Disability

Bank employee v Lloyds Bank Plc

A bank employee's unfair dismissal claim was dismissed as out of time, even though the tribunal accepted her severe mental health made it not reasonably practicable to claim within the first three months.

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.

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.

Former employee v Marks and Spencer PLC

A former employee's unfair dismissal and disability discrimination claims against Marks and Spencer were struck out after she failed to comply with tribunal orders and did not actively pursue her claim.

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.

Former employee v Munro Leisure Investments Limited

A former employee's unfair dismissal and disability discrimination claims have been struck out after he failed to attend a preliminary hearing and did not comply with tribunal orders to provide evidence.

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.

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.

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 v Amey Services Limited

A former employee who sent threatening emails to colleagues and called a witness a liar outside the tribunal room had his unfair dismissal claim struck out. The tribunal said a fair trial was no longer possible.

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.

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.

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.

Former employee v CSH Surrey

A former employee's disability discrimination claim against the CEO of CSH Surrey was struck out after she failed to particularise any specific allegations against him. The tribunal found the claim had no reasonable prospects of success.

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.

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.

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.

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.

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.

Registered Manager (domiciliary care) v Allwell Care Company Ltd

A registered care manager with emotionally unstable personality disorder was harassed by his employer through a derogatory 'chimp' comment, a push, and a detrimental reference. The tribunal awarded £22,966.72.

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.

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.

Former employee v University of Bradford

A former employee of the University of Bradford had his unfair dismissal claim struck out because he had less than two years' service. His harassment and disability discrimination claims were also struck out for procedural failures.

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.

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.

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.

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.

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.

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 Selfridges Retail Ltd

A tribunal struck out a deaf former employee's disability discrimination claim after she failed to comply with directions and attempted to add new claims that went beyond her original ET1.

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.

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 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.

Former employee v Nuffield Health

A former employee's disability discrimination claim against Nuffield Health was struck out after he failed to actively pursue it for eight months, despite being given extra support due to his autism.

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.

Senior nurse (3 years' service) v Barchester Healthcare Ltd

A tribunal struck out a senior nurse's unfair dismissal and disability discrimination claims because she filed them more than four years after the deadline, despite knowing the time limits.

HR professional (many years' service) v Eurochange Ltd

An experienced HR professional's claims of constructive unfair dismissal and disability discrimination will proceed to a full hearing after the tribunal refused to strike them out, though deposit orders were made.

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.

Former employee v Serco Ltd

A former employee's unfair dismissal and disability discrimination claims were struck out after they failed to attend hearings, comply with case management orders, or contact the tribunal for over six months.

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.

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.

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.

Bureau operator (19 years' service) v Thales DIS UK Limited

A bureau operator with 19 years' service had his claims for breach of contract and discrimination thrown out because they were lodged over four years after his dismissal.

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.

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.

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.

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.

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.

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.

Lunchtime supervisor (20 years' service) v Diocese of Ely Multi-Academy Trust

A lunchtime supervisor with 20 years' service resigned claiming constructive dismissal but filed her claim 117 days late. The tribunal dismissed the claim for lack of jurisdiction and struck out discrimination claims as having no reasonable prospect of success.

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.

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.

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.

Former employee v C A Leith (Opticians) Limited

A former optician employee's disability discrimination claims were dismissed because they were filed too late. The tribunal refused to extend the time limit, finding it was not just and equitable to do so.

Sales assistant (7 months' service) v Electronic Wholesale Suppliers (Guildford) Limited

A sales assistant who was dismissed for unauthorised absence the day after submitting a fit note for mixed anxiety and depressive disorder has won a disability harassment claim. The tribunal awarded £22,178.95.

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.

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.

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.

Playgroup employee v The Committee of Pevensey and Westham Playgroup

A playgroup employee's constructive dismissal claim was struck out after she failed to respond to a strike-out warning, ending a case that had already been delayed by a police investigation.

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.

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.

Director (solicitor, 2 years' service) v Duncan Lewis Solicitors Limited

A director with extreme fatigue was dismissed for unauthorised absence without any medical evidence or occupational health referral. The tribunal found unfair dismissal and disability discrimination.

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.

Delivery driver v Euro Car Parts Limited

A delivery driver with ADHD was dismissed for persistent lateness while on a final warning. The tribunal rejected her claims of unfair dismissal and disability discrimination, finding the employer acted reasonably.

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.

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.

Sterile Cleaning Supervisor (former employee) v Mitie Ltd, GlaxoSmithKline Services Unlimited, Draefern Ltd t/as GI Group

A former sterile cleaning supervisor had her disability discrimination claim against an employment agency struck out after she could not identify any discriminatory act by the agency.

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.

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.

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.

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.

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.

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 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.

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.

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.

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.

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.

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 (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.

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.

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.

Former employee v British Telecommunications plc

A tribunal struck out a former employee's claims because they were presented five months late, and refused to extend time even after the employee submitted additional medical evidence.

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.

Food Technology Teacher (4 months' service) v Cavendish Learning Limited

A tribunal struck out Cavendish Learning Limited's response after repeated failures to comply with case management orders, leaving the claimant's unfair dismissal and discrimination claims undefended.

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 Portobello House Ltd

A former employee's unfair dismissal and discrimination claims were struck out after the tribunal found they were presented too late, even though she had started early conciliation.

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.

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.

Lead Engagement & Core Production Officer (local authority) v Mosses Community Association Limited (in Voluntary Creditors Liquidation)

A local authority employee was awarded £15,483 after her employer's response was struck out for failing to comply with case management orders, leaving the tribunal unable to hold a fair hearing.

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 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.

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 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.

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 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.

Contract worker (via employment business) v Express Medicals Ltd

A contract worker's claim of disability discrimination against an employment business and a medical assessment company was struck out after the tribunal found he had not pleaded that either was his employer or principal under the Equality 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.

Teaching assistant v Hospital and Home Education

A teaching assistant who resigned in September 2021 waited over 11 months to start ACAS early conciliation. The tribunal refused to extend time, dismissing her disability discrimination claim as out of time.

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.

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.

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.

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.

Former employee v Panther Warehousing Ltd

A former employee's disability discrimination claim against Panther Warehousing Ltd was dismissed after she failed to provide evidence of her diabetes and did not attend the hearing.

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.

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.

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.

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.

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 ambulance service employee v South Central Ambulance Service NHS Foundation Trust

A former ambulance service employee had her unfair dismissal and disability discrimination claims struck out after lodging them over three weeks late. She was ordered to pay £4,305.48 in costs.

Casual worker (5 years' intermittent service) v Miracle Art and Inspired Sanity Ltd

A casual worker with Asperger Syndrome failed to prove disability discrimination or harassment, but the tribunal ruled she was a worker entitled to holiday pay.

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.

Human Resources Business Partner v Romac Logistics Limited

A tribunal has refused an employer's attempt to strike out claims of disability discrimination and victimisation brought by an autistic HR Business Partner who was dismissed after raising concerns about missing right-to-work documents.

Biomedical support worker (5 years' service) v Leeds Teaching Hospital Trust

A tribunal dismissed a biomedical support worker's disability discrimination claims against former colleagues after he failed to attend a public preliminary hearing, despite having previously withdrawn his unfair dismissal claim.

Spray Operative (Japanese knotweed site technician) v Zirkon Ltd

A tribunal refused to strike out a reasonable adjustments claim brought by a spray operative with mixed anxiety and depression, despite the employer arguing the claim had no reasonable prospects. The employer had already conceded unfair dismissal.

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.

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.

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.

Former employee v FAE Ventures Ltd (T/a FAE Group)

A tribunal initially struck out a former employee's disability discrimination claims for failing to provide a detailed impact statement, but later reinstated them after reconsidering the proportionality of the sanction.

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.

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.

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.

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.

Senior academic (highly qualified, working in a senior position) v QAHE Ltd

A highly qualified academic who failed to provide a supplemental impact statement as ordered by the tribunal has been ordered to pay £1,000 in costs. The tribunal found his conduct unreasonable and that it caused a hearing to be postponed.

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.

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.

Former employee v Norpol Recycling Limited

A former employee who worked for Norpol Recycling Limited for less than two years had his unfair dismissal claim struck out because he did not meet the qualifying period. The tribunal also found his disability discrimination claim was out of time.

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.

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.

Warehouse operative v Great Bear Distribution Ltd

A warehouse operative who claimed disability discrimination due to PTSD, abdominal pain and a necrotic hip has had her case dismissed after the tribunal found she was not disabled at the material time.

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.

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.

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.

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.

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.

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.

Former employee v Imperial College Healthcare NHS Trust

A former employee's unfair dismissal and most disability discrimination claims were struck out after he presented his claim two days late, due to a misunderstanding of the time limit.

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.

