Claimant won

Café worker (6 months' service) v Samantha Dalton

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

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

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

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

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

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

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

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

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

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

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

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.

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

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

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.

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.

Chef (3 years' service) v Farmhouse Kitchen Huntleys Limited

A chef was automatically unfairly dismissed when her employer fired her by message after she requested time off for pregnancy-related bleeding. The tribunal awarded £18,479 for unfair dismissal, discrimination, and unauthorised deductions.

Former employee v Grikis Ltd

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

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

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

Former employee v UK Cleaning Contracts Limited

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

Former employee v The Energy Comparison Service Limited (in creditors voluntary liquidation)

A former employee was awarded over £37,000 after colleagues repeatedly called him 'old man' and 'grandpa', and the company made unauthorised deductions from his wages and failed to pay holiday pay.

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.

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

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

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

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

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.

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

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

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

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

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.

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.

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 Premier EA and FS Ltd

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

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

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

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.

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.

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

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

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

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

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

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

Former employee (makeup specialist) v Makeup Specialists Limited

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

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.

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 (less than 1 year service) v Churston Court Inn Ltd

A tribunal has awarded nearly £30,000 to a pregnant employee who was dismissed by text message after complaining about derogatory comments and a failure to provide support with lifting.

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

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

Former employee v Woods Catering Staffordshire Ltd (in liquidation)

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

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

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

Former employee v Heavenly Body Ltd

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

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

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

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

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

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.

Former employee v Skins Laser Clinic Ltd

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

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.

Former employee v G and H

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

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.

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

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

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.

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.

Former employee v Real Life Oldham Limited

A tribunal found that a former employee was unfairly dismissed because of her pregnancy, and awarded over £23,800 including £12,000 for injury to feelings.

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.

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.

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.

Former employee v Skins Laser Clinic Ltd

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

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

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

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.

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

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

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

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

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

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

Pub Manager (3 years' service) v Your Friendly Local Ltd

A pub manager was automatically unfairly dismissed and discriminated against after her employer failed to carry out a pregnancy risk assessment, changed her contract, evicted her from tied accommodation, and refused to let her return from maternity leave. The tribunal awarded £40,743.

Professor (University of Oxford) v The Chancellor, Masters and Scholars of the University of Oxford

A University of Oxford professor won his unfair dismissal and age discrimination claims, but was ordered to pay £7,500 in costs after failing to provide remedy disclosure for his £3 million compensation claim.

Fleet Operative-Drayman (7 years' service) v GXO Logistics Drinks Limited (formerly XPO Logistics Drinks Limited)

A fleet operative who was dismissed for using his mobile phone while driving has won his race discrimination and unfair dismissal claims. The tribunal found the dismissal was tainted by race and reduced compensation by 50% for contributory fault.

Former employee v Riley Foods Limited

A former employee won nearly £15,000 after being unfairly dismissed by Riley Foods Limited, with the tribunal adding a 25% uplift for the company's failure to follow the ACAS Code of Practice.

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.

Former employee v PJ Southport Limited t/a Papa John's

A former employee won £7,432 in a race discrimination claim after the employer's response was struck out and it failed to attend the hearing.

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.

Ophthalmic technician (Band 3) (1 year 8 months' service) v Moorfields Eye Hospital NHS Foundation Trust

An ophthalmic technician at Moorfields Eye Hospital was subjected to racist accent mimicry and victimised after complaining. The tribunal found she was constructively dismissed as a result of race discrimination and harassment.

Telephone operator (taxi firm) v Key Cars (Widnes) Ltd (in Liquidation)

A telephone operator who was dismissed for taking a cigarette break 12 minutes into her shift, while other employees who did the same were not disciplined, has won her claim for automatic unfair dismissal related to pregnancy. The tribunal awarded her £17,003.

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.

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.

Stable Lass/Work Rider (2 years 8 months' service) v Richard Fulke Johnson and Eve Johnson Houghton T/A Eve Johnson Houghton Racing

A stable lass who signed a settlement agreement under pressure to get an eviction letter has won the right to bring her pregnancy discrimination claim. The tribunal set aside the COT3 agreement on grounds of duress.

