Sex

Former employee v Prestige Dental Services Limited

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

Chartered accountant (former employee) v Bennbridge Services LLP

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

Work coach (2 years' service) v Department for Work and Pensions

An employment tribunal struck out a work coach's direct sex discrimination claim after she was dismissed for unauthorised searches, but allowed her discrimination arising from disability claim to proceed.

Senior HR Manager - Employee Relations v National Highways Ltd

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

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

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

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

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

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

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

Head of Trade and Data (over 5 years' service) and Head of Finance (over 7 years' service) v Hallett Retain Services Ltd (in voluntary liquidation)

Two former employees who brought claims for unfair dismissal, discrimination and redundancy had their cases thrown out after failing to attend the final hearing or provide any evidence.

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

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

Former employee (business service consultant) v UK Direct Business Solutions Limited

A former business service consultant's direct sex discrimination and bonus claims were struck out, but her sexual harassment and harassment related to sex claims will proceed to a final hearing.

Legal secretary (trainee) v AD (deceased)

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

Agency worker (customer service advisor/analyst) v Supply Chain Coordination Limited (1), Unipart Group Limited (2)

An agency worker who claimed unfair dismissal, sex discrimination and equal pay against the end-user and hirer lost all claims after the tribunal found he was not an employee of either respondent.

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

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

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

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

Former employee v Asda Stores Ltd

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

Former employee v Environment Agency

A former employee's unfair dismissal, sex discrimination and whistleblowing claims were thrown out after he presented them almost six years after his employment ended. The tribunal also ordered him to pay £400 in costs.

Former employee v A&A Enterprises London Ltd

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

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

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

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

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

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.

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

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

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

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

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.

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

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

Former employee v Beaver-Visitec International Limited

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

Global IT Finance Planning and Analysis Manager (5 years' service) v Walgreens Boots Alliance Services Limited

A tribunal dismissed a manager's race and sex discrimination claims because they were presented too late, finding that separate promotion decisions were not part of a continuing act and that it was not just and equitable to extend time.

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

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

Former employee v Fyfe Mcdade Ltd

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

Former employee (shop worker) v Ms M. Harvey T/A The Pickle Barrel

A former shop worker's unfair dismissal claim was dismissed after the tribunal struck out the employer's response for failing to comply with case management directions for over two years.

Former employee v Works Manager Guarantee Laundries Ltd

A former employee who sent abusive emails to the tribunal and swore at the employment judge has had his discrimination claims struck out for unreasonable conduct.

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

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

Former employee v Vibrant Energy Matters Ltd

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

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.

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.

Former employee v PMP Recruitment Limited

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

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

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

Former employee (rehabilitation sector) v KTB Rehabilitation Ltd

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

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.

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

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

Former employee v Change Grow Live

A former employee's unfair dismissal, whistleblowing and discrimination claims have been struck out after being brought too late, with the tribunal also citing unreasonable conduct. The respondent was awarded £5,000 in costs.

Former employee v St John's Nursing Home Limited

A former employee's race and sex discrimination claims were struck out after she and her representative failed to attend a preliminary hearing without explanation. A later bid to reinstate the case was refused.

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

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

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

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

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

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

Finance Director (24 years' service) v Artem Ltd

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

Taxi driver (school transport driver, 9 years' service) v KingKabs Ltd (formerly Vedamain Ltd)

A tribunal awarded £3,361.96 to a taxi driver who was denied holiday pay and had unauthorised deductions made, but rejected her claims of sex discrimination and detriment for whistleblowing.

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

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

Former employee (5 years' service) v Entain Marketing (UK) Limited trading as Entain Group

A former employee with five years' service was awarded £4,505 after his employer failed to defend the claim. His discrimination claim was dismissed for lack of evidence.

Logistics Administrator (8 years' service) v Sample Logistics Ltd

An employment tribunal has dismissed a logistics administrator's constructive dismissal and discrimination claims, ruling that his connection to the UK was insufficient to establish territorial jurisdiction.

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.

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.

Former employee v Cerberus Security and Monitoring Services Ltd

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

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

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

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

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

Contract worker (social worker) v ICON Clinical Research Limited

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

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

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

Former employee v Euroselect

A former employee's pregnancy discrimination and unfair dismissal claim was thrown out because she lodged her claim without an Acas early conciliation certificate. The tribunal ruled it had no jurisdiction.