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 (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 Tesco Stores Ltd

A former employee's claim for constructive dismissal and disability discrimination was struck out after she repeatedly failed to comply with tribunal orders to provide particulars of her allegations.

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.

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.

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.

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.

Former employee v North Rutland Health Partnership

A former employee who withdrew claims against two respondents at a case management hearing failed to have the dismissal judgment reconsidered. The tribunal also dismissed her unfair dismissal claim for lack of jurisdiction but allowed disability discrimination claims to proceed out of time.

Hotel manager (4 years' service) v Delfino Logic Limited

A tribunal dismissed a hotel manager's claims for unfair dismissal, disability discrimination and unpaid wages because they were presented over a month late. The judge found that his ADHD did not prevent him from bringing the claim on time.

Deputy Team Manager (social worker, 8 years' service) v East London NHS Foundation Trust

A social worker who resigned claiming constructive dismissal had all her claims struck out after presenting them two weeks late. The tribunal refused amendments and found no reasonable excuse for the delay.

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.

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.

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.

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.

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.

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.

Non-practising solicitor v Solicitors Regulation Authority Limited

A non-practising solicitor failed to prove disability and had his discrimination and victimisation claims against the Solicitors Regulation Authority dismissed after the tribunal found it lacked jurisdiction over most allegations.

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.

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.

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.

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.

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.

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.

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.

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.

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.

Senior Employment Consultant (former trade union representative and HR adviser) v Peninsula Business Services Limited

A tribunal dismissed a senior employment consultant's claims that his employer failed to make reasonable adjustments for his dyslexia, and upheld a £430.16 deduction from his final pay for training costs.

Store manager (4 years' service) v Lidl GB

A store manager with diabetes who resigned after a disciplinary investigation failed to prove constructive dismissal or disability discrimination. The tribunal found Lidl had made reasonable adjustments and had not harassed him.

Social worker (9 years' service) v Ealing Council

A social worker who resigned after a supervision session had her constructive unfair dismissal claim thrown out because she waited too long to bring it. Other discrimination claims were allowed to proceed.

Former employee v Department for Work and Pensions

A former employee's claims of disability discrimination and unfair dismissal against the Department for Work and Pensions have been dismissed by the Manchester Employment Tribunal.

Former employee v Al-Khair Foundation

A former employee brought claims for unfair dismissal, disability discrimination, and more against Al-Khair Foundation, but all were dismissed as presented too late.

Executive Development Consultant (3 years' service) v The Employers Network for Equality and Inclusion

An Executive Development Consultant with multiple sclerosis lost her unfair dismissal and discrimination claims after the tribunal found the redundancy was genuine and fairly handled.

Parking Services Manager (6 years' service) v Crawley Borough Council

A Parking Services Manager with anxiety and depression was not disabled under the Equality Act 2010, the tribunal ruled, striking out his discrimination claims.

Driver (prison service) v Secretary of State for Justice

A prison service driver who claimed he was deterred from raising a grievance and then dismissed due to his depression has lost his disability discrimination claim. The tribunal found no evidence of discrimination.

IVA drafter (9 months' service) v Finance4me Limited (dissolved)

An IVA drafter with CFS/ME lost her disability discrimination claim after the tribunal ruled she did not have a disability under the Equality Act. No compensation was awarded.

Senior Campaigner (16 years' service) v Amnesty International Limited

A long-serving Amnesty International campaigner who refused to return to work unless the organisation reversed its decision to reinstate Alexei Navalny's prisoner-of-conscience status has lost her unfair dismissal claim.

Former employee (3 years' service) v Altran UK Ltd

A former employee's unfair dismissal and discrimination claim survives a strike-out bid, with the tribunal ruling that a fair trial remains possible despite abusive correspondence and procedural delays.

Compliance Engineer (contractor, 7 months' service) v Jaguar Land Rover Ltd

A contractor at Jaguar Land Rover succeeded in claims of sex-related harassment after a male colleague entered her home while she was in the shower and later sent flowers. The tribunal upheld three of five harassment allegations.

Production Operative (3 years 10 months' service) v Kettle Foods Limited

A production operative who was dismissed after over a year of sickness absence has had her unfair dismissal and disability discrimination claims struck out. The tribunal found she was not disabled and her dismissal was fair.

Former employee v West Midlands Ambulance Service University NHS Foundation Trust

A former employee who failed to attend his final hearing and repeatedly ignored tribunal orders has had all his claims dismissed. The tribunal found no realistic prospect of progressing the case.

Sales assistant (9 years' service) v John Titcombe Limited

A sales assistant with 9 years' service was dismissed on the spot after asking for a chair and reduced hours due to a cycling injury. The tribunal awarded £47,886 for unfair dismissal and disability discrimination.

Night Care Assistant (7 years' service) v Hampshire County Council

A night care assistant with 7 years' service was fairly dismissed for capability due to long-term sickness linked to unresolved grievances about payroll system errors. The tribunal awarded £153.62 for unpaid notice pay but rejected all other claims.

Traffic Engineer (5 years' service) v London Borough of Brent

A traffic engineer with PTSD and chronic pain was fairly dismissed for capability after years of sickness absence and negligible work output, the Watford tribunal has ruled.

Sales and marketing consultant (2 years' service) v Futurelink Employment Services Ltd

A sales and marketing consultant with anxiety was dismissed just before her two-year service milestone after requesting reduced hours. The tribunal found disability discrimination and awarded £36,735.59.

Production operative (6 years' service) v Faccenda Foods Limited

A production operative with six years' service was fairly dismissed on capability grounds after nine months' absence due to foot pain. The tribunal rejected claims of unfair dismissal and disability discrimination.

Locum physiotherapist (agency worker) v Hywel Dda University Local Health Board

A locum physiotherapist who claimed he was unfairly dismissed had his case thrown out after the tribunal found he was a worker, not an employee, and failed to comply with court orders.

Former Grade 7 nurse (cardiovascular health and rehabilitation) v University College London Hospitals NHS Foundation Trust

A former Grade 7 nurse failed to prove constructive unfair dismissal after his role was removed in a restructure. The tribunal struck out his claim and refused to add a disability discrimination claim.

Business Analyst / Product Owner (4 years' service) v Bud Systems Limited

A tribunal has ruled that Bud Systems Limited fairly dismissed a business analyst who had been on sick leave for 16 months with anxiety and depression. All discrimination claims also failed.

Creative Manager (10 years' service) v University of Nottingham

A Creative Manager with 10 years' service was fairly dismissed for redundancy, the tribunal ruled, rejecting claims that the process was discriminatory or procedurally unfair.

Former employee v Total Support Services Limited

A former employee's claims for unfair dismissal and disability discrimination were struck out for failing to pursue them, but the tribunal allowed her claims for notice pay and holiday pay to proceed as they were undisputed.

Band 6 mental health crisis team worker (3 years' service) v Rotherham Doncaster and South Humber NHS Foundation Trust

A mental health worker's unfair dismissal and discrimination claims were dismissed as out of time after he waited for union assistance before presenting his claim. The tribunal found he could have acted sooner.

Consultant Radiologist (2 years 9 months' service) v North West Anglia NHS Foundation Trust

A consultant radiologist who suffered migraines and exhaustion due to overwork and caring responsibilities was found not to be disabled under the Equality Act 2010. The tribunal ruled that his conditions were a normal reaction to his lifestyle, not an impairment with substantial adverse effects.

Former employee (driver/loader, 2 years 5 months' service) v Dacorum Borough Council

A driver/loader with depression was constructively dismissed after Dacorum Borough Council refused to let him work as a loader and later changed his terms. The tribunal awarded £24,324.43.

Customer advisor (5 years' service) v B&Q Ltd

A customer advisor with depression was dismissed for gross misconduct after a series of incidents with colleagues. The tribunal ruled the dismissal was fair and not discriminatory.

Electrician's mate (4 days' service) v Clearfield Recruitment Ltd

A tribunal dismissed claims of race and disability discrimination brought by an electrician's mate who worked for only four days, after the claimant withdrew most allegations.

Former employee (lorry driver, 18 days' service) v John Lewis Plc

A lorry driver who resigned after 18 days and later worked as an agency driver was unable to claim unfair dismissal due to short service, but his disability and race discrimination claims will proceed to a final hearing.

Former employee v PNS Garage Installations Limited

A former employee who was automatically unfairly dismissed and suffered detriment for whistleblowing has been awarded £14,443.27 by an employment tribunal. The respondent, PNS Garage Installations Limited, did not attend the hearing.

Visual Merchandising Team Manager (26 years' service) v Marks & Spencer plc

A Visual Merchandising Team Manager with 26 years' service was dismissed after over six months' absence. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Deputy Manager (18 years' service) v Sense, The National Deafblind and Rubella Association

An employment tribunal has ruled that a deputy manager's eczema and severe allergies amounted to a disability, paving the way for her discrimination claims to proceed.

