Partial win

Taxi driver (private hire vehicle) v Mr R Tidman

A private hire taxi driver was found to be an employee of the vehicle owner and a worker of the dispatch company. He was awarded £5,181.48 for unlawful deduction of wages, but his age discrimination claim was dismissed.

Payments consultant (via limited company) v Paymentsense Limited

A tribunal has granted a payments consultant permission to amend his claim to include wrongful dismissal and National Minimum Wage complaints, but refused to add automatic unfair dismissal. The case highlights the hurdles of bringing claims when working through a limited company.

Delivery driver (2.5 years' service) v NHK Enfield Ltd

A delivery driver was unfairly dismissed after his manager told him 'I don't need you any more' and used abusive language. The Watford tribunal awarded £4,656 in compensation.

Former employee (5 years' service) v Fairview Grocers Limited

A former employee of Fairview Grocers Limited was unfairly dismissed without any meeting or right of appeal, but his own conduct led to a 60% cut in compensation. He was awarded £3,752.89 in total.

Control Room Team Leader (11 years' service) v MTR Corporation (Crossrail) Limited t/a MTR Elizabeth Line

A tribunal found that MTR Elizabeth Line unfairly dismissed a control room team leader of 11 years over a hug and alleged anti-Semitic comments, but reduced compensation by 75% due to his own conduct.

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.

Trade Promoter (20 years' service) v Korea Trade Investment Promotion Agency

The tribunal found the dismissal was procedurally unfair, but refused to award any compensation because after-dismissed evidence showed the employee had sought a secret commission from a customer.

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.

Former employee v Zhero Limited

A tribunal granted an employer's late application to defend a claim but ordered it to pay costs for unreasonable conduct, while dismissing a wasted costs application against its former representative.

Former employee v Mitie Ltd

A Watford tribunal found Mitie Ltd unfairly dismissed a former employee but reduced his basic award by 70% for his own conduct and made no compensatory award due to a 100% Polkey reduction. He received £1,298.10.

Care Assessment Officer v AMG Consultancy Services Ltd

A care assessment officer who was told she was 'so bipolar' and had her role changed with less than 24 hours' notice has been allowed to add protected disclosure claims to her constructive dismissal case.

Office manager (1 year 8 months' service) v Reactive Solutions FM Limited

An office manager with retinal dystrophy was awarded £44,489 after her employer failed to implement recommended equipment and training from Access to Work. The tribunal found the delay was a failure to make reasonable adjustments.

Former employee v Ian Henery Solicitors Ltd

A former employee of Ian Henery Solicitors Ltd was initially found to be unfairly dismissed for raising health and safety concerns, but the unfair dismissal judgment was later revoked. The tribunal confirmed wrongful dismissal and awarded £3,336 in total.

Croupier (6 years' service) v Aspers (Stratford City) Limited

A croupier with six years' service resigned after his employer failed to deal with his grievance for over a month and left him without a line manager for weeks. The tribunal awarded £16,345.60.

Former employee v Guardian Industrial (UK) Ltd

A former employee with a disability was awarded £3,892 after his employer demanded daily site diaries to verify attendance at medical appointments. The tribunal found this amounted to victimisation and unfavourable treatment arising from disability.

Former employee v Stonewater Ltd

A former employee won her unfair dismissal claim against Stonewater Ltd but was awarded no compensation because she suffered no financial loss as a result of the dismissal.

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.

Pharmacist (20 years' service) v Whittington Health NHS Trust

A pharmacist with 20 years' service was unfairly dismissed by Whittington Health NHS Trust after being refused an extension to her notice period while hospitalised with a sickle cell crisis. The tribunal found indirect disability discrimination and a failure to make reasonable adjustments, awarding £16,884.

Static Maintenance and Electrical Engineer (1 year 7 months' service) v Birdsall Services Limited

A static maintenance engineer with under two years' service could not bring an unfair dismissal claim, but the tribunal awarded £803.88 in unpaid holiday pay.

Global Governance Risk and Compliance Manager (20 years' service) v GlaxoSmithKline Services Unlimited

A Global Governance Risk and Compliance Manager with 20 years' service was unfairly dismissed and discriminated against after GlaxoSmithKline failed to make reasonable adjustments for her hand disability. The tribunal awarded £24,785 for injury to feelings.

Former employee v OCS Group UK Ltd

A former employee's claim for unfair dismissal and race discrimination failed due to time limits, but the tribunal awarded £243.54 for unpaid holiday pay.

University academic (teacher and researcher in Medieval and Early Modern English Literature) v University of Leicester

A University of Leicester academic was unfairly dismissed when the university failed to properly consult on redundancy selection after changing its proposal to retain a permanent post. The tribunal awarded £72,487.50 in compensation.

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.

Part-time Fitness Instructor (8 years' service) v Greenwich Leisure Ltd

A tribunal found that Greenwich Leisure Ltd unfairly dismissed an 8-year employee during pandemic redundancies, due to flawed selection criteria and a lack of consultation.

Security officer (6 years' service) v CIS Security Ltd

A security officer with six years' service was unfairly dismissed after a back injury. The tribunal also found that CIS Security Ltd failed to make reasonable adjustments and discriminated against him arising from his disability.

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.

Registered Manager (domiciliary care) v Allwell Care Company Ltd

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

Former employee v RR Swami Ltd

A former employee has been awarded £12,503 after an employment tribunal found she was unfairly dismissed, not given notice, and had wages unlawfully deducted by RR Swami Ltd.

Former employee (pregnant, dismissed after disclosing pregnancy) v ALM Electrical Solutions Ltd

A Birmingham tribunal found that ALM Electrical Solutions Ltd dismissed a pregnant employee shortly after she disclosed her pregnancy, fabricating a redundancy reason. The claimant was awarded over £25,000 for injury to feelings and losses.

Head of School (development role, 8 years' service) v Initio Learning Trust (formally Wimbourne Academy Trust)

A tribunal found that a school trust failed to make reasonable adjustments for a head of school with depression and anxiety, by not providing timeframes for a disciplinary process or reviewing her suspension. Her constructive dismissal claim was rejected.

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.

Clinical Support Worker (19 years' service) v Chelsea and Westminster Hospital NHS Foundation Trust

A tribunal awarded a statutory redundancy payment of £2,077.16 to a Clinical Support Worker with 19 years' service, finding that his refusal of an alternative role was not unreasonable.

Broadband Technical Support Team member (part-time, evening shifts) v EE Limited

A tribunal found that EE Limited unfairly dismissed a broadband technical support worker with panic disorder after it refused to wait a week for her to return to work, and also discriminated against her because of her disability.

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 Fenco Ltd t/a Homesafe Housing

A former employee was automatically unfairly dismissed after making a public interest disclosure. The tribunal also found she was owed unpaid salary, holiday pay, and expenses, awarding a total of £4,619.01.

Warehouse first line manager (3 years' service) v DHL Services Limited

A warehouse first line manager with three years' service at DHL Services Limited resigned after a flawed grievance process. The tribunal upheld his claim for constructive unfair dismissal.

Business Support Coordinator (2 years' service) v Royal Mail Property and Facilities Solutions Limited

A Business Support Coordinator with two years' service was fairly dismissed after failing to engage with his employer's sickness absence process. The tribunal also awarded £1,771 for unauthorised wage deductions.

Reception Manager (1 year's service) v Mr Paul Watson

A reception manager who resigned after disputes over pay and deductions lost his constructive dismissal claim. The tribunal found no fundamental breach of contract and no link to proposed paternity leave.

Graphic Designer (15 years' service) v Embrace Education Limited

A graphic designer with 15 years' service was dismissed by text message during the first lockdown. The tribunal found the dismissal unfair but rejected age discrimination claims.

Production operative (13 years' service) v Cranswick Convenience Foods Ltd

A production operative with 13 years' service was dismissed for capability due to ill health after a telephone meeting. Most of her claims were struck out as out of time, but one disability discrimination claim will proceed.

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.

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.

Facilities Manager (6 years' service) v Marsh Farm Futures

A facilities manager with dyslexia and heart failure was unfairly dismissed after his employer turned a redundancy process into a disciplinary hearing. The tribunal found the process was a sham and the real reason was a breakdown in trust and confidence.

Senior Bookseller (13 years' service) v Waterstones Booksellers Limited

A senior bookseller with 13 years' service was unfairly dismissed after being summarily dismissed during an investigation meeting. The tribunal awarded £11,471.80, including a 12.5% uplift for failing to follow the ACAS Code.

Course Leader for Sport (23 years' service) v New City College Limited

A tribunal found that New City College unfairly dismissed a course leader with 23 years' service after a flawed investigation into misconduct during the pandemic. The claimant was awarded £53,256.95 including a 20% ACAS uplift.

Care home manager (9 years' service) v Prime Care (UK) Ltd t/a Sylvan Home Care Service

A Liverpool tribunal ruled that a care home manager with nine years' service was unfairly dismissed for smoking in the office, finding the real reason was antagonism after she raised a grievance. She was awarded £3,854.25, reduced by 50% for contributory fault.

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.

Swimming teachers v Achieve Lifestyle Ltd

A tribunal found that Achieve Lifestyle Ltd unfairly dismissed two swimming teachers after a dispute over furlough pay, and failed to make reasonable adjustments for one teacher with breast cancer.

Civil Enforcement Officer (parking warden) (12 years' service) v NSL Limited

A civil enforcement officer with severe dyslexia was unfairly dismissed after GPS data appeared to contradict his patrol records. The tribunal found procedural failings and indirect disability discrimination, awarding £17,126.

Medical Lead (GP) v Practice Plus Group Health and Rehabilitation Services Ltd

A tribunal found that a GP with bipolar disorder and severe neck pain was constructively dismissed and discriminated against after her employer failed to provide a suitable chair and mouse, and treated her negatively in a performance meeting.

