Sexual orientation

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 v Park Holidays UK Limited

A former employee's claims of automatic constructive unfair dismissal and sexual orientation harassment were struck out after he presented his claim nine months late, despite having initially filed on time but without an ACAS certificate.

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.

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.

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.

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

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

Senior technician (12 years' service) v Teva UK Limited

A senior technician with 12 years' service was fairly dismissed after failing to lock out a damaged charger, leading to a colleague's electric shock. The tribunal rejected his claims of unfair dismissal and homophobic harassment.

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.

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.

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.

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.

Tax Manager (6 months' service) v Optivo

A Tax Manager with six months' service who made multiple false allegations of harassment and discrimination was fairly dismissed during probation. The tribunal struck out his unfair dismissal claim and ordered him to pay £10,000 in costs.

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.

Pastry Chef (employed from April 2017, continuous service from 2010) v UKCAKE Ltd

A pastry chef who alleged years of anti-Polish and homophobic comments by colleagues failed to prove discrimination, as the tribunal found no contemporaneous evidence and noted the employer's diverse workforce.

Employee (car sales) v Mon Motors Ltd

An employee who resigned from Mon Motors Ltd and later claimed constructive unfair dismissal and sexual orientation discrimination had his claims dismissed because they were presented too late, despite his mental health difficulties and a family bereavement.

Head teacher (primary school) v The Governing Body of Tywyn Primary School

A primary school head teacher was constructively unfairly dismissed and directly discriminated against because of his sexual orientation after consensual contact with two 17-year-olds via Grindr. The tribunal awarded £696,255.65.