HGV driver (21 years' service) v Asda Stores Ltd

An HGV driver who resigned after Asda placed him in a capability process and failed to handle his grievance has been awarded over £163,000 for constructive unfair dismissal and disability discrimination.

Support worker (2 years 6 months' service) v The Disablement Association of Barking and Dagenham

A support worker with osteoarthritis was discriminated against by her employer, a disability charity, which failed to make reasonable adjustments and treated her less favourably than a non-disabled colleague after furlough. The tribunal upheld her disability discrimination claims but dismissed her constructive unfair dismissal claim.

Business analyst (4-5 years' service) v Barclays PLC and others

A business analyst who resigned from Barclays in April 2021 but did not bring his claim until August 2022 had his case dismissed as out of time. The tribunal found his mental health condition did not prevent him from acting sooner.

Store manager (Vodafone franchise) v Kotak Communications Limited

A store manager who was off sick for over a year was fairly dismissed on capability grounds, the tribunal ruled, rejecting claims of disability discrimination and unfair dismissal.

Former employee v GXO Logistics Drinks Ltd

A former employee's disability discrimination claim against GXO Logistics Drinks Ltd was struck out after he repeatedly failed to comply with tribunal orders to provide details of his claim. His unfair dismissal claim was also dismissed for lack of jurisdiction due to insufficient service.

Former employee v Octo Members Group Ltd

A former employee who lost his sense of taste and smell after a brain injury failed to prove he was disabled, as the tribunal found his symptoms were not likely to last 12 months. His disability discrimination claim was dismissed.

Senior customer service adviser (15 months' service) v Saint-Gobain Building Distribution Ltd t/a Jewson

A senior customer service adviser with less than two years' service had his unfair dismissal claim thrown out for being presented 4.5 months late, but his discrimination claims will proceed to a full hearing.

Housing Solutions Assistant / Independent Living Prevention and Local Welfare Provision Officer (3 years 7 months' service) v Central Bedfordshire Council

A Housing Solutions Assistant with PTSD was fairly dismissed after a lengthy sickness absence when he refused all redeployment options, the tribunal has ruled.

Enablement Assistant (13 years' service) v City of Bradford Metropolitan District Council

A tribunal has dismissed claims of constructive unfair dismissal and disability discrimination brought by an enablement assistant with 13 years' service after her employer refused her request for reduced weekend-only hours.

Charity shop manager (9 months' service) v Parity for Disability

A charity shop manager who resigned after her probation was extended lost her unfair dismissal claim. The tribunal found no link between her protected disclosures and the employer's actions.

Finance Officer (23 years' service) v The Governing Body of Kingsbury High School

A tribunal struck out claims of unfair dismissal, disability discrimination and victimisation brought by a finance officer with 23 years' service who was dismissed after 32 months' sick leave following a cancer diagnosis.

Former employee v Stabby Limited

A former employee with a disability was directly discriminated against when she was dismissed, and the tribunal also found the employer failed to pay the national minimum wage and made unauthorised deductions. Total compensation of £5,537.38 was awarded.

Booking Coordinator (probationary employee) v London Fire Commissioner

A Booking Coordinator who was dismissed during her probation for attendance issues failed to prove disability discrimination. The tribunal found the London Fire Commissioner acted reasonably given her short service and multiple probation extensions.

Store Manager (7 years 9 months' service) v B & M Retail Limited

A tribunal has dismissed all claims of disability discrimination and unfair dismissal brought by a store manager with 7 years' service who was sacked for failing to enforce social distancing and misleading Test and Trace during the pandemic.

Former employee v Capita Business Services Limited

A former employee who brought claims of unfair dismissal and disability discrimination against Capita Business Services Limited reached a settlement at the final hearing, avoiding a full trial.

Engagement and Involvement Manager (9 years' service) v NHS Cheshire and Merseyside Integrated Care Board

A manager with nine years' service failed to prove he was constructively dismissed or discriminated against after resigning from NHS Cheshire and Merseyside Integrated Care Board. The tribunal dismissed all claims including disability discrimination, harassment, and whistleblowing detriment.

Former employee v London EV Company Limited

An employment tribunal refused to strike out a former employee's disability discrimination claim despite years of missed deadlines, but imposed strict conditions to get the case to trial.

Bar person and keyholder (4 years' service) v Ravensworth Golf Club

A bar person who believed the time limit for an unfair dismissal claim ran from her appeal outcome rather than her dismissal date had her claim dismissed as out of time. The tribunal found it was reasonably practicable for her to have presented the claim on time.

Warehouse operative (7 months' service) v DHL Services Ltd

A tribunal rejected disability discrimination claims from a warehouse operative with a shoulder deformity who was dismissed for breaching health and safety rules by not reporting an injury. The employer's actions were found to be proportionate and not discriminatory.

Registered Manager (7 years' service) v Trentside Manor Care Limited

A registered manager with 7 years' service was unfairly dismissed and discriminated against after her employer used a minor incident as a pretext to dismiss her for requesting flexible working due to disability.

Former employee v Greenbrook Healthcare (Hounslow) Limited

A preliminary hearing ruled that a former employee's asthma and hypertension were disabilities under the Equality Act, but arteriosclerosis and cardiomyopathy were not. No damages awarded as this was a preliminary issue.

Teaching Assistant v Three Milestone Education Ltd

A teaching assistant was unfairly dismissed over a cocaine incident at a special needs school, but received no compensation because she would have been sacked anyway. A second assistant won a disability discrimination claim after her mother was refused as a companion at her disciplinary hearing.

Senior policy adviser (Grade 6) v Department for Environment, Food and Rural Affairs

A senior policy adviser who resigned after her bullying grievance was rejected has lost her constructive unfair dismissal claim. The tribunal found the employer's actions did not breach trust and confidence.

Nurse Practitioner (4 years 11 months' service) v Drs M P Clarke and M R Sarrington T/a Solent View Medical Practice

A nurse practitioner with anxiety who resigned after her request for a dongle was refused has lost her disability discrimination claims. The tribunal found the practice acted reasonably.

Job applicant (cruise ship entertainment host) v Carnival plc t/a Carnival UK

A cruise ship entertainment host applicant with bipolar disorder lost his discrimination and victimisation claims after a tribunal found the rejection was based on interview performance, not his disability or previous tribunal claim.

Former employee v MPS Housing Ltd

A former employee of MPS Housing Ltd won his constructive unfair dismissal claim but lost all disability discrimination claims. The tribunal awarded £16,250.48.

Former employee (8 years' service) v Z

A former employee with 8 years' service has won claims for unfair dismissal, wrongful dismissal, unpaid holiday pay and unauthorised deductions, receiving over £16,000. Her disability discrimination claims were dismissed.

Service Delivery Manager (3 years 10 months' service) v HP INC UK Limited

A Service Delivery Manager who resigned after receiving a final written warning for bullying and safety violations lost his constructive dismissal claim. The tribunal found no breach of contract and dismissed all discrimination claims.

Deputy Manager (5 years' service) v Paramount Care (Easington) Limited

A deputy manager with five years' service was unfairly dismissed after a CQC report highlighted failures at her care home. The tribunal found the investigation unreasonable but reduced her award by 20% for her own poor record-keeping.

Manager in Learning Disability Services (5 years' service) v Guideposts Trust Limited

A manager with 5 years' service had multiple discrimination and unfair dismissal claims struck out after failing to pay deposit orders totalling £125 per claim. The tribunal found some claims had little reasonable prospect of success.

Hire Controller (2 years' service) v Torrent Trackside Ltd

An employment tribunal has ruled that a hire controller with degenerative disc disease was unfairly dismissed and discriminated against because of her disability. The respondent, Torrent Trackside Ltd, dismissed her without warning after 10 months' absence.

Finance Accountant (21 years' service) v The London Borough of Bexley

A finance accountant with 21 years' service was dismissed on capability grounds due to long-term sickness. Her unfair dismissal claim was rejected as out of time, and her discrimination claims were dismissed on the merits.

Showroom Manager/Designer (5 months' service) v GT Plumbing & Heating Ltd

A showroom manager with five months' service won £3,688 for unlawful deductions from wages, holiday pay and failure to provide written particulars, but her disability discrimination claim was dismissed because her employer did not know she had dyslexia.

Security Officer (4 years' service) v G4S Secure Solutions (UK) Ltd

A security officer with four years' service was unfairly dismissed after G4S mistakenly believed he could not legally work following his SIA licence revocation. The tribunal awarded £16,632.84.

Staff nurse (12 years' service) v Robert Jones and Agnes Hunt Orthopaedic Hospital NHS Foundation Trust

A staff nurse with 12 years' service who was dismissed after two years' sick leave and failed redeployment attempts has lost her unfair dismissal and disability discrimination claims.