Former employee v Acton Vale Community Association

A former employee has won her claim for constructive unfair dismissal and breach of contract for notice pay against Acton Vale Community Association. A remedy hearing will determine compensation in January 2024.

Estate agent employee v Staton’s Estate Agents LLP

An estate agent with Crohn's disease was constructively dismissed and discriminated against after her employer sidelined her due to her disability. The tribunal awarded £46,652.74.

Customer Service Manager (6 years' service) v Ladbrokes Betting and Gaming Limited

A Customer Service Manager with 6 years' service was constructively dismissed after being repeatedly overlooked for increased hours while a colleague was given a 30-hour contract. The tribunal found direct disability discrimination and unfair dismissal.

Customer Adviser (22 years' service) v Boots Management Services Ltd

A customer adviser with 22 years' service was unfairly dismissed by Boots after a redundancy exercise that failed to properly explore alternative roles. The tribunal upheld the unfair dismissal claim but dismissed race-related complaints.

Former employee v Mazars LLP

A former employee won claims of constructive unfair dismissal and disability discrimination against Mazars LLP after the firm failed to make reasonable adjustments and subjected him to harassment.

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

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

Former employee (3 years' service) v Areaworks Group Limited (in voluntary liquidation)

A former employee was unfairly dismissed after making a protected disclosure about health and safety. The tribunal awarded over £50,000, including a 25% uplift for the employer's failure to follow the ACAS Code of Conduct.

Former employee (12 years' service) v Sovereign Housing Association Ltd

A housing association was found to have constructively dismissed a long-serving employee after mishandling his grievance. The tribunal awarded over £11,000 in compensation, including a basic award of £6,096 and a compensatory award of £1,073.

Team Member (36 years' service) v BT Plc

A team member with 36 years' service resigned after performance concerns were raised following a new ticketing system. The tribunal dismissed her constructive dismissal claim but awarded £306.40 for unpaid holiday pay.

Barrister (criminal defence) v Stonewall Equality Limited

A barrister who was investigated by her chambers after tweeting about gender critical beliefs has been awarded £22,000 for direct discrimination and victimisation.

Security guard (6 years' service) v Bidvest Noonan (UK) Ltd

A security guard who worked only six shifts in 12 months was fairly dismissed for lack of availability, but the tribunal awarded him £790.70 for unpaid notice and holiday pay.

Former employee v Ocado Central Services Ltd

A former employee with a disability succeeded in a reasonable adjustments claim after Ocado failed to implement a phased return to work recommended by occupational health. The tribunal awarded £8,271.35, including £5,000 for injury to feelings.

Former employee v Amazon UK Services Limited

A tribunal ruled that a former Amazon employee with tendonitis, polyarthritis and cervicalgia was disabled under the Equality Act, despite the employer's occupational health reports suggesting otherwise.

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

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

Relief pharmacist (11 years' service) v Boots Management Services Limited

A relief pharmacist with 11 years' service was subjected to racial harassment by colleagues and then constructively dismissed after his employer mishandled his grievance. The tribunal awarded £45,263.11.

Hair stylist (3 months' service) v Hair at Two Ten Limited

A hair stylist who worked for just three months at a salon without a written contract has been found by an employment tribunal to be an employee, not self-employed, paving the way for her discrimination and pay claims.

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 v Beechwood Property Services Ltd

A former employee who was sacked for alleged dishonesty over a positive Covid-19 test in Cameroon lost his unfair dismissal claim but won £1,536.60 for wrongful dismissal. The tribunal found the dismissal was procedurally fair but the employer failed to give proper notice.

Front-of-house staff (16-year-old student, less than 5 months' service) v Smart NYD Ltd t/a New York Diner

A 16-year-old front-of-house worker was dismissed three days after her mother confronted the manager about sexual harassment by a chef. The Manchester tribunal awarded £13,886 for victimisation.

Insurance Account Handler (16 years' service) v Eden Insurance Services Limited

An insurance account handler with 16 years' service succeeded in her equal pay and constructive unfair dismissal claims after her employer failed to address a pay gap with a less experienced male colleague doing like work.

Former employee v Autosparx Limited

A former employee was unfairly dismissed after her employer failed to prove a genuine redundancy exercise. The tribunal awarded £1,921.85 in compensation.

Security Patrol Officer v Pace Security Services Limited

A tribunal dismissed claims that a security officer was left out of furlough and overlooked because of his race, but awarded £984 for unpaid holiday accrued during sickness.

Former employee (5 years' service) v Open GI Ltd

A tribunal found that Open GI Ltd unfairly dismissed a disabled employee after he attended his manager's home with white spirit, but awarded no compensation due to his conduct. The employee received £2,805 for injury to feelings on a related discrimination claim.

Community Staff Nurse (10 years' service) v Guy’s and St Thomas’ NHS Foundation Trust

A community staff nurse who resigned after her NHS trust failed to contact her about redeployment during long-term sickness has won her constructive unfair dismissal claim. The tribunal awarded £41,935.

Business consultant (8 months' service) v Eunisure Limited (in voluntary liquidation)

A business consultant who was refused homeworking after training has won £5,130 for unpaid commission, holiday pay and notice pay, but her claim of associative disability discrimination was dismissed.

Office Manager (3 years' service) v Bartco Ltd

A Reading tribunal found that Bartco Ltd unfairly dismissed its office manager after a flawed investigation and pre-determined decision, awarding £11,932.17.

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.

IT Business Partner (10 years' service) v Transport for London

An IT Business Partner with 10 years' service was unfairly dismissed by Transport for London after the tribunal found the real reason was poor performance, not a breakdown in relationships. Compensation will be reduced by 35% due to her own conduct.

Former employee v Together Stronger (South Wales) Ltd.

A former employee with less than two years' service won over £11,000 after being constructively dismissed and discriminated against due to his disability. The tribunal found the employer made unauthorised deductions and failed to provide a written statement of employment particulars.

Technician (6 years' service) v Crossroads Group Limited

An employment tribunal has ruled that a technician with an inguinal hernia, prolapsed disc and nerve damage was disabled under the Equality Act from June 2022. The decision clears the way for his claims of disability discrimination and failure to make reasonable adjustments.

Customer Service Adviser (2 years' service) v Lloyds Bank plc

A customer service adviser with 2 years' service was constructively unfairly dismissed after Lloyds Bank failed to carry out a pregnancy risk assessment or provide a supportive chair, and mishandled her grievance. The tribunal upheld her pregnancy discrimination and unfair dismissal claims.

Responsive repairs plumber (6 years' service) v Coalo Limited

A plumber with six years' service was awarded £134,411 after his employer failed to implement occupational health recommendations, cut his sick pay, and ignored his grievance. The tribunal found constructive unfair dismissal and disability discrimination.

Production Team Member (2 years' service) v Bighams Ltd

A production worker with a final written warning for threatening behaviour was fairly dismissed after shouting at a colleague. The tribunal also ordered Bighams Ltd to pay £648.96 for unpaid holiday.

University academic (disabled employee) v University of the West of England

A university academic with Parkinson's disease was allowed to pursue her unfair dismissal claim 10 days late after the tribunal found it was not reasonably practicable to file on time due to her disability and IT problems.

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.

Head of E-Commerce (8 months' service) v Mibelle Ltd

A tribunal found that a Head of E-Commerce with 8 months' service was genuinely redundant, rejecting claims that her dismissal was linked to her pregnancy. She succeeded only on a claim for unpaid holiday pay.

Senior delivery, operations and support engineer (8 years' service) v BT PLC

An employment tribunal has rejected claims of unfair dismissal, race discrimination and victimisation brought by a BT engineer dismissed for breaching IT policies, but upheld claims for unpaid overtime and holiday pay totalling £4,666.81.

Deputy Principal (14 years' service) v The Shared Learning Trust

A deputy principal with 14 years' service was unfairly dismissed after the trust failed to tell her the purpose of a redundancy consultation meeting. The tribunal awarded no compensation, however, finding she would have been dismissed anyway.

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

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

Senior Electrical Engineer/Supervisor (8 years' service) v Bechtel Ltd

An employment tribunal found that Bechtel Ltd unfairly dismissed a senior electrical engineer during a redundancy process, ruling that the selection lacked transparency. The claimant's race, caste, and whistleblowing claims were dismissed.

Job applicant (former Band 2 Clerical Supervisor) v Princess Alexandra Hospital NHS Trust

A job applicant with fibromyalgia had his offer withdrawn after requesting part-time hours. The tribunal found direct disability discrimination and awarded £8,067.

Former employee v ISWP Support Services Limited

A former employee who resigned after being required to attend a disciplinary investigation meeting following protected disclosures has won claims for detriment, disability discrimination, harassment and victimisation, but her constructive unfair dismissal claim was dismissed. She was awarded £12,822.78.

Former employee v Green and Brown Ltd

A former employee with a dilated right kidney has been found disabled under the Equality Act, allowing his discrimination claims to proceed to a full hearing.

Teaching Assistant (6 months' service) v Knossington Grange School Ltd

A tribunal ruled that a teaching assistant with ADHD, anxiety and depression was disabled at the time of her employment, allowing her disability discrimination claim to proceed.

Former employee v The High Street Surgery

A former employee of The High Street Surgery won her constructive unfair dismissal claim after resigning due to her employer's conduct. The Watford tribunal awarded £5,687.21 but dismissed her disability discrimination claims.

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.

Theatre and Community Centre Manager (18 years' service) v The Dragon Barmouth Ltd

A theatre manager who was dismissed after two long periods of sickness absence lost her claims for unfair dismissal and disability discrimination, but won a small holiday pay award.

Digital Marketing Manager (8 months' service) v Criterion Hospitality Limited

A digital marketing manager with Crohn's and Behcet's disease was unfairly selected for redundancy after his disability-related absences played a role in the decision. The tribunal awarded £26,132.24.