Primary school teacher (2 years' service) v Orchard Prep Ltd

A tribunal ruled that a teacher who invoiced via her limited company was an employee from September 2019, enabling her to pursue claims for unfair dismissal and whistleblowing.

Former employee v Sami Husseyin

A former employee was awarded £26,668 after being dismissed because of pregnancy and pregnancy-related illness. The tribunal found the employer, a sole trader, discriminated against her and unfairly dismissed her.

Care Assistant (2 years' service) v WT UK OPCO Ltd (formerly Gracewell Healthcare 3 Ltd)

A care assistant with two years' service was unfairly dismissed for alleged gross misconduct after a flawed investigation. The tribunal awarded £27,316, including a 25% ACAS uplift for the employer's failure to follow the ACAS Code.

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 HYPHA Restaurants Limited

A former employee of HYPHA Restaurants Limited has won £5,421.70 after the company dismissed her with only one week's notice instead of the contractual month, and failed to pay pension contributions and holiday pay.

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.

Postman (27 years' service) v Royal Mail Group Limited

A postman who collected mail 11 minutes early and scanned the barcode away from the box was unfairly dismissed. The tribunal found Royal Mail ignored his mental health and failed to follow proper procedures.

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 LJE Management Limited

A former employee won £13,617 after a tribunal found she was racially discriminated against, harassed, and unfairly dismissed by LJE Management Limited, which did not attend the hearing.

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.

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.

Management Information Analyst (1 year's service) v Direct Commercial Limited

A management information analyst who resigned and was offered a conditional bonus during his notice period successfully claimed breach of contract when the employer refused to pay, winning £2,000.

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.

Funeral director (30 years' service) v Dignity Funerals Ltd

A funeral director with 30 years' service was unfairly dismissed after removing a deceased person's jewellery. The tribunal found procedural unfairness and awarded £43,350.60 after a 40% reduction for contributory fault.

Production Manager (13 years' service) v Herongrange Manpower Direct Limited (previously Herongrange Security and Systems Limited)

A production manager with 13 years' service was dismissed without notice on the day his employment transferred to a new company. The tribunal found automatic unfair dismissal and direct age discrimination, awarding over £130,000.

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.

Former employee v Fiza Foods Ltd

A former employee was awarded £12,871 after being dismissed while pregnant. The tribunal found automatic unfair dismissal and pregnancy discrimination.

Former employee v Garmston Professional Ltd

A former employee won £35,163 after her employer failed to submit a response to her pregnancy discrimination claim in time, leading to a default judgment.

Hairdresser (18 months' service) v Atelier Clifton Ltd

A hairdresser who was dismissed after self-isolating following contact with a COVID-positive client has won her claim for automatic unfair dismissal and pregnancy discrimination. The Bristol tribunal awarded £59,632.94.

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.

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.

Refuse Loader (10 years' service) v London Borough of Newham

A refuse loader with 10 years' service was dismissed for failing to wear his high-visibility vest and reporting late, while a white colleague who committed fraud received only a written warning. The tribunal found race discrimination.

Bursar and Clerk to the Governors (7 years' service) v Alpha Schools (Holdings) Ltd and Wellesley House School Ltd

A bursar and clerk to the governors was summarily dismissed without notice or pay. The tribunal awarded £97,220.70 for unfair dismissal, wrongful dismissal, and unpaid holiday pay, plus a penalty for failing to provide written particulars.

Business Administration Manager (21 years' service) v British Car Auctions Limited

A Business Administration Manager with 21 years' service was unfairly dismissed after a flawed redundancy selection process that the tribunal found was tainted by age discrimination. The case highlights the risks of competency-based scoring lacking transparency.

Former employee v The Workshop Coffee House Ltd

A former employee was awarded over £18,500 after being automatically unfairly dismissed due to pregnancy. The employer did not defend the claim, leading to a default judgment.