Bar Manager (17 years' service) v United Services & Services Rendered Club (Tooting and Balham) Limited

An employment judge has refused to strike out disability discrimination claims brought by a bar manager with terminal lung cancer, ruling that factual disputes over reasonable adjustments during the pandemic must be heard at a full hearing.

Café Manager (5 weeks' service) v Ms Jean Fox T/A Café 24

A café manager with fibromyalgia saw her disability discrimination claim struck out after her employer entered bankruptcy and she failed to get court permission to continue proceedings.

Contact Officer (6 years' service) v The Chief Constable of Devon and Cornwall Constabulary

A police contact officer who waited for his internal appeal to finish before bringing an unfair dismissal claim was out of time. The tribunal dismissed the claim, but allowed his discrimination complaints to proceed.

Customer service agent (12 years' service) v dnata Limited

A customer service agent with 12 years' service was awarded £2,213.32 after dnata Limited breached his contract by failing to pay sick pay correctly, but his unfair dismissal and all disability discrimination claims were rejected.

Lettings Manager (3 years' service) v Phillip Ellis Properties Limited

A lettings manager who suffered a stroke was unfairly dismissed after his employer refused to allow him to work from home. The tribunal awarded £27,664.

Production operative (semi-skilled, 7 years' service) v Jaguar Landrover Limited

A production operative with 7 years' service was fairly dismissed on capability grounds after an extensive search for alternative roles failed, the tribunal ruled.

Revenue Control Officer (10 months' service) v Govia Thameslink Railway Limited

A Revenue Control Officer with PTSD after four passenger assaults was not redeployed to a non-customer-facing role. The tribunal found the employer failed to make reasonable adjustments and discriminated against her.

Former employee v DAU Draexlmaier Automotive UK Limited

A former employee has been found to be disabled under the Equality Act 2010 due to anxiety, after the tribunal accepted that her condition had a substantial and long-term adverse effect on daily activities.

Agency nurse (Band 5, over 60, with HIV) v University Hospitals Bristol and Weston NHS Foundation Trust

An agency nurse over 60 with HIV lost her disability discrimination claims after refusing to work in ICU during COVID-19. The tribunal found the NHS Trust did not know about her HIV and acted reasonably in the pandemic context.

Former employee v EDF Energy Limited

A former employee's unfair dismissal and disability discrimination claims were struck out after he repeatedly failed to comply with tribunal orders to provide a disability impact statement, and did not attend any hearings.

Specialty doctor in emergency medicine (12 years' service) v Calderdale and Huddersfield NHS Foundation Trust

An employment tribunal has upheld the dismissal of a specialty doctor with 12 years' service for capability, finding the NHS trust's process was fair and that his disability was not the cause of his performance problems.

Agency social worker (4.5 months' service) v South Gloucestershire Council

An agency social worker with endometriosis had her placement terminated five weeks early due to sickness absence. The tribunal found the council directly discriminated against her and awarded £12,570.

Teaching Assistant and Midday Supervisor (10 years' service) v Derbyshire County Council

A teaching assistant who was dismissed on ill-health grounds had her unfair dismissal and disability discrimination claims struck out after presenting them 415 days late. The tribunal found no explanation for the delay and no jurisdiction to hear the case.

Room attendant (10 years' service) v Lainston House Limited

A room attendant with 10 years' service was unfairly dismissed for irretrievable breakdown of trust and confidence, but the tribunal found she would have been dismissed two weeks later anyway. She received a basic award of £1,665.

Former employee v Royal Mail Group Ltd

A former Royal Mail employee won £308.66 in unpaid sick pay, but his unfair dismissal and disability discrimination claims were dismissed by the tribunal.

Work coach (1 year's service) v Secretary of State for Work and Pensions

A work coach with one year's service was dismissed for accessing his own Universal Credit account from his work laptop. The tribunal rejected his claims of disability discrimination, finding he had committed the misconduct.

Trainee Biomedical Scientist (12 years' service) v Imperial College Healthcare NHS Trust

A trainee biomedical scientist with 12 years' service was unfairly dismissed after the NHS Trust failed to fix an appeal hearing, despite knowing she was seriously ill. The tribunal awarded £17,771.29.

Operations Team Leader (2 years' service) v The Bennie Group Limited

A tribunal extended time for an employee who missed the claim deadline by one day after ACAS gave misleading advice about the deadline. The claims for unfair dismissal and disability discrimination were allowed to proceed.

Former employee (6 years' service) v Ibco Limited

A former employee with six years' service has been awarded £37,003.42 after an employment tribunal found Ibco Limited discriminated against him by failing to make reasonable adjustments, harassing and victimising him, and unfairly dismissing him.

HART Paramedic (7 years' service) v South Western Ambulance Service NHS Foundation Trust

A HART paramedic with 7 years' service was unfairly dismissed and discriminated against after developing PTSD from a training incident. The tribunal awarded £26,087 in compensation.

Paint technician (6 years' service) v Autotech Reading Limited

A paint technician with autism who was selected for redundancy after scoring lower on a 'team working' criterion has lost his claims for unfair dismissal, whistleblowing detriment and disability discrimination.

Former employee v IMT Transport Limited

A former employee was unfairly dismissed by IMT Transport Limited and awarded £4,357.90, but their claim of disability discrimination was rejected by the tribunal.

Locum occupational therapist/care coordinator (13 weeks' service) v South West London and St George's Mental Health NHS Trust

A locum occupational therapist with Type 1 diabetes succeeded in her disability discrimination claim after her NHS trust employer failed to carry out a proper risk assessment and required her to return to work during the pandemic. The tribunal found the trust's actions amounted to a failure to make reasonable adjustments and harassment.

In-house employment solicitor (4 years' service) v National Union of Rail, Maritime and Transport Workers

An employment tribunal dismissed all 133 claims brought by an in-house solicitor against the National Union of Rail, Maritime and Transport Workers, including allegations of assault, constructive dismissal, and disability discrimination.

Community Care Assistant (5 years' service) v Heheals Pharmaceutical Ltd t/a Christ Church Care Agency

A community care assistant with severe asthma was summarily dismissed for not being able to wear a surgical mask. The tribunal found the employer failed to investigate alternatives or make reasonable adjustments.

Police Community Support Officer (PCSO) (14 years' service) v The Commissioner of Police for the Metropolis

A Police Community Support Officer with PTSD was dismissed for breaching a non-molestation order, but the tribunal found no link between his disability and the misconduct. He was later reinstated on appeal.

Part-time shed builder (7 years' service) v Hunt Sheds Limited

A part-time shed builder with bowel cancer was told he hadn't 'a fucking days' work' in him and dismissed. The tribunal awarded £10,610 after the employer failed to defend the claim.

Therapeutic Community Support Worker (1 year 7 months' service) v Sea Sanctuary

A support worker with depression and anxiety was unfairly dismissed after her employer failed to consider concluding disciplinary proceedings in writing. The tribunal awarded £14,573.

Social worker (23 years' service) v Doncaster Metropolitan Borough Council

A social worker with 23 years' service was constructively unfairly dismissed after her employer failed to implement Access to Work recommendations and refused a transfer. The tribunal found the council's conduct destroyed trust and confidence.

Bus driver v A & A Coach Travel Ltd

A bus driver with Asperger's Syndrome was constructively dismissed after repeated abusive comments on a WhatsApp group and threats to sack him if he pursued an insurance claim. The tribunal awarded £25,000 for injury to feelings.

Shift manager/transport planner (2 years' service) v Chillaway Express Special Limited

A shift manager with chronic fatigue syndrome was fairly dismissed after 8 months' absence, the tribunal ruled, finding the small employer acted reasonably in the circumstances.

Process Technician (15 years' service) v Thames Water Utilities Limited

A tribunal has ruled that a Thames Water process technician with 15 years' service was not disabled under the Equality Act, dismissing his disability discrimination claims. The decision turned on whether his stress, anxiety and depression had a long-term substantial effect.

Agency worker (assigned to Torque Retail Services Ltd) v Torque Retail Services Limited

An agency worker with a disability was discriminated against and victimised when his assignment was terminated. The tribunal awarded £5,005 in compensation.

Quality Assurance Expert (approx. 2 years 8 months' service) v CMR Surgical Limited

A Quality Assurance Expert who resigned claiming constructive dismissal had her entire claim thrown out because she waited over three months to begin Early Conciliation. The tribunal found no excuse for the delay.

Online teacher (7.5 hours per week) v Horizon Care and Education Group Limited

An online teacher who withdrew her disability discrimination claim on the second day of the hearing avoided a costs order, even though the tribunal found her conduct unreasonable.

Night Worker (4 months' service) v St Mungo Community Housing Association

A night worker with four months' service was dismissed for gross misconduct after failing to carry out mandatory building patrols. The tribunal rejected his claims of automatic unfair dismissal, disability discrimination, and victimisation.