Warehouse manager (26 years' service) v Tesco Stores Limited

A warehouse manager with 26 years' service was unfairly dismissed by Tesco for alleged favouritism, but his race discrimination claim failed. The tribunal awarded £2,848.74 in compensation.

Depot manager (18 years' service) v Concord Lifting Equipment Limited

A depot manager with 18 years' service was unfairly dismissed after his employer relied on a stale theft allegation and denied him the chance to respond. The tribunal awarded £22,000.

Customer assistant (7 years' service) v Marks and Spencer PLC

A customer assistant with autism was unfairly dismissed by Marks and Spencer after leaning on a colleague, as the tribunal found the employer failed to consider his condition or obtain updated medical reports.

Broadcast journalist (5 years' service) v Cable News International, Inc.

A British broadcast journalist who worked for CNN across Asia and London has won the right to bring unfair dismissal and discrimination claims in the UK, after a tribunal ruled she had sufficient connection to Great Britain during her medical leave.

Professional footballer v Queens Park Rangers Football and Athletic Club Limited

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

Geography teacher (7 years' service) v United Learning Trust

A tribunal found that a geography teacher with seven years' service was unfairly dismissed by United Learning Trust after a breakdown in relationships, and that a headteacher victimised him by providing a negative reference. He was awarded £36,677.70.

Universal education facilitator (1 year's service) v Turning Point

A tribunal refused to strike out a universal education facilitator's whistleblowing and victimisation claims against Turning Point, but ordered her to pay a £150 deposit for each to proceed.

Healthcare assistant (8 years' service) v Medical Services International Limited

A healthcare assistant with fibromyalgia was constructively dismissed after her employer failed to offer a permanent alternative role and ignored her complaints about colleague hostility. The tribunal awarded £41,864.95.

Former Enforcement Officer (10 months' service) v Nuneaton & Bedworth Borough Council

A former enforcement officer with Asperger's and dyslexia was awarded £4,827 after his ex-employer gave a negative job reference because he had brought disability discrimination proceedings.

Administrative Officer (2 years' service) v Brook Street Limited

A tribunal has allowed an administrative officer to amend her disability discrimination claim to include a section 15 claim, while refusing to add new disabilities. The respondent's strike-out applications were largely rejected.

Shop assistant / supervisor (2 years' service) v Beauty Base Ltd

A shop assistant who took a long holiday after an informal arrangement with his manager was unfairly dismissed for alleged mobile phone use. The tribunal awarded £18,441 after finding the real reason was unknown and the procedure was a sham.

Former employee v Walkers Snacks Limited

A former employee with osteoarthritis faced strike-out of one harassment claim but was allowed to proceed with others, including unfair dismissal and disability discrimination, after a preliminary hearing.

Manager (18 years' service) v Lloyds Banking Group PLC

A manager with 18 years' service was unfairly dismissed and discriminated against for using the full N-word during a race education session. The tribunal found his dyslexia contributed to the error and ordered Lloyds Banking Group to pay over £454,000.

Telesales consultant (6 years' service) v Direct Line Insurance Services Ltd

A telesales consultant with menopausal symptoms won £64,645 after her employer failed to make reasonable adjustments and treated her unfavourably due to her disability.

Healthcare assistant (nursing bank) v Imperial College Healthcare NHS Trust

A tribunal ruled that a healthcare assistant's left shoulder, lower back and wrist impairments were disabilities, but her premature menopause was not because it only affected her sexual life, not her professional life.

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

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

Midwife (22 years' service) v Frimley Health NHS Foundation Trust

A Reading tribunal struck out a midwife's discrimination claims against Frimley Health NHS Foundation Trust after finding they could not be fairly heard, but allowed her unfair and wrongful dismissal claims to proceed.

Spray Operative (Japanese knotweed site technician) v Zirkon Ltd

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

Residential Support Worker (11 months' service) v Roundabout Limited

A tribunal dismissed claims of automatic unfair dismissal, pregnancy discrimination, race discrimination and victimisation brought by a Residential Support Worker who was dismissed after breaching Covid protocols. The employer was ordered to pay £1,355.65 for giving only one week's notice instead of four.

PE teacher and union representative v The North Huddersfield Trust

A PE teacher and union rep was unfairly dismissed after a breakdown in relationships with school leadership. The tribunal found her suspension and dismissal were acts of victimisation, but reduced compensation by 50% for her own conduct.

Train operator (11 years' service) v London Underground Limited

A tribunal found London Underground unfairly dismissed a train operator with 11 years' service for opening doors on the wrong side, but awarded no compensation because a fair process would have reached the same outcome.

Support Worker in a care home (10 months' service) v The Belsteads Group Ltd.

A support worker who raised COVID-19 safety concerns was put on a performance improvement plan and later dismissed. The tribunal found she suffered detriment for whistleblowing and was discriminated against when pregnant.

Ward manager (12 years' service) v Cheshire and Wirral Partnership NHS Foundation Trust

A ward manager with 12 years' service was dismissed for gross misconduct after the trust used CCTV and fob records to investigate her hours. The tribunal found the dismissal fair but awarded £10,269.96 for breach of contract — she should have received notice pay.

Healthcare assistant (19 years' service) v Practice Plus Group Health and Rehabilitation Service Ltd

A healthcare assistant with 19 years' service succeeded in a disability discrimination claim after her employer failed to carry out a BAME risk assessment she had requested. The tribunal found the dismissal fair and rejected victimisation claims.

Apprentice network engineer (4 months' service) v Openreach Ltd

An apprentice network engineer with four months' service failed to prove constructive dismissal after being dismissed for gross misconduct. The tribunal awarded £225.23 for unpaid wages.

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

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

Former employee (medical centre) v Dr S Zaidi

A tribunal found that a medical centre employee was disabled from December 2019 due to anxiety and depression, earlier than the employer conceded. The ruling confirms that mental impairments can be 'long-term' even before 12 months have passed.

Trainee duct fitter (14 months' service) v AV Unibrak South Ltd

A black trainee duct fitter was paid less and given more labouring work than white comparators. The tribunal awarded £27,624 for race discrimination and unpaid wages.

Former employee v Gist Ltd

A former employee who missed the deadline for his unfair dismissal claim because he didn't know about the three-month limit was able to proceed with his disability discrimination claim on 'just and equitable' grounds.

Bus driver (3 years' service) v Stagecoach Group Plc

A bus driver with deep vein thrombosis was constructively dismissed after Stagecoach failed to implement occupational health recommendations for shorter routes and breaks. The tribunal awarded £38,794.56.

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.

Assistant Store Manager (Makkar, 8 years' service) and Store Manager (Bakiu, 15 years' service) v Neve Jewels Ltd t/a Diamonds Factory

An assistant store manager and a store manager with 8 and 15 years' service were constructively unfairly dismissed after their employer failed to investigate a racist comment, threatened dismissal, and required a diabetic employee to work alone on locked premises. The tribunal found a cumulative breach of trust and confidence.

Workshop technician v Fact Community Transport

A workshop technician unfairly made redundant was awarded £1,350 compensation after the tribunal applied a 50% Polkey deduction for the chance he would have been dismissed in a fair process.

Senior care assistant (2 years' service) v Mr J W Nunn trading as Primrose Lodge

A senior care assistant who resigned after a manager swore at her and a grievance was poorly handled has won her constructive unfair dismissal claim. The tribunal found a fundamental breach of trust and confidence.

Senior healthcare assistant (3 years' service) v The Spitalfields Practice

A senior healthcare assistant was unfairly dismissed after a breakdown in working relationships, but the tribunal applied a 75% Polkey reduction, awarding £6,975.14 in compensation.

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.

Team Leader (13 years' service) v Care UK Community Partnership Ltd

A team leader dismissed for failing to complete accident reports was unfairly dismissed because the real reason was his whistleblowing. Tribunal awards £40,670 after 30% reduction for his conduct.

Antenatal Education Midwife (3 years' service) v Barking, Havering and Redbridge University Hospitals NHS Trust

An antenatal education midwife with dyspraxia and depression was constructively dismissed after a manager raised multiple criticisms without warning. The tribunal upheld her unfair dismissal claim and one reasonable adjustment claim.

Former employee v Sodexo Limited

A former employee of Sodexo was constructively dismissed and directly discriminated against on grounds of race after the company failed to address concerns raised in her grievance. The tribunal awarded £16,695.13.

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.

D&A Analyst (2 years' service) v National Westminster Bank Plc

A tribunal found that National Westminster Bank Plc unfairly dismissed a D&A Analyst for relationship breakdown, but ruled that he would have been dismissed within a month anyway and that his own conduct contributed entirely to his dismissal, resulting in no compensation.

Contract Manager (2 years' service) v British Tourist Authority

A contract manager who was dismissed after returning from maternity leave has been awarded £39,538 after a tribunal found her dismissal was automatically unfair because it was connected to her maternity leave.

Finance Assistant (4 years' service) v Outstanding Branding Ltd (in Liquidation) and Sandy Branding Ltd

A finance assistant was made redundant without any consultation or selection process after his employment transferred to a new company. The tribunal awarded over £11,000 for unfair and wrongful dismissal and unpaid wages.

Former employee v Tesco Stores Limited

A former employee was unfairly dismissed by Tesco, but the tribunal reduced his compensation by 10% because his own conduct contributed to the dismissal. Discrimination claims were dismissed.

Caretaker (9 years' service) v Catalyst Housing Limited

A caretaker with 9 years' service had his unfair dismissal claim struck out for being six weeks late, but his disability discrimination claim was allowed to proceed. No compensation awarded.

Former employee v 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.

Former employee v Marks and Spencer plc

A former Marks and Spencer employee had several claims struck out due to lack of reasonable prospect of success, but race and religion discrimination claims survive subject to small deposits.

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.

Part-time Operations Assistant (4 years' service) v Love My Human Ltd

A part-time Operations Assistant with Long Covid was unfairly dismissed when her employer decided to make her redundant before any consultation. The tribunal found the dismissal unfair but applied a 60% Polkey reduction.