Yard Manager (2 years' service) v A.S.H Elite Equine Ltd

A yard manager was dismissed just weeks after telling her employer she was pregnant. The tribunal awarded over £54,000 for automatic unfair dismissal and pregnancy discrimination.

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.

Group Facilities Manager (4 years' service) v AI-Mubarakia Limited

A Group Facilities Manager was dismissed in a sham redundancy after a director made racist comments. The tribunal upheld claims of unfair dismissal, direct race discrimination, and harassment.

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.

Sales Negotiator (4 years' service) v Bradleys Estate Agents Limited

A sales negotiator with cancer was constructively unfairly dismissed after her employer rejected her grievance about a manager's comment without holding a meeting. The tribunal found a fundamental breach of trust and confidence.

Former employee v Arcadia Group Limited (in administration)

A former employee of Arcadia Group was automatically unfairly dismissed after being selected for redundancy during maternity leave. The tribunal awarded over £54,000 for injury to feelings and losses.

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.

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.

HR Business Partner (5 years' service) v The British Council

An HR Business Partner who worked for the British Council in Dubai has won the right to bring unfair dismissal and discrimination claims in the UK, after the tribunal ruled that diplomatic immunity in the UAE did not leave her without a remedy.

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 (accountancy business) v Mohammad Afzal Shaheen t/a Global Link Associates

A former accountancy employee was unfairly dismissed and discriminated against due to her pregnancy and maternity leave. The tribunal awarded her £26,599.12 after the employer failed to attend the hearing.

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.

Fitness club manager (4 months' service) v Inrenos 2 Ltd

A fitness club manager who swore at his boss during a heated phone call about his resignation was wrongfully dismissed. The tribunal awarded £1,273.52 in damages and repayment of unauthorised deductions.

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.

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.

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.

Senior Operations Manager (4 years' service) v Telecom Service Centres Limited t/a Webhelp UK

A Senior Operations Manager's unfair dismissal claim survived a time limit challenge after the tribunal ruled the effective date of termination was the one stated in the dismissal letter, not an earlier date claimed by the employer.

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.

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.

Carer/Support Worker (2 years' service) v Golden Hands Home Care Limited

A care worker who was suspended without pay for over two months and accused of acting because a manager was Filipina has won her claims for constructive unfair dismissal, racial harassment, and unlawful deduction of wages.

Former employee (driver) v 247 West London Ltd

A former driver for 247 West London Ltd who endured homophobic harassment and an overdose was constructively dismissed. The tribunal awarded £31,517, including £12,000 for injury to feelings.

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.

Compliance administrator (10 weeks' service) v Nav Van Hire Limited

A compliance administrator was dismissed during her pregnancy without any disciplinary process. The tribunal awarded £12,347 for automatic unfair dismissal and pregnancy discrimination.

Former employee v Simon Cooper and Co Ltd

A former employee was dismissed less than 24 hours after sending a protected disclosure email. The tribunal found the dismissal was automatically unfair and awarded £13,426 including £8,000 for injury to feelings.

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.

Groom (3 years' service) v The Durdans Stables Ltd

A groom who was offered different working days after maternity leave, which she could not do due to childcare, was constructively dismissed and awarded £16,839 including £12,000 for injury to feelings.

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.

Former employee v Fyre Group Limited

A former employee won over £41,000 for pregnancy discrimination after her employer failed to respond to the tribunal claim. The award includes loss of earnings, injury to feelings, and an ACAS uplift.

Deputy Home Manager (support worker) v Teen Support Services Ltd

A deputy home manager has won a preliminary ruling that she was employed by Teen Support Services Ltd, not a related company, allowing her whistleblowing and race discrimination claims to proceed.

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.

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.

Former employee v Small and Beautiful Limited

A former employee who was dismissed shortly after raising concerns about not being paid the national minimum wage has won over £17,000 in compensation for automatic unfair dismissal, race discrimination, and unlawful deductions.

Former employee (made redundant while pregnant) v Janet Sinden & Co

A tribunal has allowed a former employee to bring her unfair dismissal and sex discrimination claims nearly five months late, after she suffered a traumatic birth, lost her partner, and faced pandemic isolation.

