Religion or belief

Former employee v Kings College London Florence Nightingale Faculty of Nursing, Midwifery and Palliative Care

A former employee's unfair dismissal claim against Kings College London was struck out because they did not have the required two years' service. Their discrimination claims were dismissed after a hearing.

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

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

Taxi driver (2 years 9 months' service) v Uber Britannia Limited

A taxi driver who waited over six months to bring his claim after Uber deactivated his account has had his case thrown out by the Nottingham tribunal for being well outside the three-month time limit.

Former employee v Cinzia Morris and Ian Morris

A former employee's race and religion discrimination claims were struck out after she failed to provide a properly constructed amendment despite a tribunal order. Her solicitor's last-minute postponement request was refused.

Former employee v Highams Park Academy Trust

A former employee's claims of constructive dismissal and discrimination were struck out after she failed to attend a preliminary hearing and did not provide a witness statement as directed.

Former employee (technician) v Gi Group Recruitment Ltd

A tribunal struck out a former technician's race and religion discrimination claims as out of time and without reasonable prospects. A deposit order was made for a constructive unfair dismissal claim.

Process and Technical Manager (11 years' service) v Slicker Recycling Limited

A tribunal dismissed a claim for unfair dismissal and discrimination after the claimant presented his case one day late and failed to attend hearings or provide any explanation for the delay.

Professional footballer v Queens Park Rangers Football and Athletic Club Limited

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

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

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

Senior Sales Consultant (2 years' service) v Ninety Watches and Jewellery Limited

A tribunal dismissed a former sales consultant's race and religion discrimination claims because they were presented more than six months after her dismissal, and it was not just and equitable to extend time.

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

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

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

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

Senior Business Development Manager (2 months' service) v The Hut.Com Limited

A senior business development manager dismissed after colleagues discovered her tweets about Islam and hijabs lost her discrimination and unfair dismissal claims. The tribunal ruled her views were not protected philosophical beliefs.

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.

Former care home bank worker v Willow Tower Opco1 Ltd

A tribunal dismissed an unfair dismissal claim from a care home bank worker who refused the COVID-19 vaccine citing veganism, ruling she lacked continuity of service and her belief was not a protected characteristic.

Former employee v Atalian Servest Security Ltd

A former employee's claims for race discrimination and unlawful deduction of wages were dismissed because they were brought too late. The tribunal also refused a reconsideration application.

Former employee v S.T.A.R Domiciliary Care Ltd

A former employee of S.T.A.R Domiciliary Care Ltd has lost all claims including constructive unfair dismissal, whistleblowing detriment, and religious discrimination after resigning and alleging a breach of contract.

Dot Com driver (Tesco) v Tesco Stores Limited

A Tesco Dot Com driver who alleged 17 incidents of discrimination on grounds of race and religion has had all claims dismissed by an employment tribunal.

Senior Healthcare Assistant (5 years' service) v Guys and St Thomas NHS Foundation Trust

A tribunal has ruled that a Senior Healthcare Assistant's opposition to the Coronavirus pandemic and preventative measures like PCR tests and face masks does not amount to a protected philosophical belief under the Equality Act 2010. The claim was dismissed.

Care home worker (13 days' service) v Four Seasons (No 7) Limited

A care worker who was dismissed after just 13 days for reporting a colleague's abuse of a resident has won her unfair dismissal claim. The tribunal awarded £4,217.68 in compensation.

Former employee v ABM Facility Services UK Limited

A former employee withdrew claims of sex, race and religion or belief discrimination against ABM Facility Services UK Limited, and had her complaint about holiday pay, sick pay and unpaid wages struck out for failing to comply with a tribunal order.

Head of HR (2 years' service) v Caritas Anchor House

A tribunal dismissed a constructive unfair dismissal claim by a Head of HR who resigned after feeling overwhelmed, finding no repudiatory breach by the employer.

Driver/custodian (6 years' service) v Loomis UK Ltd

A driver/custodian with 6 years' service was made redundant after scoring 16 out of a breakpoint of 19. The tribunal found the redundancy process fair and dismissed claims of unfair dismissal and religious discrimination.

Anglican Prison Chaplain (3 years' service) v Secretary of State for Justice

A prison chaplain with 3 years' service was fairly dismissed for performance issues after extensive support, the Sheffield tribunal ruled, rejecting all discrimination and harassment 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.