Teaching assistant (less than 2 years' service) v Meadowfield School

A teaching assistant with Type 1 diabetes, Ehlers-Danlos Syndrome and fibromyalgia had all her disability discrimination and victimisation claims against Meadowfield School dismissed by the tribunal.

Finance manager (13 years' service) v CI Accountancy Limited

A finance manager with 13 years' service was dismissed after taking leave to care for her husband with heart failure. The tribunal found disability discrimination and automatic unfair dismissal, awarding £114,421.

Hair Assessor (4 years' service) v Skills to Group Limited

A tribunal has ruled that Skills to Group Limited fairly dismissed a hair assessor with 4 years' service who had been absent for 22 months due to complications from knee surgery. The employer's concerns about workplace safety justified the dismissal.

Former employee v Chris Hayter Haulage Limited

A tribunal dismissed an unfair dismissal and disability discrimination claim after the former employee admitted he knew the time limits but delayed because he hoped for a settlement. The claim was presented 32 days late.

Former employee v Krispy Kreme U.K. Limited

A tribunal found that Krispy Kreme U.K. Limited constructively dismissed a former employee and discriminated against him because of his nationality. He was awarded £3,060 including £990 for injury to feelings.

Carpet fitter v Rema Tip Top Industry UK Ltd

A tribunal ordered a former carpet fitter to pay £12,950 in costs after he pursued disability discrimination and unfair dismissal claims that were out of time and based on untruthful evidence. His former solicitors were also ordered to pay £1,600 in wasted costs.

Home care worker (less than 6 weeks' service) v Joy2Care Ltd

A home care worker who sent abusive emails and refused to engage with her employer after less than six weeks' work was fairly dismissed for 'some other substantial reason'. The tribunal rejected all her claims.

Former employee v Commissioners for Her Majesty's Revenue & Customs

An employee who worked for HMRC for under two years had their unfair dismissal claim automatically struck out, and their discrimination claims failed on the merits.

Former employee v Kapetil (High Peak) Ltd T/A Toni & Guy Macclesfield

A former employee's unfair dismissal and disability discrimination claims have been struck out after he repeatedly failed to comply with case management orders and did not attend the strike-out hearing.

Relief Security Officer (2 weeks' service) v Sentry Consulting Limited

A relief security officer with only two weeks' service won his disability discrimination claim after his employer stopped offering him shifts when he disclosed his Asperger's and dyslexia and asked for flexibility on start times.

Former employee v Broadbent Assist Ltd

A former employee was unfairly dismissed by Broadbent Assist Ltd but her compensation was limited to just four weeks' pay. The tribunal also dismissed her discrimination and victimisation claims.

Employee Relations Advisor (6 weeks' service) v Care UK Community Partnerships Ltd

An employee with Asplenia and Ehlers Danlos Syndrome was automatically unfairly dismissed after asking to work from home on government shielding advice. The tribunal found the real reason was her disability.

IT business consultant / service designer (4 years' service) v Experian Limited

An IT consultant who resigned after being placed on performance improvement plans while experiencing menopausal symptoms lost her claims for constructive unfair dismissal and discrimination. The tribunal found Experian's actions were reasonable and not discriminatory.

Warehouse operative (7 years' service) v John Lewis plc

A warehouse operative with 7 years' service resigned after securing a new job, but his claim that a final incident forced him out was rejected by the tribunal. All claims of constructive dismissal, disability discrimination, and harassment were dismissed.

Former employee v Norton Industrial Fasteners Ltd

A former employee who was unfairly dismissed and subjected to a sexist comment by a director has been awarded £5,665.07 by the Cambridge Employment Tribunal.

Former employee v Secretary of State for Work and Pensions

The tribunal struck out race and disability discrimination claims because they were presented late, and the claimant failed to attend the hearing or provide reasons for the delay.

Social worker (Children's Services) v London Borough of Enfield

A children's services social worker with dyspraxia was discriminated against when her employer placed her on performance improvement plans. The tribunal awarded £5,382.90 but rejected her constructive dismissal claim.

Stage crew member (long service) v Welsh National Opera

A long-serving stage crew member with dyslexia has won his unfair dismissal claim against Welsh National Opera after the tribunal found the employer failed to discuss reasonable adjustments during a redundancy process. All other claims, including age discrimination and protected disclosure complaints, were dismissed.

Social worker (14 years' service) v Cardiff County Council

A social worker with 14 years' service resigned after raising concerns about a colleague's return to work. Her claim was filed 7 days late, but the tribunal allowed it to proceed due to ongoing ACAS negotiations and her mental health.

Former employee v The Department of Work and Pensions

A former employee who suffered PTSD after a violent attack at work was not considered disabled under the Equality Act until four months later, the tribunal ruled. No compensation was awarded.

English to German translator (10 years' service) v STB Limited (trading as Surrey Translation Bureau)

An English to German translator with multiple sclerosis won her claim that her employer failed to make reasonable adjustments during redundancy consultation, but the tribunal upheld the redundancy dismissal as fair.

Former employee (6 years' service) v Ibco Limited

A tribunal upheld claims of unfair dismissal, indirect race discrimination, and victimisation for one former employee, and unfair dismissal, disability discrimination, and failure to make reasonable adjustments for another. Damages of £31,752 were awarded to the first claimant.

Transport Team Leader (16 years' service) v 3663 Transport Limited

A Transport Team Leader with 16 years' service was unfairly dismissed after his LGV licence was revoked due to depression. The tribunal found the employer failed to consider alternative roles or reasonable adjustments.

Bank worker (care home) v Cygnet Health Care Limited

A care home bank worker who was dismissed for not being vaccinated against COVID-19 failed to prove discrimination but succeeded in claiming unpaid wages and holiday pay for seven shifts, totalling £891.80.

Gymnastics club employee (7 weeks' service) v AAW Holdings Limited (sued as Leeds Rebound Gymnastics Club Limited)

A tribunal found that a gymnastics club failed to make reasonable adjustments for a dyslexic employee and discriminated against her due to pregnancy, awarding £17,755.05.

Former employee (short service) v Phew Limited

A former employee who missed the three-month deadline to bring unfair dismissal and discrimination claims by four months had her case struck out, despite severe depression and an overdose.

Tutor (8 months' service) v Middleton Murray Ltd (in liquidation)

A tribunal dismissed all claims of disability discrimination, harassment, victimisation, and wrongful dismissal brought by a tutor with depression against her employer and individual managers.

Warehouse operative (4.5 years' service) v Asda Stores Limited

A warehouse operative with 4.5 years' service was fairly dismissed after lengthy sickness absence. The tribunal rejected claims of discrimination and victimisation.

Former employee (operations/business development administrator, 16 hours/week) v The Vital Element (UK) Limited

A former employee with PTSD was placed at risk of redundancy while on sick leave. The tribunal found it was discrimination arising from disability and awarded £12,183.

Teacher (science/maths) v Tameside College

A teacher who was dismissed for long-term sickness absence after 11 months has lost her claims for unfair dismissal, whistleblowing detriment and disability discrimination. The tribunal found the college acted reasonably.

Waitress (5 years' service) v Burger & Lobster Restaurant Group Ltd

A waitress with five years' service who was dismissed after taking unauthorised time off to care for her father following a stroke has lost her unfair dismissal and associative disability discrimination claims. The tribunal found the employer acted within the band of reasonable responses.

Former employee v Solus (London) Limited

A tribunal found that a former employee of Solus (London) Limited was not disabled under the Equality Act 2010, striking out most of his discrimination claims as out of time. His constructive unfair dismissal claim will proceed.

Former employee v Work it Group Ltd

Tribunal rejects disability discrimination claim after finding former employee's stress was a reaction to life events, not a mental impairment with long-term effects.

Gardener (part-time, 4.5 years' service) v Care UK Community Partnerships Limited

A part-time gardener with anxiety was unfairly dismissed after refusing to take COVID-19 tests. The tribunal awarded £27,605.13 in damages.

Broadcast journalist (BBC World Service, Arabic Radio team) v British Broadcasting Corporation

A BBC World Service journalist who claimed disability discrimination and victimisation had her case dismissed after she failed to attend the final hearing. The tribunal refused her applications for postponement and later refused reconsideration.

Worker (former employee) v GenderGP PTE Ltd

A former worker with fibromyalgia and other disabilities was awarded £84,599 after her employer failed to defend claims of disability discrimination. The tribunal entered default judgment when the company did not respond.

Former employee (less than 2 years' service) v Tesco Stores Limited

A former Tesco employee with less than two years' service has been allowed to pursue a disability discrimination claim even though it was brought six weeks late. The tribunal said it was 'just and equitable' to extend time.