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 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.

Sales advisor (3 years' service) v Sky Retail Stores Limited

A sales advisor was unfairly dismissed by Sky Retail Stores Limited for a data protection breach after an 11-month investigation and disciplinary process. The tribunal awarded £807, reduced by 50% for contributory conduct.

Administrative Assistant (1 month's service) v CIS Services Limited

An administrative assistant was dismissed just days after telling her employer she was pregnant. The tribunal found the dismissal was automatically unfair and amounted to pregnancy discrimination, awarding £14,884.90.

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.

Administrator/Receptionist (9 months' service) v 9ine Accounting Limited

An administrator/receptionist was awarded £15,436.66 after being dismissed days after requesting maternity leave, with the tribunal finding pregnancy discrimination and automatic unfair dismissal.

NHS employee v The Royal Marsden NHS Foundation Trust

A tribunal has allowed an NHS employee to amend her constructive dismissal claim to include allegations that she was tricked into resigning during maternity leave. The ruling clarifies when amendments based on the same facts will be permitted.

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.

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 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.

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.

HGV driver (4 years' service) v Port Traction Limited

A tribunal found that Port Traction Limited unfairly dismissed an HGV driver for exceeding driving hours, but reduced compensation to zero because the driver would have been dismissed anyway and contributed to his own dismissal.

Former employee v Stan Smith and Sons Ltd

A former employee has been awarded £36,390 after the employer's response was struck out for non-compliance, leading to a finding of unfair dismissal.

Customer Assistant – Self Service (part-time, one day a week) v Tesco Stores Ltd

A part-time customer assistant with 27 years' service was dismissed for gross misconduct after Tesco mistakenly believed she was absent without leave when she was actually on approved annual leave. The tribunal awarded £4,934.18 in compensation.

Former employee v Hozelock Ltd

A former employee who was dismissed and subjected to pregnancy and maternity discrimination has been awarded over £62,000 by an employment tribunal.

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.

Employee (grounds maintenance, 12 years' service) v Liverpool Football Club and Athletic Grounds Limited

A grounds maintenance employee with 12 years' service was dismissed on capability grounds due to long-term ill health. The tribunal extended the time limits for his unfair dismissal and disability discrimination claims because his depression made it not reasonably practicable to present them on time.

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.

Finance Director (part-time, 24 hours/week) v Selazar Limited

A part-time finance director who raised concerns about a colleague's mental health and corporate governance was automatically unfairly dismissed and subjected to age discrimination. The tribunal awarded her £125,604.98.

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.

Credit Manager (6 years' service) v Ransomes Jacobsen Limited

A credit manager with 6 years' service was unfairly dismissed when her employer failed to share redundancy selection scores before the meeting and the appeal did not properly investigate. She was awarded £3,354.55.

Lecturer (25 years' service) v Bournemouth & Poole College

A lecturer with 25 years' service was unfairly dismissed and discriminated against when his college used a redundancy scoring matrix that penalised him for disability-related sickness absence. The tribunal awarded £89,760.25.

Groundworker v Tallington Lakes Activities Limited; Tallington Lakes Site Limited; Tallington Lakes Land Limited; Neil Morgan

A groundworker who was unfairly dismissed has been awarded over £5,000 in costs after the employer's abusive and disruptive behaviour during proceedings. The tribunal found the conduct was unreasonable and warranted a costs order.

Clinical Pathway Administrator (4 years' service) v Royal Free London NHS Foundation Trust

A Clinical Pathway Administrator was constructively unfairly dismissed after the Royal Free London NHS Foundation Trust failed to investigate her bullying grievance or redeploy her. The tribunal awarded £51,397.66.

Chargehand in street cleansing department (2 years' service) v Royal Borough of Greenwich

A black chargehand was suspended for alleged drug-taking four months before his white colleagues, and the council withheld key documents. The tribunal struck out the respondent's case and awarded £21,688.

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.