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.

Senior Social Media Manager (2 years 7 months' service) v Herbalife Europe Limited

A tribunal struck out several race harassment and victimisation allegations from a senior social media manager against Herbalife Europe, ruling they were brought too late. Other claims will proceed to a final hearing.

Former employee v Holland and Barrett Retail Ltd

A former employee won her unfair and wrongful dismissal claims against Holland and Barrett, but an 80% reduction for contributory conduct cut her compensation to £3,407.

Former employee (cleaner) v Tame Cleaning & Maintenance Ltd

A former cleaner was unfairly dismissed by Tame Cleaning & Maintenance Ltd. The tribunal allowed her late claims because severe depression made it not reasonably practicable to file on time.

Former employee (Software and Solutions Developer, 3.5 years' service) v Fujitsu Services Limited

A tribunal found that Fujitsu Services Limited discriminated against a disabled employee by failing to conduct a stress risk assessment, requiring phone sickness reporting, and disclosing information to his mother without consent. The former software developer was awarded £21,572.

Spray polisher (5 years' service) v Mowlem and Company (Manufacturing) Limited

A spray polisher with five years' service was unfairly dismissed after his employer refused his proposed phased return following bilateral hip replacements. The tribunal awarded £4,250 but rejected disability discrimination claims.

Former employee v Mihomecare Limited

A former care worker succeeded in her unfair dismissal claim against Mihomecare Limited, but the tribunal reduced her compensation to zero because of her own conduct and the likelihood she would have been dismissed anyway.

Accuracy Checking Pharmacy Technician (12 years' service) v Boots Management Services Ltd

A tribunal allowed a Boots pharmacy technician with 12 years' service to amend her claim to include unfair dismissal, finding the new claim was a relabelling of existing facts.

Former employee v Sharps Bedrooms Limited

A former employee was unfairly dismissed by Sharps Bedrooms Limited, but received only £1,502.32 after the tribunal found he would have been dismissed anyway if a fair procedure had been followed.

Behaviour Lead and Community Liaison (17 years' service) v Solihull Metropolitan Borough Council

A behaviour lead with 17 years' service was unfairly dismissed after her employer relied on outdated medical reports and failed to follow its own sickness procedure. The tribunal awarded £23,222, including £9,000 for injury to feelings.

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.

Warehouse operative (agency worker) v Taylor Made Golf Limited

A warehouse operative who worked via an agency was not an employee of Taylor Made Golf, but her pregnancy discrimination claim as a contract worker was allowed to proceed despite being nearly a year late.

Beauty Consultant (2 weeks' service) v Elle Beauty Limited t/a Elevatione Time Stops London

A beauty consultant who was dismissed by WhatsApp after just 10 days lost her race discrimination claim but won £382 for unpaid training days and underpayment.

Bus driver (13 years' service) v Arriva London North Limited t/a Arriva London

A bus driver with 13 years' service was dismissed after being off sick for over a year. The tribunal refused to strike out her remaining claims of unfair dismissal and disability discrimination.

Trainee Nursing Associate (2 years' service) v North West Anglia NHS Foundation Trust

A trainee nursing associate was unfairly dismissed after a disciplinary hearing went ahead while she was signed off sick following her mother's death. The tribunal found the process unfair but awarded no compensation, ruling she would have been dismissed anyway.

Shift manager (2 years' service) v Lidl Great Britain Limited

A shift manager at Lidl was sexually harassed by a deputy store manager, paid less than male colleagues, and forced to resign. The tribunal awarded £50,884.62.

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.

Director and shareholder (co-founder) v Capital Computer Care Ltd

A director and 45% shareholder who received a fixed monthly PAYE payment for over 30 years was found not to be an employee or worker. The tribunal ruled it had no jurisdiction over his unfair dismissal claim, but his age discrimination claim can proceed as an office holder.

Respiratory Research Nurse (Band 6, 3 years 9 months' service) v Bradford Teaching Hospitals NHS Foundation Trust

A respiratory research nurse was unfairly dismissed when her fixed-term contract was not renewed due to financial deficits. The tribunal awarded £11,754 after finding a 50% chance she would have been dismissed anyway.

Field Assessor (10 years' service) v Vibrant Energy Matters Ltd

A field assessor with 10 years' service who raised concerns about returning to work during the pandemic has won a victimisation claim against Vibrant Energy Matters Ltd. The tribunal found the company failed to properly handle her second grievance.

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.

Night shift worker (5 years' service) v Travelodge Hotels Limited

A Travelodge night shift worker of Asian Pakistani ethnicity was awarded £5,705 after the tribunal found the hotel chain failed to investigate his complaint about being sworn at by a manager, amounting to race discrimination.

Support worker (3 years' service) v Smile Foster Care Limited

A support worker who resigned after her employer rejected her grievance without a meeting has won her constructive unfair dismissal claim, receiving £3,495.67.

Former employee v Katie Hillier Limited

A former employee on maternity leave was unfairly dismissed and denied two months' contractual notice. The tribunal awarded £7,229.68 including injury to feelings and corrected a miscalculation on reconsideration.

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.

Human Resources Advisor (5 years' service) v Southport & Ormskirk NHS Trust

A tribunal found that an NHS Trust unfairly dismissed a Human Resources Advisor who raised concerns about misuse of COVID-19 funds, but awarded only £12,606 after ruling she would have been dismissed anyway.

Apprentice ground worker (9 months' service) v Morgan Sindall Construction Infrastructure Ltd

An apprentice ground worker with 9 months' service was wrongfully dismissed for misconduct, but the tribunal limited his damages to 10 days' pay because he would have been made redundant within weeks.

Supervisor of Special Services (4 years' service) v Stagecoach South East

A supervisor with depression was unfairly dismissed after posting an offensive tweet while on furlough. The tribunal found Stagecoach failed to consider his mental health before deciding to dismiss.

Shop assistant (14 years' service) v Mr K Kandasamy Koneswaran t/a Terry & Kent Newsagents

A shop assistant with 14 years' service was constructively unfairly dismissed after her employer grabbed her face and called her a 'stupid village idiot woman'. The tribunal awarded no compensation as the claimant did not pursue a remedy hearing.

Regional Sales Manager (2 years 7 months' service) v Syspal Ltd

A tribunal found that Syspal Ltd unfairly dismissed a Regional Sales Manager with 2 years 7 months' service because the redundancy selection process was pre-determined and the scoring matrix flawed. He was awarded £32,735 in compensation.

Sales employee (brief period) v Nowy Styl UK Limited

A sales employee who brought a £25,000 commission claim was awarded just £716.40. Both sides' applications for costs were refused.

Cleaner and supervisor (3+ years' service) v D Brice and Company Ltd T/A D B Services

A cleaner and supervisor who resigned after a TUPE transfer was awarded £224 for unpaid holiday pay, but her claims for constructive dismissal and race discrimination were dismissed.

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

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

Former employee (IT sector, 3 years' service) v IBM UK Ltd

A former IBM employee won permission to amend his race discrimination claim to include the grievance process, but earlier allegations were struck out as out of time.

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

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

Former employee v Total Support Services Limited

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

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

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

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

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

Former employee v PNS Garage Installations Limited

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

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.

Tractor operative (1 year's service) v The CGM Group (East Anglia) Limited

A tractor operative who reported unsafe equipment to the Environment Agency and his employer was subjected to detriment and dismissed. The tribunal awarded him £94,838.50 for injury to feelings, unpaid wages, and the employer's failure to provide written particulars.

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

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

Former employee (4 years' service) v Department for Work and Pensions

A Department for Work and Pensions employee who was sacked for secretly recording colleagues has won his unfair dismissal claim after the tribunal found serious flaws in the disciplinary process. He was awarded £25,788 after reductions for his own contribution.

District Nursing Team Leader (16 years' service) v Cardiff and Vale University Local Health Board

A district nursing team leader who raised concerns about inadequate PPE and risk assessments during the COVID-19 pandemic has won her claim for detriment against Cardiff and Vale University Local Health Board. The tribunal found she was isolated from her team and her role was changed after making protected disclosures.

Tanker driver (5 years' service) v Hoyer Gas & Petroleum Logistics Limited

A tanker driver was unfairly dismissed after failing to report dropping a hose on her foot, but the tribunal found she would have been dismissed anyway, awarding only £807.

Employee (12 years' service) v Charles Briggs Ltd

A long-serving employee who holds a philosophical belief in bodily autonomy succeeded in a claim for unauthorised deductions from wages, but his discrimination complaints were dismissed. The tribunal awarded £13,700.18.

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 Ryecourt Limited

A former employee succeeded in claims for constructive unfair dismissal and unauthorised wage deductions against Ryecourt Limited, but his disability discrimination and whistleblowing claims were dismissed.

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.

Former employee v Stabby Limited

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

Kitchen porter (3 years' service) v Mildreds Ltd

A kitchen porter who was dismissed after managers smelled marijuana from his bike bag had his unfair dismissal claim rejected, but won £3,618 after a tribunal found a manager's assumption he was intoxicated was based on a racial stereotype.

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.

Former employee v SteamCardiff Limited

A former employee who was not paid her accrued holiday pay or notice pay has been awarded £3,060.72 by an employment tribunal. Her claims for unfair dismissal and age discrimination were dismissed.

Apprentice roofer (10 months' service) v Mr Kevin Mason t/a Kevin Mason Roofing Services

An apprentice roofer with 10 months' service was wrongfully dismissed after raising health and safety concerns. The tribunal awarded £3,012.50 for breach of his common law apprenticeship contract.

Care worker (9 months' service) v Heheals Pharmaceutical Services Ltd t/a Christchurch Care

A care worker with nine months' service was constructively dismissed after reporting a colleague's failure to wear PPE and other concerns. The tribunal found she was subjected to detriments and victimised for making protected disclosures.

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.

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

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

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.