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

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

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

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

Agency healthcare assistant (agency worker) v Secretary of State for Justice

An agency healthcare assistant's claims against the Secretary of State for Justice were dismissed after the tribunal found it had no jurisdiction over her unfair dismissal claim and her discrimination claims were presented two days late.

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

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

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

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

Former employee (head chef) v Queens Hospitality Limited

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

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

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

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.

Care worker (2 years' service) v GP Homecare Ltd t/a Radis Community Care

A care worker who resigned in September 2021 but did not bring her claim until May 2022 had her unfair dismissal and discrimination claims thrown out by the Birmingham tribunal as out of time.

Former employee (7 years' service) v Monster Energy Europe Ltd

A former employee's constructive unfair dismissal and discrimination claims were dismissed because they were presented 5 days late, with no medical evidence covering the relevant period.

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.

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.

Co-director and 50% shareholder of training company v Evolving Edge Ltd

A tribunal dismissed a co-director's claims of pregnancy and sex discrimination against her business partner, ruling that the breakdown was a commercial dispute over profit-sharing and share valuation, not discrimination.

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.

Transport Director (20 years' service) v Kammac Limited

A transport director with 20 years' service lost her constructive unfair dismissal claim after resigning over a sick pay dispute and an investigatory meeting. The tribunal found no repudiatory breach of contract.

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.

Administrator (5 months' service) v All Techmart UK Limited

An administrator who was sexually harassed by her boss, who sent explicit texts and propositioned her, has been awarded £17,607 by an employment tribunal. The employer failed to defend the claim.

Former employee (zero-hour contract) v Elevate Staffing Ltd

Two zero-hour contract workers won race and sex discrimination claims after a manager made racist comments and a colleague subjected a female worker to sexist verbal abuse. The tribunal awarded a total of £10,728 for injury to feelings.

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.

Former employee v Sullivan Bus and Coach Limited

A former employee's claims of sex, sexual orientation and victimisation discrimination against Sullivan Bus and Coach Limited were dismissed by the Watford Employment Tribunal. The unfair dismissal complaint had already been struck out.

Trainee pharmacy adviser v Boots Management Services Limited

A trainee pharmacy adviser who alleged she was discriminated against because of her race and sex when she was not signed off her training programme has had her claims dismissed by the Reading Employment Tribunal.

General Manager (36 years' service) v Charles Wares Classic Car Sales and Hire Ltd

A tribunal has allowed age and sex discrimination claims to proceed against a car sales company, while striking out an unfair dismissal claim because the claimant was not employed by the respondent at the time of dismissal.

Chief Human Resources Officer (CHRO) on Executive Committee v Co-operative Group Limited

A Chief Human Resources Officer was unfairly dismissed by Co-operative Group Limited after a sex-biased performance appraisal and a flawed reorganisation. The tribunal awarded £101,373 in compensation.

Sales employee (commission-based) v Maple Green Fine Foods Limited

A sales employee who claimed she was underpaid commission by Maple Green Fine Foods has been awarded £2,653.06, but her allegations of sex and age discrimination and pregnancy-related dismissal were dismissed.

Former employee (prisoner work placement) v Bernard Matthews Foods Limited

A former prisoner working at Bernard Matthews had his unfair dismissal, wrongful dismissal and sex discrimination claims struck out because of short service, late presentation and lack of evidence.

Senior Creative Designer (2 years 8 months' service) v Herbalife Europe Ltd

A senior creative designer's constructive unfair dismissal claim was struck out as out of time, but her direct sex discrimination claim was allowed to proceed on just and equitable grounds.

Former employee v Callacab (UK) Ltd (in liquidation)

A former employee won over £41,000 in compensation for sex discrimination and unfair dismissal after her employer failed to defend the claim.

Former employee (personal assistant/chauffeur assistant) v HCL Chauffeurs UK Ltd

A former personal assistant was dismissed for gross misconduct over fuel card use, but the tribunal found the process unfair. However, due to a break in service she lacked two years' continuous employment, so her unfair dismissal claim failed.

