid', inadvertently recorded on a voicemail, was fairly dismissed for gross misconduct. The tribunal rejected her unfair dismissal claim.

Former employee v Holland and Barrett Retail Ltd

A former employee won her unfair and wrongful dismissal claims against Holland and Barrett, but an 80% reduction for contributory conduct cut her compensation to £3,407.

Care coordinator (12 years' service) v Rotherham, Doncaster and South Humber NHS Foundation Trust

An employment tribunal ruled that a care coordinator with 12 years' service was disabled by anxiety and depression from August 2021, paving the way for her discrimination claims against Rotherham, Doncaster and South Humber NHS Foundation Trust.

Deputy Manager (6 years' service) v Cambian Asperger Syndrome Services Ltd

A deputy manager who refused the Covid-19 vaccine on religious and philosophical grounds was fairly dismissed when his employer had a legal duty to require vaccination. The tribunal ordered him to pay a deposit to continue his claims.

Health Care Assistant (7 years' service) v Guy’s & St Thomas NHS Foundation Trust

A healthcare assistant with 7 years' service was dismissed after 20 months' sick leave due to a work-related arm and neck injury. The tribunal found the NHS trust's decision was proportionate, balancing patient safety and staffing needs.

Sous-chef (2 years' service) v Humble Group Ltd

A sous-chef who resigned after being asked to do so by his employer while on sick leave has been allowed to bring his constructive dismissal and disability discrimination claims out of time.

Former employee v Aspinalls Club Limited t/a Crown London Aspinalls

A former employee's unfair dismissal and discrimination claims against Aspinalls Club were struck out after repeated failures to provide required documents and respond to tribunal orders.

Former employee (cleaner) v Tame Cleaning & Maintenance Ltd

A former cleaner was unfairly dismissed by Tame Cleaning & Maintenance Ltd. The tribunal allowed her late claims because severe depression made it not reasonably practicable to file on time.

Former employee (Software and Solutions Developer, 3.5 years' service) v Fujitsu Services Limited

A tribunal found that Fujitsu Services Limited discriminated against a disabled employee by failing to conduct a stress risk assessment, requiring phone sickness reporting, and disclosing information to his mother without consent. The former software developer was awarded £21,572.

Spray polisher (5 years' service) v Mowlem and Company (Manufacturing) Limited

A spray polisher with five years' service was unfairly dismissed after his employer refused his proposed phased return following bilateral hip replacements. The tribunal awarded £4,250 but rejected disability discrimination claims.

Service Engineer (9 years' service) v AMC XL Ltd

An employment tribunal dismissed a service engineer's claim for constructive unfair dismissal and disability discrimination after he resigned over a PPE dispute and a drug test he failed to complete.

Former employee v Mihomecare Limited

A former care worker succeeded in her unfair dismissal claim against Mihomecare Limited, but the tribunal reduced her compensation to zero because of her own conduct and the likelihood she would have been dismissed anyway.

Warehouse operative (6 years' service) v Tempur UK Ltd

A warehouse operative who resigned after refusing to comply with face-covering and testing rules had his indirect discrimination and constructive dismissal claims struck out after failing to pay a deposit order.

Library volunteer (9 years' service) v Fallowfield Library & Community Resource Centre

A long-serving library volunteer who brought unfair dismissal and discrimination claims was unable to proceed because the tribunal found she was not an employee or worker. All claims were dismissed.

Procurement Support Manager v Thames Valley Housing Association Ltd and Metropolitan Housing Trust Ltd

A Procurement Support Manager dismissed during his probation period lost his claims of race discrimination and failure to make reasonable adjustments. The tribunal found no evidence that his Russian ethnic origin or undisclosed HIV status played any part in the decision.

Accuracy Checking Pharmacy Technician (12 years' service) v Boots Management Services Ltd

A tribunal allowed a Boots pharmacy technician with 12 years' service to amend her claim to include unfair dismissal, finding the new claim was a relabelling of existing facts.

Personal Relationship Manager (9 years' service) v Lloyds Bank plc

A Personal Relationship Manager with nine years' service was fairly dismissed for deliberately coughing towards a colleague during the pandemic, breaching lone-working rules and lying to his manager. The tribunal rejected all claims of unfair dismissal and disability discrimination.

Former employee v Sharps Bedrooms Limited

A former employee was unfairly dismissed by Sharps Bedrooms Limited, but received only £1,502.32 after the tribunal found he would have been dismissed anyway if a fair procedure had been followed.