Chef (former employee) v Gold Panda Limited

A chef was unfairly dismissed after her employment transferred to a new company under TUPE. The tribunal awarded over £12,800 for unfair dismissal, plus compensation for failure to inform and consult, unpaid holiday pay, and lost pension contributions.

Temporary employee (agency worker) v Brook Street (UK) Ltd

An agency worker won her claim for unlawful deduction of wages after being paid late for a March 2020 shift, but received no compensation as the sum was paid in May 2020. Her claim that she should have been furloughed was dismissed.

Former employee (6 years' service) v Tesco Store Limited

A Tesco employee with six years' service was unfairly dismissed after being accused of smoking cannabis on the premises. The tribunal awarded £4,395.25 in compensation.

Operations Manager (6 months' service) v Demicon Limited

An operations manager with asthma was constructively dismissed after being placed on short-time work for raising health and safety concerns during the first COVID-19 lockdown. The tribunal awarded £27,871 in damages.

Former employee v Greenbrook Healthcare (Hounslow) Limited

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

Teaching Assistant v Three Milestone Education Ltd

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

First Line Leader (5 years' service) v Unilever UK Limited

A First Line Leader with 5 years' service was unfairly dismissed by Unilever after unclear instructions on social distancing measures and a 6-week investigation delay. The tribunal reduced compensation by 30% for his own contribution.

Former employee v MPS Housing Ltd

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

Former employee (8 years' service) v Z

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

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.

Customer Service Adviser (11 years' service) v Student Loans Company Limited

A Customer Service Adviser with 11 years' service was unfairly dismissed after a single rude call. The tribunal found procedural failings but reduced compensation by 40% for her conduct.

Part-time waitress (3 years' service) v Ocho Steak House Limited

A part-time waitress with 3 years' service was unfairly dismissed when her employer fired her by text message after she said she could not return to work immediately due to depression and anxiety. The tribunal awarded £1,724.84 in compensation.

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

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

Paralegal (3.5 years' service) v Swift Lawyers Ltd

A paralegal with 3.5 years' service was unfairly dismissed and discriminated against due to pregnancy when her employer made her redundant without proper consultation or considering alternative roles. The tribunal awarded £18,792.26.

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

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

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

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

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

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

Applications Engineer (7 years' service) v Sterling Thermal Technology Ltd

An applications engineer with 7 years' service was unfairly dismissed after his redundancy scoring was manipulated and age played a material role. The tribunal awarded £65,747.54.

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

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

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

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

Former employee v Teen Support Services Ltd

A former employee of Teen Support Services Ltd has won a claim for unauthorised deductions from wages, receiving £1,704.12 for unpaid sleep-in payments and annual leave. Her unfair dismissal claim was rejected.

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

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

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

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

Former employee v Royal Mail Group Ltd

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

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

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

Machine Tool Services Engineer (9 years' service) v Design & Technical Services (UK) Ltd

A machine tool services engineer was unfairly dismissed after using a company fuel card during furlough, but the tribunal awarded no compensation because he would have been dismissed anyway.

Former employee v Verifone UK Ltd

A former employee of Verifone UK Ltd has been awarded £88,519 after an employment tribunal upheld her claims of unfair dismissal and victimisation, while dismissing her race discrimination complaints.

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

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

Former employee v IMT Transport Limited

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

Dental nurses (job-sharing, 3-4 years' service) v 29 Fleet Street Limited, Dr R Dawood, Dr A Dawood, Dawood & Tanner (trading as Temple Dental), Darwood IP Limited

Two dental nurses were automatically unfairly dismissed when their employer claimed redundancy but the real reason was a planned transfer of the dental business to a new provider. The tribunal awarded £7,090 in compensation.

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

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

Customer service advisor (3 years' service) v Alliance Healthcare Management Services Ltd

A customer service advisor with Ménière's disease was unfairly dismissed after refusing to work from home when her face shield was banned. The tribunal reduced her compensation by 75% for her own conduct.

Beautician / salon manager (2 years' service) v Gorj Gillingham Ltd (in voluntary liquidation) and Rose Beauty Bar Ltd

A beautician and store manager was dismissed by her employer shortly after the salon was sold to a new company while she was on maternity leave. The tribunal found a TUPE transfer had occurred and the dismissal was automatically unfair, awarding £3,943.77.

Watch Manager (25 years' service) v Securitas Security (UK) Ltd

A Watch Manager with 25 years' service was fairly dismissed after Airbus withdrew his security badge, the tribunal ruled. He was awarded £2,245.67 for unpaid notice pay but his unfair dismissal and age discrimination claims failed.

Nurse (15 years' service) v Mission Care Management Limited

A nurse with 15 years' service was dismissed for gross misconduct after taking annual leave that was only partially approved. The tribunal upheld her wrongful dismissal claim, awarding £5,275.36.

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

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

Area Manager (11 years' service) v Crystal Services plc

An area manager who was moved to a new division and had his working pattern changed was unfairly dismissed for gross misconduct and subjected to direct race discrimination. The tribunal found the dismissal both procedurally and substantively unfair.

Housing Options Advisor (21 years' service) v London Borough of Redbridge

A housing options advisor who was dismissed after failing a competitive interview was found to have been unfairly dismissed because the council failed to provide promised training and support. The tribunal awarded £2,698 in compensation.

English & Maths Community Coordinator (9 years' service) v Birmingham Metropolitan College

An English & Maths Community Coordinator with 9 years' service was unfairly dismissed by Birmingham Metropolitan College during maternity leave, but the tribunal awarded no compensation due to a 100% Polkey reduction.

Subcontractor manager (4 years' service) v Q

A subcontractor manager with four years' service was fairly dismissed for gross misconduct after failing to pass on penalty costs to subcontractors. Her claims for unfair dismissal, disability discrimination and failure to make reasonable adjustments were all rejected.

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

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

Former employee v Krispy Kreme U.K. Limited

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

Town Clerk (6 years' service) v Pembrey and Burry Port Town Council

A town clerk with six years' service resigned after her employer delayed a pay review and gave evasive responses to her grievance. The tribunal found she was constructively unfairly dismissed and awarded £40,299.

Teacher (2 years 8 months' service) v Orchard Hill College Academy Trust

A teacher at a special needs school succeeded in a whistleblowing detriment claim after the chair of governors sent an email suggesting counter-proceedings against him, which was accidentally disclosed. The tribunal awarded £2,500 for injury to feelings.

Arrears and Investigations Manager (19 years' service) v Slough Borough Council

An Arrears and Investigations Manager with 19 years' service was unfairly dismissed when Slough Borough Council failed to consult properly and timed her redundancy 17 days before her 55th birthday, costing her pension access. Tribunal awarded £60,625.84.

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

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

Former employee v Broadbent Assist Ltd

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

Kitchen/snack bar worker (21 years' service) v Ardeigh House Community Association

A kitchen worker with 21 years' service was found to have been discriminated against on grounds of age when her employer failed to contact her about a redundancy. The tribunal awarded £11,400 including injury to feelings.

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.

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

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

Stage crew member (long service) v Welsh National Opera

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

Barber (3 years' service) v Mr Christian Donnelly t/a Acute Barbers

A barber with three years' service was unfairly dismissed via WhatsApp after calling in sick. The tribunal also found the employer made unauthorised deductions from wages and failed to provide a written contract, awarding £3,435.59.

School Business Manager (17 years' service) v The Oak Trust

A school business manager with 17 years' service was unfairly dismissed and directly discriminated against on grounds of age when her redundancy was timed to avoid a pension strain payment. The tribunal found only a 10% chance she would have kept her job under a fair process.

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

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

Supermarket Assistant (3 years' service) v John Lewis PLC

A Waitrose employee who refused to carry out reasonable tasks and used foul language about managers was fairly dismissed for misconduct. The tribunal awarded £536.94 for unpaid holiday and overtime.

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

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

Former employee (6 years' service) v Ibco Limited

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

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.

Spanish teacher (12 years' service) v Interhigh Education Ltd

A Spanish teacher with 12 years' service was unfairly dismissed for refusing a new contract after his employer misrepresented a pay rise as 10% when it was actually 1.2%. The tribunal found the dismissal outside the range of reasonable responses.

Bank worker (care home) v Cygnet Health Care Limited

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

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

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

Centre Manager (17 years' service) v West Northamptonshire Council

A centre manager with 17 years' service resigned after her employer delayed responding to her return-to-work plan and failed to follow occupational health advice. The tribunal found constructive unfair dismissal.

In-house Doctor (15 years' service) v Government of the State of Kuwait

An in-house doctor with 15 years' service was subjected to race discrimination and harassment by the Government of the State of Kuwait. The Central London Employment Tribunal awarded him £551,051 in damages for personal injury.

Kitchen porter (2 years 10 months' service) v Nemaste Village Limited

A kitchen porter who refused to return to part-time work with furlough top-up during the pandemic was fairly dismissed for some other substantial reason. The tribunal awarded £218.04 in unpaid holiday pay.

Business Development Director (5 years' service) v Travelliance Inc

A Business Development Director who was summarily dismissed on a Zoom call and told he was a contractor has won nearly £293,000 after a tribunal ruled he was an employee and unfairly dismissed.

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.

Beauty therapist (7 years' service) v Brampton Manor Salon & Tea Rooms Ltd

A beauty therapist with seven years' service was dismissed by redundancy while on maternity leave without consultation. The tribunal awarded her a statutory redundancy payment, notice pay, and holiday pay, but found the dismissal fair due to the salon's closure.

Operations Manager (3 years' service) v AGTC Ltd

An operations manager who was dismissed for 'redundancy' that was actually a pretext for performance concerns has won his unfair dismissal claim. The tribunal awarded £2,020 in compensation.

Head of Property Management (4 years' service) v Stow Residential Ltd t/a Stow Brothers

A head of property management who refused to create false documents for an insurance claim was unfairly dismissed. The tribunal found the employer manufactured allegations and predetermined the outcome.