Chef (7 years' service) v Bright Horizons Family Solutions Limited

A chef with 7 years' service was unfairly dismissed after a flawed investigation that showed gender bias. The tribunal found the employer treated him less favourably than a female colleague in similar circumstances. He was awarded £33,666.99.

Former employee v Sainsburys Supermarkets Ltd

An employment tribunal struck out a former employee's unfair dismissal and discrimination claims after they failed to comply with a deposit order and an order for further particulars. The decision was upheld on reconsideration.

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.

Former employee v Shaw Trust Ltd

A former employee of Shaw Trust had his unfair dismissal and redundancy claims struck out because he had less than two years' service. His race and sex discrimination claims were partially struck out and partially subject to a £5 deposit order.

Former employee v Westminster City Council

A former employee’s attempt to add an equal pay complaint to her existing claim was refused by the tribunal, which found the new claim was out of time and would cause greater hardship to Westminster City Council than to her.

Teacher (former) v National Education Union

A former teacher's sex discrimination claim against the National Education Union was struck out after she filed it two and a half years after the alleged 'please be nice' email. The tribunal found no continuing act of discrimination.

Warehouse operative (6 years' service) v Alexir Co Packers Limited

A warehouse operative's sexual harassment claim was dismissed because she filed her claim too late, and her unfair dismissal claim was struck out as she never actually resigned.

Former employee (pregnant at time of dismissal) v VPS PVT Limited

A tribunal found that VPS PVT Limited unfairly dismissed a pregnant employee and discriminated against her by failing to carry out a health and safety risk assessment. The claimant was awarded £23,823.50 in compensation.

Customer service advisor (10 days' service) v ADP Call Centres Ltd

A customer service advisor who was dismissed after just 10 days had his unfair dismissal claim struck out for lack of qualifying service, and his discrimination claims dismissed as having no reasonable prospect of success.

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.

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.

Minibus driver and midday meals assistant (4 years' service) v Gatehouse Educational Trust Limited

A school minibus driver who claimed she was made redundant because of her sex has lost her case. The tribunal found no evidence of discrimination and noted she had not engaged with the consultation process.

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 (HR department) v South East Coast Ambulance Service

A tribunal dismissed claims for unfair dismissal and discrimination after the former employee waited over eight months to bring her case, despite being told by her union that the deadline had passed.

Stress Testing Controls Analysis Manager v National Westminster Bank PLC

A tribunal has allowed a former Stress Testing Controls Analysis Manager to amend her claim to include public interest disclosure detriment and an additional equal pay comparator, but refused most of her sex and race discrimination allegations.

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.

Services Account Manager (4 years' service) v SAP (UK) Limited

A Services Account Manager with four years' service was constructively and unfairly dismissed after SAP placed her on a performance improvement plan and reallocated her largest accounts without proper process. The tribunal dismissed her discrimination claims.

Former employee v Ocado Central Service Limited

A tribunal has adjourned a preliminary hearing on time limits for a sexual harassment claim after the claimant's representative said she was too unwell to proceed. The judge found the risk of injustice to the claimant outweighed the delay to Ocado.

Managing Director of Non-Recourse Lending (5 years' service) v DB Group Services (UK) Limited

A tribunal has dismissed claims of unfair dismissal and discrimination by a Managing Director made redundant when her role was eliminated in a cost-saving restructure.

Former employee (12 hours/week, less than 2 years' service) v Khlaxon Ltd

A tribunal dismissed a former employee's indirect sex discrimination claim after she lost telephone connection during a preliminary hearing. Her unfair dismissal claim had already been struck out for lack of two years' service.

Former employee (17 months' service) v Scammell Groundworks Ltd (Liquidation)

A former employee with 17 months' service won nearly £20,000 after being unfairly dismissed and discriminated against due to pregnancy. The employer failed to follow any statutory procedure.

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.

PR and Community Manager v Arjuna Seth Shoes Limited

An employment tribunal struck out a former PR and community manager's claims of sexual harassment and victimisation after she failed to pursue them for over two and a half years, following the respondent's liquidation.

Former employee (admin/office role) v Garden County Vending Ltd

A former employee won £24,250 after the tribunal found she was victimised and sexually harassed following protected disclosures about hygiene issues, though her constructive unfair dismissal claim failed.