Registered Manager of a care company (15 months' service) v Happy Care Limited

A care company's registered manager was automatically unfairly dismissed after making protected disclosures to the CQC and police. The tribunal found the employer fabricated a homophobia allegation and sexually harassed her. She was awarded £73,474.

Care home workers (various roles) v Barchester Healthcare Ltd

Five care home workers claimed unfair dismissal and discrimination after being sacked for refusing the Covid-19 vaccine. The tribunal upheld the dismissals as fair for 'some other substantial reason' and rejected all discrimination claims.

Former employee (Help Desk Operator, 7 years' service) v Harrods Ltd

A tribunal struck out a former Harrods employee's religion or belief discrimination claim as out of time, but allowed his constructive unfair dismissal claim to proceed to a final hearing.

Former employee (constructive dismissal) v Swale Heating Limited

A tribunal struck out most of a former employee's claims, including a pregnancy discrimination claim from a man, after finding the claims were misconceived, lacked reasonable prospects, or were an abuse of process. Only unfair dismissal and race discrimination claims against the employer survive.

Former employee v The Riverside Group Limited

A former employee who brought unfair dismissal claims against three separate employers had all claims dismissed because he had not worked for any of them for two years. The tribunal also struck out discrimination claims as out of time.

Sales Consultant/Logistic Assistant (5 months' service) v Top Discount Electrical Stores Limited

A sales consultant with only five months' service was subjected to religious harassment and detriment for whistleblowing. The tribunal awarded £16,462.47 for injury to feelings.

Healthcare assistant v Orwell Housing Association

A healthcare assistant withdrew her unfair dismissal claim at a tribunal hearing. The tribunal allowed her to change her discrimination claim from race to religion or belief, but refused to add a disability claim.

Lecturer (Business and ICT department) v Buckinghamshire College Group

A lecturer who resigned claiming constructive dismissal after being required to attend a capability meeting while fasting during Ramadan has lost his case. The tribunal found no breach of trust and confidence or indirect discrimination.

Teacher of computing and BTEC Quality Nominee v Activate Learning Education Trust t/a UTC Reading

A computing teacher who claimed she was discriminated against and harassed due to her sex and religion after a workplace dispute has had all her claims dismissed by an employment tribunal.

Former employee v Otium Services and Facilities Ltd

A former employee's claims for unfair dismissal and discrimination were struck out after he failed to attend a telephone hearing and did not comply with orders to explain his absence.

Security officer (agency worker) v Knightsbridge Residents Management Company Limited, CN Security Limited, London Portman Hotels Ltd t/a NOBU Hotel

A security officer who worked for only a few weeks had his unfair dismissal claim struck out because he lacked two years' service and had used the wrong company for early conciliation. His discrimination claims were allowed to proceed.

Campus support officers v Kirklees College

Two campus support officers claimed unfair dismissal and discrimination after a restructure introduced Saturday working. The tribunal struck out most claims, allowing only one ordinary unfair dismissal claim to proceed.

Customer Service Assistant (14 years' service) v Tesco Stores Limited

A 14-year Tesco employee who withdrew his unfair dismissal claim and repeatedly abused tribunal staff had his remaining discrimination claims struck out. No compensation was awarded.

Operations team member (care sector) v IAspire Care Services Ltd

A care sector operations worker was unfairly dismissed and awarded £99,000 after his employer cited loss of trust due to his links with church investors. The tribunal also found he was harassed over his religion.

Senior Pastor (33 years' service) v The Church of God Prophecy (Trust)

A senior pastor who held a personal belief that women should not preach to men was fairly dismissed for gross misconduct after creating an environment where women were denied the opportunity to preach. The tribunal upheld the church's decision.

Forklift Truck Driver and Warehouse Operative (18 months' service) v Ken Wilkins Print Limited

An employment tribunal has dismissed claims of race and religion discrimination, harassment and victimisation brought by a former forklift truck driver against Ken Wilkins Print Limited, finding his evidence totally unreliable and preferring the employer's witnesses.

Theatre Practitioner (Band 5) (19 years' service) v Croydon Health Services NHS Trust

A theatre practitioner with 19 years' service was constructively dismissed after her employer repeatedly demanded she remove a cross necklace, despite allowing other religious symbols. The tribunal found the trust's policy was inconsistently enforced and unjustified.