Behaviour Lead and Community Liaison (17 years' service) v Solihull Metropolitan Borough Council

A behaviour lead with 17 years' service was unfairly dismissed after her employer relied on outdated medical reports and failed to follow its own sickness procedure. The tribunal awarded £23,222, including £9,000 for injury to feelings.

Contract worker (social worker) v ICON Clinical Research Limited

A contract social worker's claim that they were automatically unfairly dismissed for making protected disclosures has been struck out by the tribunal, which found it had no reasonable prospect of success.

Former employee v Skins Laser Clinic Ltd

A former employee of Skins Laser Clinic Ltd won nearly £19,000 in compensation after the company failed to respond to her tribunal claim, leading to a default judgment for unfair dismissal and race discrimination.

Personal support worker (3 years' service) v Mr A Shakespeare

A personal support worker who was dismissed after 18 months' absence due to bowel cancer and a hernia has lost her unfair dismissal claim. The tribunal found the dismissal was fair, and even if the procedure had been flawed, she would have been dismissed anyway.

Business Coordinator (NHS, 3 years' service) v Bedfordshire Hospitals NHS Foundation Trust

A tribunal rejected claims of unfair dismissal and race discrimination by a Business Coordinator who refused a restructured role and went on sick leave. The dismissal for 'some other substantial reason' was fair.

Accounts Administrator / Finance employee (6 years' service) v Innovation First International (UK) Limited

A tribunal refused to strike out an employer's response despite the claimant's allegations of unreasonable conduct, allowing the case to proceed to a full hearing.

UNISON branch secretary (full-time release since 1998) v Kirklees Council

A UNISON branch secretary with 49 years' service was fairly dismissed for gross misconduct after two complaints of bullying and threatening behaviour. The tribunal rejected his claim that he was targeted for trade union activities.

High value packer (1 year 5 months' service) v Jewellery Quarter Bullion Limited

A high value packer who raised concerns about a colleague's mental health was dismissed for performance issues. The tribunal found the protected disclosure was not the principal reason for dismissal, and the claim was dismissed.

Beauty Consultant (2 weeks' service) v Elle Beauty Limited t/a Elevatione Time Stops London

A beauty consultant who was dismissed by WhatsApp after just 10 days lost her race discrimination claim but won £382 for unpaid training days and underpayment.

Bus driver (13 years' service) v Arriva London North Limited t/a Arriva London

A bus driver with 13 years' service was dismissed after being off sick for over a year. The tribunal refused to strike out her remaining claims of unfair dismissal and disability discrimination.

Maths teacher (15 years' service) v Ernest Bevin College and London Borough of Wandsworth

A tribunal struck out a maths teacher's unfair dismissal and age discrimination claims after he filed 18 days late and failed to pay a £500 deposit for the weak discrimination claim.

Senior care assistant (18 years' service) v Ascot Care Ltd

A senior care assistant with 18 years' service was fairly dismissed after refusing to complete the government's self-certification form for a medical exemption from Covid-19 vaccination. The tribunal rejected her claims of unfair dismissal and philosophical belief discrimination.

Online Editor (6 years' service) v Al Quds Al-Arabi Publishing & Advertising

An online editor who was paid a monthly retainer and subject to editorial control has been found to be an employee and unfairly dismissed. The tribunal awarded £32,020.80 in compensation.

Part-time Line Driver (4 years' service) v Manheim Limited

An employment tribunal dismissed all discrimination claims brought by a part-time Line Driver with 4 years' service against Manheim Limited, finding they were brought too late and lacked merit. The unfair dismissal claim was withdrawn.

Cleaner v Bidvest Noonan (UK) Limited

A cleaner who received a final written warning but was not dismissed brought an unfair dismissal claim 65 days out of time. The tribunal found no dismissal occurred and refused to extend the deadline.

Customer Assistant (8 years' service) v Sainsbury's Supermarkets Limited

A customer assistant with eight years' service who asked to be dismissed on capability grounds lost her unfair dismissal claim. The tribunal found Sainsbury's acted reasonably.

Head of Information Systems (13 years' service) v HML Holdings plc

A tribunal dismissed claims of unfair dismissal and sex discrimination by a Head of Information Systems made redundant after a restructure. She was awarded £1,013 for untaken holiday.

Former employee v Currys Group Ltd

An unfair dismissal claim against Currys Group Ltd has been struck out after the former employee failed to comply with case management orders, did not contact the tribunal or employer for over four months, and did not attend the hearing.

Former employee v ATL Fulfilment Limited

A former employee's claims for constructive dismissal, disability discrimination and protected disclosure detriment were struck out after she failed to comply with an Unless Order requiring further details of her complaints.