Former employee v London Borough of Bexley

A tribunal has allowed a former employee to amend her claim to include indirect sex discrimination after her employer refused her request for flexible hours during school closures.

Sales manager (former employee) v Chase Buchanan Ltd

A former sales manager has been allowed to amend her claim to include indirect sex discrimination, arguing that her employer's practice of dismissing the more junior employee in a relationship breakdown disproportionately affects women.

Agency teacher v CORE Education Trust

An agency teacher who claimed sex and race discrimination after a parental allegation about his conduct during a PE lesson has had all his claims rejected by the Birmingham Employment Tribunal.

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.

Work placement officer (7 months' service) v Middlesex University

A work placement officer with 7 months' service lost her claims of discrimination, harassment, and unfair dismissal after her fixed-term contract expired. The tribunal found no evidence of unlawful treatment.

Office administrator v Emax Trading Limited

A tribunal awarded over £10,000 to two office administrators after finding that one was discriminated against due to pregnancy and the other unfairly dismissed. The employer failed to conduct a pregnancy risk assessment and did not provide written employment particulars.

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.

Security guard (placed by recruitment agency) v CDX Security Ltd

A security guard who alleged race and sex discrimination by a senior officer had her entire claim dismissed after repeatedly failing to provide a list of documents as ordered by the tribunal.

Office manager (25 months' service) v AGK Partnership Ltd

An office manager who resigned after discovering a colleague was paid £10,000 more lost her constructive dismissal and sex discrimination claims. The tribunal found no fundamental breach of contract.

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.

Supermarket employee v Wm Morrison Supermarkets Limited

A supermarket employee was constructively dismissed and discriminated against after being consulted about a restructure while on maternity leave and then redeployed to a role that disadvantaged women. The tribunal awarded over £60,000.

Former employee v Skylane Hotel Limited

A former employee who did not attend her final hearing and failed to comply with directions had her claim dismissed by the tribunal.

Sales manager (1 year's service) v ARH UK Limited

A sales manager who was told his wife should care for their sick child and was forced to work while on furlough has been awarded over £26,000 by an employment tribunal.

Sales Advisor (20 years' service) v New Look Retailers Limited

A sales advisor with 20 years' service was unfairly dismissed and indirectly discriminated against after New Look required flexibility during redundancy. She was awarded £8,672.

Bus driver (3 years' service) v Thames Transit Ltd t/a Stagecoach West

A bus driver who resigned after a grievance about a manager's comments and a sick pay error lost her constructive unfair dismissal claim. The tribunal found the employer acted reasonably throughout.

Former police employee v The Chief Constable of North Wales Police

A former police employee's claims of constructive unfair dismissal, whistleblowing detriment and indirect sex discrimination were dismissed after the tribunal found they were presented too late. She was also ordered to pay £3,672 in costs for causing two abortive hearings.

External sales executive (commercial UPS) v Dale Power Solutions Ltd

An external sales executive claimed unfair dismissal and sex discrimination after being selected for redundancy as a pool of one. The tribunal upheld the employer's decision, finding the pool selection was genuine and reasonable.

Recruitment consultant (senior level) v P Ltd

A recruitment consultant sexually assaulted by her line manager has been awarded £995,127.67 after developing PTSD and worsening fibromyalgia, leaving her unable to return to her senior role.

Former employee v St Vincent de Paul Society (England and Wales)

A former employee's unfair dismissal and discrimination claims have been struck out after she repeatedly failed to comply with tribunal orders to provide further information, despite having legal representation throughout.

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.

Heritage Project Manager (4 years' service) v British Deaf Association

A tribunal found that the British Deaf Association constructively dismissed a heritage project manager after refusing her flexible working request based on incorrect facts, awarding £17,678.70 in compensation.

Band E Political Risk Underwriter (3 years' service) v Swiss Re Corporate Solutions Services Limited

A political risk underwriter was unfairly dismissed in a sham redundancy after returning from maternity leave. The tribunal awarded £1,287,014 for sex discrimination, harassment, and unfair dismissal.

Inclusion support worker (term-time only) v Pembrokeshire County Council

A term-time inclusion support worker who resigned after her employer refused her flexible working requests has won claims for indirect sex discrimination and constructive dismissal. She was awarded £45,961.