Bus driver (13 years' service) v Metroline Travel Ltd

A bus driver with osteoarthritis was fairly dismissed for capability after 24 weeks' absence, but won £1,017 for unpaid sick pay. The tribunal rejected all discrimination claims.

Former employee v Solus (London) Limited

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

Sales Manager (22 years' service) v Whyte Bikes Limited

A sales manager with 22 years' service was automatically unfairly dismissed after making protected disclosures about Covid-19 travel restrictions. The tribunal found the redundancy was a sham and the real reason was whistleblowing.

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

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

Former employee v Stephen M S Lai & Co Business Consulting Ltd

A former employee was awarded £34,204 after being unfairly dismissed and harassed due to his age. The employer did not attend the hearing or file a response.

Factory/supervisor cutter (4 years' service) v Razzle Dazzle Costumes Limited

A factory supervisor with a colostomy who said 'I'm done' and handed in her keys during an anxiety attack was unfairly dismissed when her employer treated it as a resignation without checking. Tribunal awards £7,449.

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

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

Surveyor (1 year 10 months' service) v Peter Cox Ltd

A surveyor who argued he was dismissed for raising health and safety concerns about excessive driving has lost his automatic unfair dismissal claim, but won £1,500 for unpaid notice.

Senior Registered Nurse (B6 Team Leader, part-time, 42 years' service) v County Durham And Darlington NHS Foundation Trust

Two senior nurses with 42 years' service each won victimisation claims after their NHS trust failed to address grievances about confidentiality breaches and risk assessments. Other claims including age discrimination and constructive dismissal were dismissed.

Minister of Word and Sacrament (19 years' service) v The East Midlands Synod of the United Reform Church

A minister with 19 years' service was found not to be an employee for unfair dismissal purposes, but was an employee under the Equality Act, allowing her age discrimination claim to proceed.

Executive and HR Assistant (5 years' service) v Bradford Management Services Ltd

An executive and HR assistant who was demoted and given a verbal warning for theft after returning from maternity leave won her constructive unfair dismissal and pregnancy discrimination claims. The Leeds tribunal awarded £32,028.

Nurse (Band 5 Staff Nurse, 15 years' service) v Dorset Healthcare University NHS Foundation Trust

A Band 5 staff nurse with 15 years' service was dismissed for gross misconduct after allegedly sleeping on duty. The tribunal found the dismissal fair for unfair dismissal purposes but ruled the trust failed to prove gross misconduct, awarding £7,045.65 in notice pay.

Channel Account Director (2 years' service) v Tango Networks UK Ltd

A tribunal found that a Channel Account Director with two years' service was constructively unfairly dismissed and subjected to age discrimination after his manager planned to dismiss him before he accrued full employment rights.

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

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

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

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

HGV driver (12 years' service) v Kier Integrated Services Ltd

An HGV driver with 12 years' service was reinstated after a successful appeal against dismissal for gross misconduct. The tribunal allowed his victimisation claims to proceed but dismissed direct race discrimination claims as out of time.

Security officer v Amberstone Security Limited

A security officer was unfairly dismissed by Amberstone Security Limited in a flawed redundancy process, but his age discrimination claim was rejected. He was awarded £5,807.14, but also ordered to pay £1,796.26 in costs.

Train manager (32 years' service) v London Underground Limited

A train manager with 32 years' service was unfairly dismissed for posting racially divisive social media messages about George Floyd, but the tribunal found she would have been dismissed anyway and cut her award by 75% for her own conduct.

Team leader (6 years' service) v Stateside Foods Limited

A team leader with 6 years' service was unfairly dismissed after a flawed investigation into a safety breach. The tribunal found the employer's process was inadequate and reduced compensation by 20% for the chance she would have been dismissed anyway.

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.

Customer Assistant (night shift) v Tesco Stores Ltd

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

Head of Clinical Governance v Mitie Care and Custody Limited

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

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.

Nursery practitioner (3 years' service) v The Honey Pots Day Nursery Ltd

A nursery practitioner who resigned after her employer mishandled a grievance about offensive Facebook posts has won a constructive unfair dismissal claim, but her harassment claim was dismissed. She was awarded £1,761.85.

Former employee v Openreach Limited

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

Unit Manager (CQC Registered Manager, 12 years in health and social care) v HC-One Limited

A care home unit manager was unfairly dismissed for whistleblowing after raising concerns about unsafe removal of bed rails. He was also racially harassed by a nurse. The tribunal awarded £45,837.90.

Compliance Manager (4 years' service) v High Speed Two Limited (HS2)

A Compliance Manager was constructively dismissed after HS2 took over a year to resolve her grievance, despite occupational health warnings. The tribunal awarded £7,647.92.

Agency driver v DHU Healthcare CIC

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

Client relationship manager (3 months' service) v Affinity Finance Ltd (in administration)

A client relationship manager was automatically unfairly dismissed after telling her employer she was pregnant, just weeks into her probation. The tribunal awarded over £28,500 for pregnancy and race discrimination.

Business Development Manager (8 years' service) v FMG Repair Services Ltd

Three of seven employees found to have transferred under TUPE when part of their employer's business was sold out of administration. The tribunal examined assignment of roaming, multi-site workers.

Key worker (2 years' service) v Phase II Care Limited

A care worker with two years' service was unfairly dismissed after a misconduct investigation and disciplinary hearing were both conducted by the same biased manager. The tribunal awarded £11,538.75 in compensation.

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

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

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

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

Former employee (maternity leave) v Jon Janvier and Energy Saving Installers Ltd (in creditors voluntary liquidation)

A tribunal found that a former employee was automatically unfairly dismissed and discriminated against after being told she was dismissed because she took maternity leave. She was awarded £19,728.16.

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

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

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

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

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

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

Healthcare worker v Fenwick Healthcare Staffing Limited

A healthcare worker was dismissed days after telling her employer she was pregnant. The tribunal awarded £26,898 for unfair dismissal, pregnancy discrimination, harassment, and victimisation.

Production Team Manager (5 years' service) v Edible Oils Ltd

A production manager who was called a 'gangster' by a colleague in a canteen row had his racial harassment claim upheld, but his unfair dismissal claim failed because a later investigation was thorough.

Former employees v NV Projects Ltd

A Leeds tribunal ordered NV Projects Ltd to pay a group of former employees for unauthorised deductions from wages, holiday pay, and failure to provide written statements. One employee also won a breach of contract claim for notice pay.

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.

Former employee v St Cuthbert's House Limited

A former employee who took bereavement leave was awarded £540 in unpaid holiday pay and £1,560 for a wage deduction after her final pay slip wrongly deducted an overpayment she had already repaid.

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.

HGV driver (12 years' service) v MAM Transport Services Limited

A tribunal found that an HGV driver with 12 years' service was unfairly dismissed after his employer lost trust in him over a back injury suffered in Poland. He was awarded £13,335.

NHS employee v Guys and St Thomas’ NHS Foundation Trust

An NHS employee was unfairly dismissed but had her compensation cut by 50% for contributory conduct. Her race discrimination claims were dismissed.

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

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

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

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

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

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

Service Manager, NHS (5 months' service) v Medway NHS Foundation Trust

A service manager who resigned after an informal job offer was withdrawn has won her constructive dismissal claim. The tribunal found the NHS trust's handling of the situation breached the implied term of trust and confidence.

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

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

Former employee v Morrison Data Services Limited

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

Former employee v LFH (Fowey Hall) Ltd.

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

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

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

Former employee v Riatex Ltd

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

Support Worker (3 years' service) v Protea Care Homes Kent Limited

A support worker was unfairly dismissed after a disciplinary hearing described as an 'ambush' with vague allegations. The tribunal awarded £9,111.12 in compensation.

Curriculum Leader and Lead Internal Verifier (6 years' service) v Capital City College Group

A curriculum leader was unfairly dismissed after submitting predicted grades as final grades without internal verification, but the tribunal found she would have been dismissed anyway and awarded no compensation.

Operations Manager (6 years' service) v Onriver (UK) Ltd

An operations manager who was not paid his December 2020 salary or holiday pay for April and May 2021 has been awarded £2,880.78 by an employment tribunal.

Pizza maker (former employee) v Dijla Limited

A Cardiff tribunal ruled that a pizza maker's continuous employment began on 14 February 2020, not earlier as claimed, leaving his unfair dismissal claim dependent on a later hearing about his summary dismissal.

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

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

Research Fellow (3 years 10 months' service) v University of Warwick

A Research Fellow at the University of Warwick was unfairly dismissed when the university failed to follow its own fixed-term contract policy and did not carry out a proper redundancy consultation before her contract ended. The tribunal awarded £833.04 in compensation.

Sales and Service Representative / Automotive Waste Representative (5 years' service) v Safety-Kleen U.K. Ltd

A sales representative who resigned after his employer failed to progress his grievance for over two months has been awarded £7,802 for constructive unfair dismissal. The tribunal rejected his race discrimination claim.

Security officer (4 years 7 months' service) v Atalian Servest Security Ltd

A security officer with nearly five years' service was unfairly dismissed after leaving his post for a break and prayers. The tribunal found the employer's investigation was inadequate, failing to obtain CCTV or witness statements.

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

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

Former employee (via personal service company) v Kier Highways Limited

A tribunal has reversed its earlier decision to strike out unfair dismissal and breach of contract claims brought by a worker supplied via his personal service company, allowing the status issue to be heard at a full hearing.

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

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

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

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

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

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

Former employee v Patel Post and Print Limited

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

Teacher of English (6 years' service) v Shirley High School Performing Arts College

A teacher with six years' service was constructively unfairly dismissed after being pressured to sign a performance improvement plan and facing a delayed grievance process. She was awarded £40,408.