Surveyor (zero-hours contract, 8 years' service) v Valunation Ltd

A surveyor on a zero-hours contract lost his unfair dismissal claim after presenting it four months late, but his age discrimination claim was allowed to proceed.

Branch Manager (12 years' service) v Jayar Components Ltd

A branch manager with 12 years' service who was clinically extremely vulnerable to COVID-19 was unfairly dismissed and discriminated against after his employer demanded he return to an office he considered unsafe. The tribunal found the disciplinary process was a sham.

DWP employee (17 years' service) v Department for Work and Pensions

A DWP employee with ME who worked reduced hours for years was unfairly dismissed and discriminated against. Tribunal awards £47,087.46 and recommends a positive reference.

Driving Examiner (4 years' service) v The Driver and Vehicle Standards Agency

A driving examiner with four years' service was fairly dismissed after driving recklessly on DVSA property and failing to check a candidate's licence. The tribunal rejected his claims of unfair dismissal and disability discrimination.

HR Manager (8 years' service) v North Northamptonshire Council

An HR Manager with 8 years' service was summarily dismissed for breaching confidentiality. The tribunal found the council's investigation and disciplinary process were fair and the dismissal was within the range of reasonable responses.

Postman (15 years' service) v Royal Mail Group Limited

A postman with 15 years' service was fairly dismissed for gross misconduct after refusing to work, posting abusive comments about colleagues on Facebook, and behaving aggressively. The tribunal rejected his claims of unfair dismissal, disability discrimination, and whistleblowing detriment.

Warehouse operative (8 years' service) v Alliance Healthcare Management Services Limited

A warehouse operative with 8 years' service was unfairly dismissed, victimised, and discriminated against after reporting safety issues and then being absent due to work-related stress. The tribunal awarded over £16,000 in compensation.

Medical Laboratory Assistant (22 years' service) v University Hospitals of Leicester NHS Trust

A Medical Laboratory Assistant with 22 years' service had his unfair dismissal and disability discrimination claims dismissed by an employment tribunal because they were presented about four months after the legal deadline, despite his serious health issues.

Beauty course teacher (3 months' service) v The Vogue Clinic Limited

A teacher who resigned after just three months' service failed to prove she was dismissed. The tribunal found she quit voluntarily, and her disability discrimination claims did not succeed.

Former employee v Every Sensation Care Ltd

A former employee with depression and anxiety was constructively dismissed after her employer contacted her GP without permission. The tribunal awarded over £54,000.

Administration officer (16 years' service) v The Home Office

An administration officer with 16 years' service was unfairly dismissed by the Home Office after developing Charcot foot from a workplace trip. The tribunal found the department ignored its own code on injuries caused by Crown negligence.

Linen porter (8 years' service) v Elis UK Limited

An employment tribunal has held that Elis UK Limited fairly dismissed a linen porter with 8 years' service who had been absent for 14 months due to back pain, finding the employer acted within the range of reasonable responses.

Former employee v Richmond Harbour Hotel Management Limited T/A Richmond Harbour Hotel

A former employee who was immunocompromised after a partial splenectomy has been found to be disabled under the Equality Act 2010. The tribunal ruled that her condition had a substantial and long-term adverse effect on day-to-day activities.

Electrical Operations Manager / Projects Manager (4 years' service) v Sodexo Limited

An electrical operations manager dismissed after systemic failings in hospital emergency lighting lost his unfair dismissal and disability discrimination claims. The tribunal found Sodexo acted reasonably.

Fabrication Welder (8 years' service) v Sterling Thermal Technology Limited

A fabrication welder with 8 years' service was fairly dismissed for redundancy after being scored lowest in his pool, despite having undisclosed disabilities and being on furlough. The tribunal upheld the employer's process.

Senior Control Systems Engineer (20+ years' service) v Sellafield Ltd

A Senior Control Systems Engineer with over 20 years' service was fairly dismissed for gross misconduct after leaving an unencrypted USB stick containing official sensitive data in a car park. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Customer Assistant (night shift) v Tesco Stores Ltd

A Tesco night-shift customer assistant who was dismissed for gross misconduct has won his wrongful dismissal claim after the tribunal found he was entitled to notice pay. He was awarded £400.

Former employee v Sodexo Limited

A former employee's disability discrimination claim against Sodexo Limited was struck out after she repeatedly failed to provide ordered medical information. The tribunal found no reasonable excuse for the non-compliance.

Head of Clinical Governance v Mitie Care and Custody Limited

A tribunal found that a head of clinical governance was disabled due to depression and anxiety, but refused her application to add race, religion and sex discrimination claims as out of time.

Former employee v Openreach Limited

A former Openreach employee won his unfair dismissal claim but saw his compensation cut by 30% because his own conduct contributed to his sacking. The tribunal awarded £42,845.56.

Governance Manager v My Space Housing Solutions

A Governance Manager who brought multiple claims of discrimination, victimisation and unfair dismissal after being made redundant has lost her case. The tribunal ordered her to pay £20,000 in costs.

Agency driver v DHU Healthcare CIC

An agency driver who was dismissed after his mask exemption led to a dispute with a healthcare provider has won his unfair dismissal claim, but the tribunal found he was not an employee of the company that refused his services.

Former employee v London Underground Limited

A former London Underground employee who was dismissed for having a second full-time job without consent had all his claims struck out. The tribunal found his unfair dismissal claim could not proceed due to lack of service, and his discrimination claim was brought too late.

Events Manager (1 year 5 months' service) v Jack Petchey Foundation Limited

A tribunal ruled that an events manager with a serious leg injury was disabled under the Equality Act, and that her employer knew about it from February 2020.

Care assistant (4 years' service) v Hampshire County Council

A care assistant with a heart condition and asthma lost her claim that Hampshire County Council discriminated against her when dismissing her for sickness absence. The tribunal found the council's capability process was not because of her disability.

Driving Training Instructor (11 years' service) v Northumberland County Council

A driving training instructor with 11 years' service was fairly dismissed after his Group 2 licence was permanently revoked due to a heart condition. The tribunal rejected his claims of unfair dismissal and disability discrimination.

GP (16 years' service) v Harrogate & District NHS Foundation Trust

A GP who was invited to a final sickness review meeting after shielding during the pandemic has won her claim of disability discrimination and harassment. The tribunal found the invitation was discriminatory, but dismissed her constructive dismissal claim.

Teacher of Modern Foreign Languages v New College Leicester

A teacher who brought claims for unfair dismissal, disability and race discrimination, and failure to deal with a flexible working request had all her claims dismissed because they were presented to the tribunal too late.

Accountant (1 year's service) v HGA Accountants and Financial Consultants Ltd

An accountant who worked for just over a year lost his disability discrimination claim after the tribunal found he did not have a disability under the Equality Act. He was awarded £22.43 for an unauthorised wage deduction.

Former employee v McMillan Williams Solicitors Limited (In administration)

A former employee of McMillan Williams Solicitors won £13,649 after the tribunal found she was constructively unfairly dismissed. The firm did not attend the hearing.

Former employee v Unite Telecoms Limited

A former employee won £29,477 in disability discrimination and holiday pay after Unite Telecoms Limited failed to comply with tribunal orders and had its response struck out.

Carpentry apprentice v New City College

A carpentry apprentice who alleged discrimination by New City College had his claims struck out because the tribunal had no jurisdiction over a further education college.

Former employee (housing officer) v Thurrock Council

A housing officer who claimed disability discrimination after being dismissed while signed off with stress and anxiety has lost her case. The tribunal found her reactions were normal responses to adverse life events, not a mental impairment.

Compliance officer (informal arrangement) v Bel-Marking Ltd

A tribunal dismissed claims of unfair dismissal, disability discrimination, and unpaid wages after finding the claimant was not an employee or worker but had an informal business arrangement with Bel-Marking Ltd.

Teaching Assistant (6 years' service) v The Governing Body of Windsor Clive Primary School

A teaching assistant with 6 years' service was unfairly dismissed on capability grounds, but her harassment claim succeeded after an administrative error triggered a flawed Stage 2 sickness procedure.

Kitchen Assistant/Relief Cook (16 years' service) v Thames Reach Charity

A kitchen assistant with 16 years' service had her disability discrimination claim struck out after failing to comply with a deposit order. The tribunal found no reasonable excuse for non-payment.

Boutique Coffee Specialist (9 years' service) v Nestle UK Limited

A tribunal has ruled that a coffee specialist's type 2 diabetes and plantar fasciitis were not disabilities under the Equality Act, dismissing his discrimination claim at a preliminary stage.

Former employee v NSL Limited

A former employee's unfair dismissal claim against NSL Limited was dismissed after neither he nor his former employer attended the final hearing. The tribunal concluded there was no good reason for his absence.