Management Accountant (3 years' service) v Muji Europe Holdings Ltd

A management accountant was unfairly dismissed after being selected for redundancy following a grossly unfair performance improvement plan. The tribunal awarded £14,147 in compensation.

Green Book non-operational employee (Business Support Officer, Fire Safety Officer, Office Manager/Community Safety Delivery Manager) v Hampshire Fire and Rescue Authority (operating a Service)

A tribunal dismissed an equal pay claim by a Green Book employee against Hampshire Fire and Rescue Authority, finding that the pay gap with Grey Book colleagues was justified by different national agreements and additional obligations.

Administrative Officer (Finance Lead) v Carnegie Theatre Trust

An administrative officer's equal pay claim against Carnegie Theatre Trust was struck out after the tribunal found a genuine material factor—different duties and unsociable hours—explained the pay difference. Her sex discrimination complaints about a 2020 grievance and redundancy were allowed to proceed.

Former employee v Digital Grading Studio Limited

A former employee of Digital Grading Studio Limited has won her claim for sex discrimination after a remark made during a stressful meeting. She was also awarded holiday pay, notice pay, and compensation for unfair dismissal, totalling £2,989.36.

Chief Financial Officer/Chief Operations Officer v Leo Scheiner, Oscar Scheiner, 08344730 Limited (in voluntary liquidation), Fyrtorr Limited

A chief financial officer was dismissed by reason of redundancy when her employer entered liquidation. The tribunal awarded £9,015.92 for unpaid notice and holiday pay but dismissed claims for discrimination and unfair dismissal.

Radio and Rigging Manager (25 years' service) v British Telecommunication Plc

A Radio and Rigging Manager with 25 years' service was unfairly dismissed after BT was found to have predetermined her redundancy selection and ignored her sex discrimination grievance. The tribunal awarded £137,929.

Associate Director – Global Services (4 years' service) v Vistra International Expansion Ltd

An associate director lost her unfair dismissal, race and sex discrimination, and whistleblowing claims after being made redundant. The tribunal found the redundancy was genuine and the claims were mostly out of time.

Former employee v Consulting and Accountancy Services Ltd

A former employee's claims of automatic unfair dismissal for asserting holiday rights, along with other complaints, were dismissed. The tribunal found the real reason for dismissal was redundancy due to financial savings.

Security guard (3 years' service) v CIS Security Limited

A security guard who was subjected to racist and sexist harassment by a colleague was constructively dismissed after her employer failed to properly address her grievance. The tribunal awarded £59,566.

Head of Finance for Grenfell (agency worker, CIPFA qualified accountant) v Royal Borough of Kensington and Chelsea

Two finance agency workers were sexually harassed by a colleague who said they were sleeping together and made crude remarks. The tribunal awarded £4,000 and £7,000 for injury to feelings.

Live-in nanny (7 months' service) v A Limited

A live-in nanny who reported her employers to the NSPCC had her whistleblowing and discrimination claims struck out after waiting over a year to bring them to tribunal.

Senior Lending Manager (homeworker) v Nationwide Building Society

A Senior Lending Manager who cared for her disabled mother was unfairly dismissed by Nationwide Building Society during a redundancy exercise that required all staff to be office-based. The tribunal awarded £345,708 for unfair dismissal and indirect discrimination.

Buyer (6.5 months' service) v Johnson Matthey plc

A buyer who was dismissed after just six and a half months for performance and attendance issues lost her claims of automatic unfair dismissal, race and sex discrimination, harassment and victimisation.

Account manager (vehicle finance) v UK Carline Limited

An account manager was summarily dismissed and the employer covertly recorded the meeting. The tribunal struck out the employer's response and awarded £69,705.50.

Bakery operative v Greenhalgh’s Craft Bakery Limited

A tribunal dismissed all claims of sexual and racial harassment, sex and race discrimination, and unlawful deduction of wages brought by a bakery operative against Greenhalgh’s Craft Bakery Limited, finding the claimant's evidence unreliable and preferring the respondent's witnesses supported by CCTV footage.

International Business Account Manager (12 years' service) v Churchills International Consulting Limited

An International Business Account Manager who resigned after 12 years claimed constructive unfair dismissal, but the tribunal found she left to compete, not because of any breach by Churchills International Consulting Limited. All claims were dismissed.