Customer Advisor (72 years old, 5 years' service) v B & Q Limited

A 72-year-old B&Q employee resigned after receiving his rota on the same day he was due to work. The tribunal dismissed his claims of constructive unfair dismissal, age discrimination, and victimisation.

Trainee Nursing Associate (2 years' service) v North West Anglia NHS Foundation Trust

A trainee nursing associate was unfairly dismissed after a disciplinary hearing went ahead while she was signed off sick following her mother's death. The tribunal found the process unfair but awarded no compensation, ruling she would have been dismissed anyway.

Food Service Coach (3 years 8 months' service) v Activate Learning

A food service coach who resigned citing racist comments and harassment lost her constructive dismissal and discrimination claims after the tribunal found she had affirmed her contract by continuing to work for 20 months.

Support worker (15-16 years' service) v Future Directions CIC

A support worker who resigned after raising COVID-19 PPE concerns lost her constructive dismissal and whistleblowing claims. The tribunal found no breach of trust and confidence.

Referrals Coordinator (6 years' service) v Moorfields Eye Hospital NHS Foundation Trust

A referrals coordinator resigned claiming constructive unfair dismissal and race discrimination, but the tribunal found no evidence that management style, appraisal grading, or grievance handling were linked to race.

Paramedic (29 years' service) v North East Ambulance Service NHS Foundation Trust

A paramedic with nearly three decades of service was fairly dismissed on capability grounds after a thorough absence management process, the tribunal has ruled. All claims of unfair dismissal and disability discrimination were dismissed.

Operator in Facilities Management (4 years' service) v Derby City Council

An operator at Derby City Council had her pregnancy discrimination and harassment claims dismissed because they were brought too late, despite the tribunal finding some treatment was unfavourable.

Shift manager (2 years' service) v Lidl Great Britain Limited

A shift manager at Lidl was sexually harassed by a deputy store manager, paid less than male colleagues, and forced to resign. The tribunal awarded £50,884.62.

Audit Assistant Manager (2 years' service) v Grant Thornton Business Services

An Audit Assistant Manager with 2 years' service who resigned after being placed on a performance improvement plan has lost his claims of constructive unfair dismissal, race discrimination and whistleblowing detriment. The tribunal found the employer had reasonable cause for its actions.

Project Manager (18 months' service) v Lead Digital Limited

A project manager who was subjected to a sexually explicit comment and then dismissed by redundancy won £35,300 after her employer failed to defend the claim. The tribunal awarded £20,000 for injury to feelings and £15,300 for loss of earnings.

Dental receptionist (7 years 5 months' service) v Oasis Dental Care Limited

A dental receptionist with over seven years' service was fairly dismissed after a lengthy performance improvement process. The tribunal found the employer acted reasonably.

Mobile field support driver (10 months' service) v Vorboss Limited

A tribunal ordered a mobile field support driver to pay a £20 deposit for each of her eight sex and race discrimination allegations, finding they had little reasonable prospect of success.

Team leader (5 years' service) v CPSL MIND

A tribunal ruled that a team leader with anxiety and depression was disabled under the Equality Act, even though she managed her condition through self-help and avoided regular doctor visits.

Respiratory Research Nurse (Band 6, 3 years 9 months' service) v Bradford Teaching Hospitals NHS Foundation Trust

A respiratory research nurse was unfairly dismissed when her fixed-term contract was not renewed due to financial deficits. The tribunal awarded £11,754 after finding a 50% chance she would have been dismissed anyway.

Customer Service Advisor (2 months' service) v Ascensos Limited

A tribunal ruled that a customer service advisor who worked for only two months was not disabled under the Equality Act, dismissing her disability discrimination claims against Ascensos Limited.

Warehouse operative (9 years' service) v Fibreline Ltd

A Leeds tribunal dismissed claims of unfair dismissal and disability discrimination brought by a warehouse operative with chronic back pain, finding that the employer's consultation and medical evidence were reasonable.

Leading Project Geophysicist (4 years' service) v Petrotrace Limited

A 62-year-old Leading Project Geophysicist was unfairly dismissed and subjected to age discrimination after the company's majority shareholder repeatedly called for his replacement with younger employees. The Reading tribunal awarded £340,212.80.

Customer service advisor (7 years' service) v Dermalogica UK Limited

A customer service advisor with 7 years' service was fairly dismissed for posting critical comments about her employer on Facebook during the first COVID-19 lockdown. The tribunal found the employer's decision fell within the range of reasonable responses.