Head Teacher / Principal (part-time) v Darul Uloom Al Arabiya Al Islamia

An employment tribunal has refused to strike out most claims brought by a former head teacher against Darul Uloom Al Arabiya Al Islamia, including allegations of disability discrimination and whistleblowing detriment. However, the reasonable adjustments claim was ordered to be subject to a deposit order hearing.

Area Contract Manager (2 years' service) v Andron Contract Services Ltd

An area contract manager who returned to work after a heart attack was constructively dismissed after her employer ignored a 4-hour driving limit and left her 'at risk' for months. The tribunal awarded over £101,000.

IT employee (long-Covid) v CGI IT UK LTD

An employment tribunal found that long-Covid can amount to a disability under the Equality Act, but dismissed all claims from an IT employee who argued he was unfairly dismissed and discriminated against by CGI IT UK Ltd.

Bus driver (14 years' service) v Metroline Travel Ltd

A bus driver with 14 years' service was fairly dismissed for capability after he refused to attend occupational health appointments or engage with his employer. The tribunal also found no disability discrimination.

Accountant (15 years' service) v Equinor UK Ltd

An accountant with 15 years' service was fairly dismissed for incapability after 15 months' sick leave. The tribunal rejected her claims of disability discrimination, victimisation, and whistleblowing.

Senior Mental Health Practitioner (13 years' service) v Worcestershire Health and Care NHS Trust

A senior mental health practitioner with 13 years' service was unfairly dismissed and discriminated against by an NHS trust. The tribunal awarded £199,149.09, finding the trust failed to make reasonable adjustments and relied on a flawed capability process.

Dental nurse (GDC accredited) v Mr J O’Dea t/a St Clement Dental Care

A dental nurse who suffered a brain haemorrhage after childbirth was unfairly dismissed by her employer, who failed to consult her or obtain an up-to-date medical report. The tribunal awarded her £38,191 in compensation.

Medical secretary (NHS) v York & Scarborough Teaching Hospitals NHS Foundation Trust

A tribunal dismissed disability discrimination claims brought by an NHS medical secretary with hearing loss, finding most allegations were presented too late and the remaining complaints failed on the facts.

Process, tooling and maintenance supervisor (6 years' service) v Goodfish Limited

A process supervisor with six years' service was unfairly dismissed and discriminated against when Goodfish Limited selected him for redundancy while hiding a vacant maintenance manager role. The tribunal awarded £62,438.

Former employee v Halsey Masonic Hall, Watford, Limited

An employment tribunal dismissed all remaining claims of a former employee who did not attend the final hearing and failed to comply with court orders, ending a case that had already lost several claims due to non-compliance.

Search Engine Optimisation (SEO) Lead (2 years' service) v Harrods Ltd

A tribunal rejected a constructive dismissal and disability discrimination claim by a Harrods SEO Lead, finding he was not disabled and that the employer's performance management was not a breach of contract.

MOT tester (8 years' service) v Uralmoto (UK) Ltd

An MOT tester with eight years' service was dismissed to facilitate a business transfer, making the dismissal automatically unfair. The tribunal awarded £6,837 in compensation, reduced by 10% for contributory conduct.

Former employee v London Fire Commissioner

A tribunal has ruled that a former employee with Persistent Paranoid Delusional Disorder lacks the mental capacity to participate in his own disability discrimination case, ordering that he must have a litigation friend or legal representation.

Customer Services Officer (5 years' service) v Luton Irish Forum (Company Limited by Guarantee and Registered Charity)

A Customer Services Officer with 5 years' service was fairly dismissed for redundancy after her employer's room hire revenue plummeted during the pandemic. The tribunal rejected claims of disability discrimination and failure to make reasonable adjustments.

Pot department packer (11 years' service) v Aeroplas (UK) Ltd

A pot department packer with 11 years' service was dismissed after a seizure at work without a formal meeting. The tribunal found the dismissal unfair and discriminatory, awarding over £15,000 in compensation.

Shop assistant (16 years' service) v S2S Solutions Ltd

A shop assistant with 16 years' service was constructively dismissed after her employer implied it would withdraw adjustments for her arthritis. The tribunal awarded £7,889.22 for unfair dismissal and disability discrimination.

Installation Engineer (2 years' service) v Lasyl Audio and Visual Ltd

An installation engineer who refused to attend work over Covid-19 safety fears was fairly dismissed for gross misconduct. The tribunal also rejected his disability discrimination claim as out of time.

Production Operator (Flexible) (3 years' service) v Northumbrian Water Limited

A production operator with bipolar disorder resigned claiming constructive dismissal and disability discrimination. The tribunal rejected all claims, finding the employer acted reasonably throughout.

Former employee v Marks and Spencer Group plc

A former employee with under two years' service had her unfair dismissal claim struck out. All remaining discrimination and wrongful dismissal claims were dismissed after a full hearing.

Administration Assistant (14 years' service) v Harrogate and District NHS Foundation Trust

An administration assistant with 14 years' service who resigned claiming constructive dismissal and disability discrimination over sleep apnoea and other conditions had all her claims rejected by the tribunal.

Former employee v Morrison Data Services Limited

A former employee with a final written warning was unfairly dismissed after a misconduct incident. The tribunal found the employer failed to follow a fair process and awarded £4,081.99.

Former employees v C and others

Two employees who resigned after suffering sexual harassment, age harassment and victimisation have been awarded a total of £119,275.86 by the Nottingham Employment Tribunal.

Former employee v LFH (Fowey Hall) Ltd.

A former employee of LFH (Fowey Hall) Ltd. was constructively unfairly dismissed and had wages unlawfully deducted. The tribunal awarded £3,044.18, reduced by 40% for contributory fault.

Mental Health Care Assistant (nearly 4 years' service) v Healthcare and Transport Services

An employment tribunal entered default judgment against Healthcare and Transport Services after it failed to submit a response to an unfair dismissal claim within the time limit, and refused the employer's late application for an extension.

Former employee v Riatex Ltd

A former employee with PTSD was awarded over £22,700 after her employer discriminated against her because of her disability and then failed to defend the claim.

Nursing Assistant (5 years' service) v University College London Hospitals NHS Foundation Trust

A nursing assistant who resigned after an eight-month suspension and a pay error lost her constructive dismissal claim. The tribunal found no breach of trust and confidence.

Ductwork manufacturer (11 years' service) v H & V 2000 Limited

A ductwork manufacturer with 11 years' service had his unfair dismissal claim struck out after he missed the three-month time limit by nearly two months, despite his father's death.

Cleaner (2 years' service) v CAD Services Ltd t/a Facilities by ADF

A cleaner with two years' service who was dismissed for poor performance and attendance lost her claims of unfair dismissal, whistleblowing, disability and sex discrimination. The tribunal found the employer acted reasonably.

Former employee v Alnmaritec Limited (In Creditors Voluntary Liquidation)

A former employee won over £37,000 after her employer failed to defend her claims of unfair dismissal and disability discrimination. The remedy was decided on the papers.

Food and Beverage Assistant (5 years' service) v Hilton UK Hotels Limited

A Food and Beverage Assistant who fractured his hip at work and was later made redundant during the pandemic has lost his unfair dismissal and disability discrimination claims. The tribunal found the redundancy process was fair and that his disability was not the reason for his selection.

Team leader (front of house) at a pub (4 years' service) v G K Retail Services Ltd

A tribunal found that a pub company failed to make reasonable adjustments for a team leader with anxiety and depression, awarding her £15,025 in compensation.

Relief Manager (20 hours/week) v RSPCA North Somerset Branch

A relief manager who was dismissed after sending an inflammatory email and failing to comply with instructions lost his unfair dismissal, whistleblowing, and disability discrimination claims. The tribunal found no protected disclosures and no discrimination.

Operational Postal Grade (21 years' service) v Royal Mail Group Ltd

An employment tribunal has dismissed claims of unfair dismissal and disability discrimination brought by a postal worker with 21 years' service who was sacked for shouting and swearing at managers.

Administrative officer (18 years' service) v Department for Work and Pensions

An administrative officer with 18 years' service was dismissed for gross misconduct after searching her own and her neighbour's addresses on a DWP database. The tribunal upheld the dismissal and found her menopausal symptoms did not amount to a disability.

Driver specialist (12 years' service) v Babcock Land Defence Limited

A driver specialist with 12 years' service had his unfair dismissal and disability discrimination claims thrown out after submitting his claim form four months late, despite having been warned of the time limit.

Security officer (11 years' service) v Securitas Security Services (UK) Limited

A security officer with 11 years' service was fairly dismissed after three years on sick leave when he declined an alternative role. The tribunal also dismissed his disability discrimination claims, partly because they were brought too late.

Warehouse operative (2 months' service) v Heron Foods Limited

A warehouse operative with only two months' service was dismissed for absence during probation. The tribunal struck out his unfair dismissal claim for lack of jurisdiction and ordered a deposit for his disability discrimination claim.