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

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

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

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

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

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

Former employee v Eva-Lution Property Services Limited

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

Team Leader (13 years' service) v XPO Logistics Limited

A tribunal awarded a team leader a statutory redundancy payment of £8,065 after she refused a relocation that would have increased her childcare costs, but rejected her sex discrimination claim.

Former employee v Network Rail Infrastructure Limited

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

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.

Manager in Risk department v Financial Conduct Authority

A manager who developed a key financial model and made protected disclosures was dismissed for redundancy. The tribunal found the dismissal unfair because his appeal did not properly consider his whistleblowing concerns.

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.

Administrative employee v London Road Surgery

An employment tribunal has allowed a race discrimination claim to proceed against London Road Surgery, but struck out the unfair dismissal claim because the employee had less than two years' service.

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

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

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

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

Freemasons Coordinator (21 years' service) v Manchester Hall Limited (In Voluntary Liquidation)

A tribunal found that Manchester Hall Limited unfairly dismissed three employees by email with no consultation or selection process. The age discrimination claims were dismissed.

Support Worker / Team Leader (homeless support) v Vineyard Project Ltd

A support worker who raised concerns about furlough fraud and service user safety was dismissed after her employer lost trust in her. The tribunal awarded £12,716.03, including an ACAS uplift for failing to follow the Code.

Band 5 Staff Nurse (21 years' service) v Liverpool University Hospitals NHS Foundation Trust

A Band 5 Staff Nurse with 21 years' service was unfairly dismissed after a stroke left him unable to return to his nursing role. The tribunal found the trust's failure to hold a final meeting made the dismissal procedurally unfair, but a fair process would have led to dismissal by September 2020. He was awarded £13,272.

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

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

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.

Administrator (family business) v MW Electrical (Midlands) Limited

An administrator at a family-run electrical business was victimised when the company threatened to investigate her for reading emails, after she had resigned alleging constructive dismissal. The tribunal awarded her £1,250.

Administrative assistant (30 years' service) v Independent Inspections UK Limited

An administrative assistant with 30 years' service was unfairly dismissed after her employer failed to follow a fair redundancy procedure. The tribunal awarded £2,907.92.

Health Care Assistant (HCA) (night shifts) v Brooklands Care Home Limited

A care home assistant was unfairly dismissed after an inadequate investigation into allegations of misconduct. The tribunal dismissed her race discrimination claims but upheld a complaint about missing written employment particulars.

Senior advisor to MP (17 years' service) v Mr Khalid Mahmood MP

A senior advisor with 17 years' service was unfairly dismissed by her MP boss after making protected disclosures about misuse of parliamentary stationery and alleged criminal activity. The tribunal awarded £11,729.99 in compensation, reduced by 75% for contributory fault and a Polkey deduction.

Employee of a charity v World Shirdi Sai Baba Organisation UK (a charity)

An employee of a charity who complained about not receiving payslips and incorrect pay was dismissed soon after. The tribunal found the dismissal was not automatically unfair, but upheld claims for unlawful wage deductions and notice pay, awarding £6,309.

Bar staff v Samuel Smiths Old Brewery (Tadcaster)

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

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

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

Personal Adviser (8 years' service) v Department for Work & Pensions

A Personal Adviser with 8 years' service was unfairly dismissed after the DWP investigated her LinkedIn profile and found she had been working without permission during carers leave. The tribunal awarded £2,263.52.

Rail operative (33 years' service) v Hanson Quarry Products (Europe) Ltd

A rail operative with 33 years' service was unfairly dismissed and discriminated against when a redundancy skills matrix penalised him for skills that had lapsed due to a disability-related move. Tribunal awards £100,250.

Former employee v Next Distribution Limited

A former employee of Next Distribution Limited has been awarded £21,964 after the tribunal found she was unfairly dismissed during a flawed redundancy process and the company failed to provide a perching stool as a reasonable adjustment for her disability.

NHS employee v Mid Cheshire Hospitals NHS Foundation Trust

An NHS employee was unfairly dismissed and discriminated against because of his disability. The tribunal awarded £26,852.61, reduced by 35% for the chance he could have been fairly dismissed.

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.

Sales manager (66 years old, 7 years' service) v North West Logistics Limited

A 66-year-old sales manager with 7 years' service was unfairly dismissed after a flawed redundancy consultation during the pandemic, but the tribunal reduced his compensation by 80% because he would likely have been dismissed anyway.

Carer (18 years' service) v St Mary's Care Ltd

A carer who resigned after her employer failed to make reasonable adjustments for her back condition and made unlawful deductions from her wages has been awarded over £44,000 for constructive unfair dismissal and disability discrimination.

Greggs Franchise Manager (6 months' service) v Euro Garages Ltd

A Greggs franchise manager with six months' service was wrongfully dismissed when his employer failed to pay one week's notice. He was awarded £346 but his other claims – including race discrimination – were dismissed.

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.

Clinic Manager – Sexual Health Service (30 years' service, Band 5) v Worcestershire Health and Care NHS Trust

A clinic manager who had worked for the NHS for 30 years was unfairly dismissed when her employer restructured her role and then dismissed her on ill-health grounds. The tribunal awarded nearly £300,000 in compensation.

Legal executive (CILEX) specialising in residential conveyancing v ODT Professional Services Limited

A legal executive was unfairly dismissed by ODT Professional Services Limited after a disciplinary process that the tribunal found fundamentally unfair. She was awarded £2,621.57 after reductions for contributory fault and the chance she would have been dismissed anyway.

Accounts Assistant/Property Manager (2 years 6 months' service) v Cawdor Cars (Newcastle Emlyn) Ltd

An accounts assistant with psoriatic arthritis was constructively dismissed after a manager deliberately coughed in her direction when she asked for social distancing. The tribunal awarded £26,438.84.

Warehouse agent (part-time, 3 days per week) v DHL Aviation (UK) Ltd

A part-time warehouse agent with asthma was unfairly dismissed after her employer failed to tell her that training would be provided for an office-based role. The tribunal awarded £1,010.28 in basic award but dismissed her disability discrimination claim.

Cardiac Physiologist (Band 7) v Guy's and St Thomas' NHS Foundation Trust

A cardiac physiologist who resigned after her employer's grievance process ignored her sexual harassment claims has been awarded £52,599 for constructive unfair dismissal.

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.

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

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

Driving examiner (10 years' service) v Department of Transport

A driving examiner with 10 years' service was unfairly dismissed for taking a photo of his manager's notebook. The tribunal ordered reinstatement with a £113,585 payment, but reduced the award by 33% for his own fault.

Senior financial adviser (20 years' service) v DWFS Services Limited

A senior financial adviser with 20 years' service was unfairly dismissed after a redundancy process where the outcome was predetermined. The tribunal awarded £24,229.53, reduced by 80% due to the chance he would have been dismissed anyway.

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.

Multi-skilled engineer (6 years' service) v Centriforce Products Limited

A multi-skilled engineer with six years' service was unfairly dismissed by Centriforce Products Limited after a redundancy process that involved three brief telephone calls and a biased appeal. The tribunal found the consultation was not meaningful.

Catering Supervisor (5 weeks' service before disability disclosure) v University of Essex Campus Services Ltd

A catering supervisor with depression won over £30,000 after a tribunal found his employer failed to make reasonable adjustments by holding a disciplinary hearing before concluding his grievance and by ending his probation without further extension.

Digital transformation manager (law degree, previous paralegal experience) v Volkerrail Limited

A digital transformation manager who rejected her boss's romantic overtures was awarded £419,352.94 after the tribunal found the grievance process was itself harassment and refusing to let her withdraw her resignation was victimisation.

Investigations Officer (Executive Officer, 19 years' service) v Department for Work and Pensions

A long-serving DWP investigations officer was constructively dismissed after being banned from driving without medical evidence, ambushed in a meeting, and then forced to attend a review at an unsuitable venue. The tribunal awarded £373,936.69.

Care worker (night shifts) v Pallotine Missionary Sisters of the Catholic Apostolate

A care worker who resigned after being ambushed with disciplinary allegations in a meeting she believed was a supervision session has won her constructive unfair dismissal claim, receiving £8,903.

Academic (STEM Outreach Lead) v The University of Cumbria

An academic who was dismissed when her fixed-term contract expired while pregnant has won her claims for unfair dismissal and pregnancy discrimination. The tribunal awarded £129,133.39.

Sales advisor (7 years' service) v J. S. Bloor (Services) Limited

A sales advisor with Polymyositis was unfairly dismissed after being scored lowest in a redundancy selection matrix that made incorrect assumptions about her ability to work alone. The tribunal awarded £46,658.71, with a 50% Polkey reduction.

Production Operative/Assembly Worker (5 years' service) v GI Group Recruitment Limited

A production operative with five years' service was unfairly dismissed for briefly visiting his car during a break. The tribunal found the employer failed to investigate his claim that leaving site was common practice, and the dismissing officer lacked impartiality.

Local government officer (dual roles: Principal Member Support Officer and Landlord Services Manager) v Hull City Council

A local government officer with fibromyalgia was unfairly dismissed when Hull City Council failed to provide support during a redundancy process. The tribunal awarded £12,000 for injury to feelings and ordered re-engagement.

Bus driver (5 years' service) v East London Bus & Coach Company Limited

A bus driver who was dismissed on medical grounds after a stroke has won his unfair dismissal claim and been reinstated to his role. The tribunal found the employer failed to properly consider alternative work and an occupational health report.

Senior risk and compliance professional v National Westminster Bank plc

A senior risk and compliance professional was unfairly dismissed and discriminated against after her employer refused to extend her secondment due to cancer-related absences. The tribunal found the bank's decision was influenced by her disability.

Consultant Radiologist (breast imaging) v University Hospitals Bristol and Weston NHS Foundation Trust

A consultant radiologist who raised patient safety concerns was unfairly dismissed by University Hospitals Bristol and Weston NHS Foundation Trust. The tribunal found the process was flawed because he was not warned that a breakdown in relationships could lead to dismissal.