Field Assessor (10 years' service) v Vibrant Energy Matters Ltd

A field assessor with 10 years' service who raised concerns about returning to work during the pandemic has won a victimisation claim against Vibrant Energy Matters Ltd. The tribunal found the company failed to properly handle her second grievance.

Former employee (head chef) v Queens Hospitality Limited

A head chef who was disciplined and dismissed after making a protected equality act complaint has won her victimisation claim. The tribunal also upheld claims for breach of contract and unlawful deduction from wages.

Managing Director (8 years' service) v Summit Chairs Limited

A tribunal has dismissed claims of unfair dismissal and disability discrimination brought by a managing director with 8 years' service who was made redundant during the COVID-19 pandemic. No compensation was awarded.

Sales and Reservations Agent (4 years' service) v Turkish Airlines

A sales agent who photographed a colleague's email and sent it to her husband was fairly dismissed for gross misconduct, the Reading Employment Tribunal has ruled.

Night shift worker (5 years' service) v Travelodge Hotels Limited

A Travelodge night shift worker of Asian Pakistani ethnicity was awarded £5,705 after the tribunal found the hotel chain failed to investigate his complaint about being sworn at by a manager, amounting to race discrimination.

Part 1 Architectural Assistant (4 years' service) v Perpetua in Perpetuum Ltd

A Part 1 Architectural Assistant who resigned after securing a promotion and a new job failed to prove constructive unfair dismissal or race discrimination. The tribunal found no breach of trust and confidence or less favourable treatment.

Car park enforcement officer (5 years' service) v Salisbury NHS Foundation Trust

An employment tribunal has upheld the dismissal of a car park enforcement officer who had been absent for 1,163 days out of 1,992 due to bipolar disorder, finding the NHS trust acted reasonably.

Call handler (14 months' service) v C M Community Care Services Limited

A call handler who resigned after being asked to leave the office during a heated argument lost her claims of constructive dismissal and race discrimination. The tribunal found no dismissal or discrimination.

Community Phlebotomist (11 years' service) v St Helens and Knowsley Teaching Hospitals NHS Trust

An employment tribunal has ruled that St Helens and Knowsley Teaching Hospitals NHS Trust fairly dismissed a community phlebotomist with 11 years' service due to her poor attendance record. No compensation was awarded.

Lecturer in Physiotherapy (probationary period) v Cardiff University

A physiotherapy lecturer who was dismissed during her probationary period for failing a Performance Improvement Plan has lost her claims of unfair dismissal, discrimination, and victimisation against Cardiff University.

Senior Supervisor (3.5 years' service) v Plaza Premium Lounge (UK) Limited

A Senior Supervisor with 3.5 years' service was unfairly dismissed when his employer re-did his performance appraisal without consulting him, then failed to provide evidence of the appeal process. The tribunal awarded £16,211.91.

Former employees (21 claimants) v PARC (Essex) Limited

A tribunal awarded protective awards, redundancy pay, and unpaid wages to 21 former employees of PARC (Essex) Limited after the company ceased operations without any consultation or notice.

Line operator (4 years 8 months' service) v Nestle UK Limited

A line operator with 4 years 8 months' service who resigned after being told a transfer to Halifax could not be guaranteed within 3-4 weeks has lost her constructive unfair dismissal claim against Nestle UK Limited.

Support worker (3 years' service) v Smile Foster Care Limited

A support worker who resigned after her employer rejected her grievance without a meeting has won her constructive unfair dismissal claim, receiving £3,495.67.

Former employee v Katie Hillier Limited

A former employee on maternity leave was unfairly dismissed and denied two months' contractual notice. The tribunal awarded £7,229.68 including injury to feelings and corrected a miscalculation on reconsideration.

Senior driver (18 years' service) v The Embassy of the United Arab Emirates

An employment tribunal dismissed claims of unfair dismissal and racial harassment from two former employees of the UAE Embassy, finding that their discrimination complaints were brought too late and that a redundancy selection based on performance was not tainted by race.

Veterinary receptionist (8 years' service) v Hills Park Veterinary Group Ltd.

An employment tribunal found that a veterinary receptionist with 8 years' service was constructively and unfairly dismissed after enduring a series of sex-related comments and unwanted physical contact from a colleague. The tribunal upheld claims of harassment and sex discrimination.

Senior Sales Ledger Clerk (44 years' service) v Future Publishing Limited

A senior sales ledger clerk who resigned after 44 years, then claimed constructive dismissal due to workload, lost her case. The tribunal found she had already decided to retire and the workload did not drive her resignation.