Housing Advice Worker / Housing Advisor (8 years' service) v Bermondsey Central Hall Methodist Church

A housing advisor with eight years' service was constructively dismissed after her employer instructed her to hand over work and equipment within two days, breaching the implied term of trust and confidence. The tribunal awarded £34,106.

Former employee v Exclusive Fireplaces and Stoves Ltd

A former employee with disabilities was awarded £141,264.70 after Exclusive Fireplaces and Stoves Ltd failed to make reasonable adjustments and discriminated against them. The award was increased on reconsideration due to a tax grossing-up error.

Layout Planner (7 years' service) v Marks and Spencer Plc

A layout planner with dyslexia was unfairly dismissed by Marks and Spencer after scoring one point short of retention in a redundancy exercise that failed to make reasonable adjustments. The tribunal awarded £53,855.99.

Materials handler (3 years' service) v FMS Foils Group Limited

A materials handler with three years' service was unfairly dismissed when his employer ran a sham redundancy process and ignored his caring responsibilities. The tribunal awarded £3,297.40.

Production Operator (24 years' service) v GlaxoSmithKline Services Unlimited

A production operator with 24 years' service was unfairly dismissed and discriminated against when his employer failed to consider day shifts or redeployment for his lupus condition. The tribunal found GlaxoSmithKline's capability process was flawed.

Service advisor at a VW motor dealership v Bristol Street Fourth Investments Limited

A service advisor with anxiety who was dismissed for refusing to wear a face mask has won her disability discrimination claim. The tribunal found the employer failed to consider her medical condition.

Receptionist (3 years' service) v Dr A. Malik and Mr I. Ali t/a Malik Law Chambers (in intervention)

A receptionist was summarily dismissed after four weeks off sick with pregnancy-related hyperemesis. The tribunal found direct pregnancy discrimination and unfair dismissal, awarding £4,724 in compensation.

Senior lecturer (accountancy and finance) v University of Huddersfield

A senior lecturer unfairly dismissed by the University of Huddersfield was awarded over £107,000 after the university refused to comply with a tribunal order to reinstate him.

Former employee v Bath Cricket Club

A former employee's unfair dismissal claim against Bath Cricket Club was allowed to proceed after the tribunal ruled that a second early conciliation certificate obtained against a differently named entity was valid, rejecting the club's attempt to strike out the claim.

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.

Finance Director v ABP (London) Investment Limited

A finance director who made protected disclosures about his employer's finances was automatically unfairly dismissed. The tribunal awarded £754,380.97 after the employer provided false evidence and failed to attend the final hearing.

Team Leader (Hot End) (36 years' service) v Pilkington UK Limited

A team leader with 36 years' service was unfairly dismissed after covert surveillance showed him helping at a farm while on sick leave. The tribunal found the employer's procedure was flawed and the decision unreasonable.

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.

Assistant solicitor v Spring And Co Solicitors Ltd

An assistant solicitor was unfairly dismissed after being refused a postponement despite a fit note, but his award was cut by 50% for his own conduct. He received £1,177.51.

Consultant Forensic Psychiatrist (15 years' service) v Nottinghamshire Healthcare NHS Foundation Trust

A consultant forensic psychiatrist with 15 years' service was constructively unfairly dismissed after being given an ultimatum to resign, retire or face a conduct hearing following a patient suicide. The tribunal awarded £95,112.

Telecommunications Systems Engineer (former military, 12 years' service with respondent) v Ministry of Defence

A telecommunications engineer with physical and mental health disabilities was unfairly dismissed and discriminated against by the Ministry of Defence. The tribunal awarded £147,809.69 in total damages.

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.

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.

Administrative Officer (45 years' service) v Commissioners for HM Revenue & Customs

An HMRC administrative officer with 45 years' service was unfairly dismissed and discriminated against after her employer refused to transfer her to another team as a reasonable adjustment for depression. The tribunal awarded £243,957.

Part-time casual support worker (25 hours/week) v The Markfield Project

A part-time support worker with dyslexia was constructively dismissed after being disciplined for an argument while a colleague was not. The tribunal awarded £5,687, including a 20% ACAS uplift for failing to hold a grievance meeting.