Head of Accounting v Gapuma (UK) Limited

A tribunal allowed some race harassment allegations to be added to a whistleblowing claim but rejected others as out of time, and clarified that claims against individual respondents require separate early conciliation.

Lead Senior Early Years Consultant (6 years) v Lancashire County Council

A lead early years consultant with six years' service was unfairly dismissed and discriminated against after Lancashire County Council required her to compete for a role substantially similar to her own while she was on long-term sick leave for cancer treatment. The tribunal awarded over £800,000 in compensation.

Not stated v Atradius CYC de Seguros Y Rease

A tribunal allowed a disabled employee's flexi-time discrimination claim to proceed out of time, but struck out parts of her claim that relied on without-prejudice discussions.

Director – EMEA Operations (12 years' service) v Brocade Communications UK Ltd

A director with 12 years' service who had renal cancer was unfairly dismissed and denied reasonable adjustments during a redundancy alignment exercise. The tribunal awarded over £1.76 million.

Registered nurse (night shifts, neuro-disability ward) v The Royal Hospital for Neuro-Disability

A registered nurse with limited English was unfairly dismissed for gross misconduct after the Royal Hospital for Neuro-Disability failed to provide an interpreter at his disciplinary hearing. The tribunal also found indirect race discrimination.

Practice nurse (46 years' nursing experience, 10 as practice nurse) v Mr Mark Moss, as personal representative of the estate of Dr Paul Moss, formerly t/a North Shoebury Surgery

A practice nurse with 46 years' experience was unfairly dismissed due to a flawed disciplinary process, but the tribunal found she would have been dismissed anyway and reduced her compensation by 60% for her own conduct. She was awarded £1,610.66.

Travel Trainer (8 years' service) v London Borough of Croydon

A travel trainer with eight years' service was unfairly dismissed and discriminated against when her employer failed to make reasonable adjustments by requiring her to compete for a vacant role. The tribunal awarded £86,787.82.

Outpatient Administration Clerk (4 years' service) v The Hospital of St John and St Elizabeth

An outpatient administration clerk with cervical spondylosis was constructively dismissed after the hospital failed to implement occupational health recommendations and moved her to a concierge role. The tribunal awarded £74,683.42.

Senior lecturer in physics (30 years' service) v University of Exeter

A senior physics lecturer at the University of Exeter has been awarded £100,969.78 after an employment tribunal found her dismissal for gross misconduct was unfair and that she was harassed for raising unconscious bias concerns.

Quality Assurance Technician (12 years' service) v Nestle UK Ltd

A Quality Assurance Technician with 12 years' service was unfairly dismissed after a breakdown in working relationships, but the tribunal found he contributed 100% to his dismissal and would have been dismissed anyway, resulting in no compensation.

Locality manager (6 years' service) v The Regard Partnership Limited

A locality manager who was diagnosed with stage 3 breast cancer was constructively unfairly dismissed after her employer advertised her role as a fixed-term post while she was on sick leave. The tribunal also upheld a claim of discrimination arising from disability.

English teacher (part-time, variable hours) v Havant & South Downs College

A Black British English teacher was constructively unfairly dismissed after her college sent a harassing email about her 'throwing the E&D Black comment' and failed to contact her during sick leave. The tribunal found harassment and constructive dismissal but dismissed most race discrimination claims.

Senior nursing assistant (band 3) v Guy’s & St Thomas’s NHS Foundation Trust

A senior nursing assistant was unfairly dismissed after her employer required her to compete for sedentary roles despite medical advice. The tribunal awarded £21,173.

Retail assistant (5 years' service) v John Lewis plc

A tribunal found that John Lewis discriminated against a retail assistant with autism by removing her from a team leader training programme without specialist advice, but her later dismissal for striking a manager was fair.

Administrator / Regional Co-Ordinator (3 years' service) v Tudor Contract Cleaners Limited

A tribunal found that a manager's comment to a mixed-heritage employee during a grievance appeal hearing amounted to direct race discrimination and harassment, awarding £20,243 in injury to feelings.

Director of Public Services Reform (PSR) v London Borough of Hammersmith and Fulham

A director was dismissed while on sick leave, with the council backdating the dismissal letter to appear to predate her grievance. The tribunal awarded £3.78 million for disability discrimination.

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.

Contract worker (complex complaints handler) v MBNA Ltd and Paymaster (1836) t/a Equiniti Hazell Carr

A contract worker who raised health and safety concerns was subjected to detriments and dismissed. The tribunal found he was a worker, not an employee, but still protected under whistleblowing law.

Teaching Assistant (12 years' service) v Calthorpe Teaching Academy

A teaching assistant with 12 years' service was unfairly dismissed after his school rejected his ill-health retirement application because of cost. The tribunal awarded £24,290.

Administrative Officer (AO) National, Child Support Agency v Department for Work and Pensions

An administrative officer was unfairly dismissed after attending a trade union conference while on sick leave and sending an email about a colleague. The tribunal found the process flawed and ordered re-engagement with a 30% reduction for contributory fault.

Takeaway food shop worker (2 years' service) v Bagelmania London Limited (in liquidation)

A pregnant takeaway shop worker was dismissed after her employer removed her from the rota, then faced a county court claim and threats of police action when she contacted ACAS. The tribunal awarded £40,000 for unfair dismissal, pregnancy discrimination and victimisation.

Court Worker / Offender Recovery Worker (10 years' service) v Blenheim CDP

A court worker with 10 years' service was constructively dismissed after her employer refused to adjust her start time or move her from a difficult team. The tribunal awarded £48,476.

Primary school teacher v South Essex Academy Trust

A tribunal found that South Essex Academy Trust failed to make reasonable adjustments for a disabled teacher by not providing all relevant grievance documents before a hearing. The teacher was awarded £5,860.27 for injury to feelings and unlawful wage deductions.

Full-time union official (firefighter on release) v Fire Brigades Union

A full-time union official was unfairly dismissed by the Fire Brigades Union after speaking at a Leave Means Leave rally. The tribunal awarded £8,308.45 in compensation.

Customer care specialist (8 years' service) v Coloplast Limited

A customer care specialist with depression and anxiety was found to be disabled under the Equality Act, overturning an earlier tribunal decision that her condition was not long-term.

Teacher (Head of Year, TLR1A) v Diocese of Westminster Academy Trust

A teacher who was asked to step down as Head of Year, not reappointed, and given negative references was constructively dismissed and suffered race discrimination. The tribunal awarded over £460,000.

IT Manager (4 years' service) v Crystal Ball Limited

An IT manager with complex regional pain syndrome was constructively dismissed after his employer became hostile when he requested reasonable adjustments. The tribunal awarded £30,011.

Finance Officer (bookkeeper/accountant) v Stratford Advice Arcade (A company limited by guarantee)

A tribunal ruled that a finance officer who worked for eight years on a freelance basis was a 'worker' but not an 'employee', meaning he can pursue claims for holiday pay and unlawful deductions but not unfair dismissal.

Service desk consultant (IT help desk, 12-hour shifts) v Intergence Systems Limited

An IT help desk consultant was unfairly dismissed after her employer caved to client pressure following a missed handover email. The tribunal awarded £10,787.47, reduced by a third for her own fault.

Impact Project Coordinator (manager, Grade 8) v Wolverhampton City Council

An Impact Project Coordinator who was dismissed in a sham redundancy after being pressured to take voluntary severance has won her claims of unfair dismissal and direct race discrimination against Wolverhampton City Council. The tribunal awarded her £475,176.34.

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.

Consultant obstetrician and gynaecologists v Brighton and Sussex University Hospitals NHS Trust

Two long-serving consultant gynaecologists were unfairly dismissed by Brighton and Sussex University Hospitals NHS Trust, but the tribunal awarded no compensation because they would have been dismissed anyway and were wholly at fault.

School Business Manager (18 years' service) v The Governors of St Mary's Roman Catholic Primary School

A school business manager who pursued a whistleblowing claim against an interim head teacher was ordered to pay £4,800 in costs after the tribunal found her conduct unreasonable. The school later settled the redundancy claim for £12,443.

Former employee v Jaguar Land Rover Limited

A former employee was unfairly dismissed for capability reasons, but the tribunal applied a 75% Polkey deduction for the chance he would have been dismissed anyway. His race discrimination claims were dismissed.

Intelligence Support Officer (9 years' service) v Chief Constable of Surrey Police

An intelligence support officer with bowel cancer was unfairly dismissed when Surrey Police made her redundant after she could not accept a new role based at Woking due to her disability. The tribunal also found a failure to make reasonable adjustments and discrimination over a recognition bonus.

Head of School (formerly Associate Head Teacher, 15 years' service) v Leading Learners Multi Academy Trust

A Head of School with 15 years' service resigned after a welfare meeting turned aggressive and her grievance was mishandled. The tribunal found constructive unfair dismissal, awarding £13,172.50.

Senior Carer and Manager's Assistant (14 years' service) v Jasmine Care (Holdings) Limited

A senior carer with 14 years' service was constructively dismissed after her employer unilaterally reduced her hours and pay, then suspended her over alleged holiday pay fraud. The tribunal awarded £41,039 in compensation.

Newly Qualified Social Worker (ASYE programme) v London Borough of Croydon

A newly qualified social worker was awarded £1,500 for injury to feelings after a without prejudice meeting was used to victimise her, but her unfair dismissal claim over tenancy and DBS fraud allegations was rejected.

Bus driver v London United Busways Ltd

A bus driver with a medical condition requiring toilet breaks was subjected to disability-related harassment after controllers repeatedly queried his need for breaks. The tribunal awarded £3,412.33 for injury to feelings.

Web developer (10 years' service) v Air Business Limited

A web developer with 10 years' service was unfairly dismissed after a breakdown in working relationships following her grievance. The tribunal found the employer bore some responsibility and failed to consider alternatives, but reduced compensation by 60% for her contributory conduct.