Branch manager (6 years' service) v Sequence (UK) Limited

A branch manager who resigned claiming constructive dismissal and race discrimination has had all his claims dismissed by an employment tribunal, which also ordered him to repay £17,727.86 in overpaid commission.

Collection and Delivery Driver (3 years' service) v DPD Group UK Limited

A collection and delivery driver with an umbilical hernia and muscle condition was fairly dismissed on capability grounds after his employer exhausted temporary adjustments. The tribunal found DPD Group UK Limited acted reasonably.

Postal worker (2 years' service) v Angard Staffing Solutions Ltd and Royal Mail Group Ltd

A postal worker with multiple sclerosis who swore at a colleague after being asked about his blue badge was fairly dismissed for abusive conduct, the tribunal ruled.

Accounts and Sales Manager (5 years' service) v Eden Horticulture Ltd

A tribunal has ruled that an accounts and sales manager's anxiety was a disability under the Equality Act, and refused the employer's attempt to strike out the claim.

Border Force Officer (3 years' service) v Home Office (Border Force (UK))

A Border Force officer with three years' service was fairly dismissed after shouting at managers while under a live final written warning. The tribunal rejected her claims of unfair dismissal and discrimination.

Former employee (34 years' service) v Ministry of Defence

A former Ministry of Defence employee with 34 years' service had his second unfair dismissal claim struck out for being substantially the same as a 2015 claim he withdrew, and for paying a deposit late.

Funeral service operative (5 years' service) v R Banks & Son Funerals Limited

A funeral service operative with ulcerative colitis lost his constructive unfair dismissal and disability discrimination claims after the tribunal found no fundamental breach of contract or discrimination.

Human Resources Advisor (5 years' service) v Southport & Ormskirk NHS Trust

A tribunal found that an NHS Trust unfairly dismissed a Human Resources Advisor who raised concerns about misuse of COVID-19 funds, but awarded only £12,606 after ruling she would have been dismissed anyway.

Apprentice ground worker (9 months' service) v Morgan Sindall Construction Infrastructure Ltd

An apprentice ground worker with 9 months' service was wrongfully dismissed for misconduct, but the tribunal limited his damages to 10 days' pay because he would have been made redundant within weeks.

Service colleague (15 years' service) v Asda Stores Ltd

A service colleague with 15 years' service was fairly dismissed for gross misconduct after making unsubstantiated race discrimination allegations. The tribunal rejected claims of automatic unfair dismissal and victimisation.

TSU Admin Assistant Support Worker (4 years' service) v University of the West of England

An employment tribunal has dismissed all claims brought by a support worker against the University of the West of England, finding that his dismissal following the expiry of a fixed-term contract and an irretrievable breakdown in the working relationship was fair.

Former employee (fixed-term contract worker) v University of the West of England

A former fixed-term contract worker lost his whistleblowing detriment claim after presenting it nearly a year late. The tribunal also dismissed all other claims of unfair dismissal and discrimination.

Support worker (fixed-term contracts) v University of the West of England

A support worker who claimed his dismissal was automatically unfair for whistleblowing lost his case after the tribunal found no link between his disclosures and the end of his fixed-term contract.

Nursery Nurse (3 years 10 months' service) v R Ltd

A nursery nurse who was dismissed for breaching confidentiality after discussing a colleague's disciplinary hearing has lost her unfair dismissal claim. The tribunal also rejected her sexual harassment and victimisation claims.

Pub Manager (3 years' service) v Your Friendly Local Ltd

A pub manager was automatically unfairly dismissed and discriminated against after her employer failed to carry out a pregnancy risk assessment, changed her contract, evicted her from tied accommodation, and refused to let her return from maternity leave. The tribunal awarded £40,743.

Former employee v Dr French Memorial Home Limited

A former employee's unfair dismissal claim against Dr French Memorial Home Limited was struck out after she failed to attend a hearing and ignored tribunal orders, even after being given a second chance.

Inventory Operative (5 years' service) v Alloga UK Limited

An inventory operative with five years' service who resigned after a dispute over face masks and a grievance about disability discrimination has lost her constructive dismissal and disability discrimination claims.

Former employee (Border Force officer) v Secretary of State for The Home Department (Border Force)

A former Border Force officer who failed to disclose a previous gross misconduct dismissal on his application was fairly dismissed. The tribunal found the employer's investigation and decision were within the band of reasonable responses.

Driver (delivery driver for online grocery orders) v Tesco Stores Limited

A delivery driver who had carpal tunnel syndrome surgery and returned to work without sickness absence was found not to be disabled. The tribunal dismissed her unfair dismissal and disability discrimination claims.