Healthcare Support Worker (11 years' service) v United Lincolnshire Hospitals NHS Trust

A healthcare support worker with 11 years' service was unfairly dismissed after a long-term sickness absence. The tribunal found the NHS Trust failed to obtain up-to-date medical advice and did not properly consider redeployment.

Member Services Administrator (2 years' service) v Hemp Trades Association Limited t/a Cannabis Trades Association

A tribunal dismissed all claims from a Member Services Administrator who argued his redundancy was a sham to cover up whistleblowing and disability discrimination. No compensation was awarded.

Primary school teacher (4 years' service) v Leicestershire County Council and The Governing Body of Woodhouse Eaves St Paul’s Church of England Primary School

A primary school teacher who resigned after being suspended and denied her chosen representative lost her constructive dismissal claim. The tribunal found the school's actions were not a repudiatory breach of contract.

Factory operative (2 years' service) v Cranswick Convenience Foods Plc

A factory operative was fairly dismissed for refusing to sanitise her hands during COVID-19, but the tribunal found the conduct did not amount to gross misconduct, entitling her to notice pay.

HR Advisor (3 years' service) v London Borough of Haringey

An HR advisor who emailed confidential employee information to her personal Hotmail account was fairly dismissed for gross misconduct, the tribunal has ruled. Her claims of unfair dismissal, disability discrimination, and breach of contract were all dismissed.

Night Porter (13 years 10 months' service) v Peninsula Heights Management Company Ltd

A tribunal ruled that a night porter with type 2 diabetes was disabled from the date of his diagnosis, but rejected his claim that sleepiness was a substantial adverse effect. The case will now proceed to a final hearing on his discrimination and dismissal claims.

Former employee v Patel Post and Print Limited

A former employee won £2,528.64 after Patel Post and Print Limited breached her contract and made unauthorised deductions from her wages. The tribunal also considered disability discrimination claims but they were withdrawn.

Senior audiologist (25 years' service) v Royal Cornwall Hospitals NHS Trust

A senior audiologist who went on sick leave after proposed rota changes and never returned was fairly dismissed for capability, the Plymouth Employment Tribunal has ruled. No compensation was awarded.

English teacher (6 years' service) v Windermere Educational Trust Ltd

A tribunal dismissed claims of constructive unfair dismissal, disability discrimination and detriment for protected disclosures brought by an English teacher who raised concerns about International Baccalaureate exam preparation.

Civil servant (Executive Officer, 24 years' service) v Royal College of Defence Studies

A tribunal has allowed a civil servant with 24 years' service to amend his claim to include failure to make reasonable adjustments at the appeal stage, and refused the employer's bid to strike out the case.

Senior Technical Officer (7 years' service) v Network Rail Limited

A Senior Technical Officer with Type 1 diabetes was dismissed for speeding while experiencing low blood sugar. The tribunal found the dismissal fair for conduct but discriminatory under the Equality Act, awarding £66,790.

Programme Lead (2 years 8 months' service) v Rotherham Metropolitan Borough Council

A programme lead with a disability and caring responsibilities was awarded £4,881 after a council manager told him to 'manage your own life' during a flexible working appeal. The tribunal found the comments amounted to disability discrimination and harassment.

Former employee v Eva-Lution Property Services Limited

A former employee with less than two years' service won £2,394 for disability discrimination after their employer failed to file a response. The unfair dismissal claim was struck out due to insufficient service.

Former employee v Network Rail Infrastructure Limited

A former Network Rail employee's constructive dismissal and breach of contract claims were thrown out because he missed the three-month time limit by three days. The tribunal refused to extend time, finding he had not shown it was not reasonably practicable to claim on time.

Senior practitioner in regional safeguarding unit v Staffordshire County Council

Staffordshire County Council had its defence struck out for persistent failure to comply with tribunal orders, leading to a finding of unfair dismissal and disability discrimination against a senior practitioner with osteoarthritis.

Payroll Supervisor (19 years' service) v Enterprise Rent-A-Car Ltd

A payroll supervisor with 19 years' service was fairly dismissed for refusing to accept a new reporting structure and for capability issues, the Watford Employment Tribunal has ruled. Her claims of unfair dismissal and associative disability discrimination were rejected.

Former employee v Premier Cars Bangor Ltd

A former driver with COPD and back pain was unfairly dismissed and discriminated against by Premier Cars Bangor Ltd. The tribunal awarded £3,230.76 for unfair dismissal, disability discrimination, and unpaid holiday pay.

Former employee v P&O North Sea Ferries Limited

A former employee's unfair dismissal and disability discrimination claims have been dismissed by an employment tribunal because they were presented too late, with no medical evidence to justify the delay.

Support Practitioner v MacIntyre Care Limited

A tribunal found that a support practitioner with Mixed Connective Tissue Disease was not disabled under the Equality Act, striking out her discrimination claim for lack of medical evidence.

Former employee v Gradwell Communications Ltd

A former employee won £93,375.68 for direct discrimination after their employer failed to respond to the claim. The award included a 25% uplift for ignoring ACAS procedures.

Buyer (4 years' service) v Integral Powertrain Limited

A Buyer with 4 years' service who was made redundant while suffering from a back condition has lost her claims of unfair dismissal and disability discrimination. The tribunal found the redundancy was genuine and the selection process fair.

Primary school teacher (part-time) v The Governing Body of North Downs Primary School

A tribunal found that a primary school failed to make reasonable adjustments for a teacher with photo-sensitive epilepsy after removing her projector and installing a touchscreen she could not use. She was awarded over £22,000.

Bus driver (just over 2 years' service) v Stagecoach London (now amended to South East London & Kent Bus Company Limited)

A tribunal struck out a bus driver's constructive unfair dismissal and disability discrimination claims after she repeatedly failed to provide medical evidence and a schedule of loss, and did not attend the final hearing.

Prison officer (2 years' service) v Secretary of State for Justice

A prison officer with two years' service was dismissed for gross misconduct after signing off a Category A prisoner's cell without checking it. The tribunal upheld the dismissal as fair but found the prison failed to make reasonable adjustments by not providing a mentor.

Former employee v Lasercare Clinics (Harrogate) Ltd

A former employee who withdrew her disability and race discrimination claims at a preliminary hearing was unable to have them reinstated, even after finding new evidence. The tribunal refused reconsideration, ruling that a change of heart is not enough.

Cleaning operative (15 hours/week) v TC Facilities Management Ltd

A cleaning operative was unfairly dismissed after refusing to attend mediation with a co-worker who had called him a 'golliwog' and 'cheeky monkey'. The tribunal awarded £29,251 in compensation.

Sales executive v Vistry Homes Ltd

A tribunal ruled that a sales executive was disabled by anxiety and depression from February 2021, but her employer did not know and could not reasonably have known of her disability before dismissing her in January 2021.

Prison officer (15 years' service) v Secretary of State for Justice

A prison officer with 15 years' service who was refused a permanent relocation away from the wings after an assault has lost his claim for failure to make reasonable adjustments. The tribunal found that the employer's offer of a phased return and temporary amended duties was reasonable.

Contracts manager (less than 2 years' service) v Building Product Solutions Limited

A contracts manager who resigned after a grievance outcome had his unfair dismissal and disability discrimination claims thrown out because he did not attend the preliminary hearing.

Accredited installer/fitter v Climar Industries Ltd

A tribunal found that Climar Industries Ltd discriminated against an installer with ADHD by refusing to allow his mother to accompany him at a disciplinary hearing and dismissing him for behaviour linked to his disability.

Telesales advisor (part-time, 24-hour week) v EE Limited

A telesales advisor who resigned after a flexible working request was refused had her unfair dismissal and discrimination claims thrown out because she submitted her claim five days past the deadline, despite knowing the time limit.

Bar staff v Samuel Smiths Old Brewery (Tadcaster)

A bar worker who resigned after her employer failed to investigate her grievance about disability discrimination has won her claim for constructive unfair dismissal. The tribunal found the brewery breached the implied term of trust and confidence.

Programmer (17 years' service) v British Telecommunications PLC

A programmer with 17 years' service was unfairly dismissed by BT after the company relied on a six-month-old medical report and ignored an offer of updated evidence. The tribunal awarded £46,939.95.

Assistant Unit Manager (19 years' service in residential children's care) v City of Bradford Metropolitan District Council

An assistant unit manager with 19 years' service was constructively dismissed after the council failed to address safety concerns, delayed her grievances, and refused to redeploy her despite her disability. The tribunal awarded £35,208.

Security officer (17 years' service) v LHR Airports Limited

A security officer with Asperger's Syndrome was unfairly dismissed after raising a grievance about a manager, who then counter-claimed that the complaint was false and vexatious. The tribunal found the investigation biased and the dismissal procedurally unfair.