Respondent won

Community Development Manager (2 years' service) v Spelthorne Borough Council

A Community Development Manager who claimed she was dismissed for whistleblowing lost her case. The tribunal found the council's decision was due to an irretrievable breakdown in working relationships, not her protected disclosures.

Chartered accountant (former employee) v Bennbridge Services LLP

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

Handyman (former employee) v HMS Maintenance Solutions Limited

A handyman with ADHD resigned claiming constructive dismissal after alleged bullying and failure to make adjustments. The tribunal found no fundamental breach of trust and confidence, and the claim failed.

Special educational needs and disability learning support assistant (10 months' service) v The Governing Body of Horndean Junior School

A tribunal dismissed all claims of race and religion discrimination brought by a learning support assistant against Horndean Junior School, finding her evidence unreliable and the school's grievance process thorough.

Bus driver (13 years' service) v London Central Bus Company Ltd

A bus driver with 13 years' service was fairly dismissed for gross misconduct after driving onto a pavement to overtake another bus. The tribunal rejected claims of race and religious discrimination.

Social worker (15 years' service) v Northern Care Alliance NHS Foundation Trust

A black social worker with 15 years' service lost her claims of race discrimination and constructive dismissal after an altercation with a white colleague. The tribunal found no evidence of stereotyping or unfair treatment.

Senior HR Manager - Employee Relations v National Highways Ltd

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

Care home manager (7 months' service) v Porthaven Care Homes No2 Ltd

A care home manager who claimed he was automatically unfairly dismissed for raising concerns about resident safety lost his case. The tribunal found the decision-maker did not know about the disclosures and dismissed him for genuine belief in gross misconduct.

Primary school teacher (2 years 6 months' service) v Diocese of Southwell and Nottingham Multi Academy Trust

A primary school teacher who exchanged personal messages with a vulnerable pupil via Class Dojo over the summer holidays was fairly dismissed. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Fraud consultant (4 years 10 months' service) v Lloyds Bank Plc

A fraud consultant with epilepsy lost his disability discrimination and constructive dismissal claims against Lloyds Bank because he filed them too late. The tribunal also found the claims lacked merit.

Graduate trainee accountant (11 years' service) v PricewaterhouseCoopers LLP

A graduate trainee accountant who resigned after being invited to a disciplinary meeting for unauthorised absence failed to prove constructive unfair dismissal. The tribunal found the employer's conduct did not breach trust and confidence.

Programme Manager (3 years' service) v JC Bamford Excavators Limited

A programme manager with dyslexia who resigned after an informal performance improvement plan and a partially upheld grievance has lost her constructive dismissal and disability discrimination claims.

Administrative Officer (Civil Service) v Ministry of Justice (HMCTS)

An Administrative Officer who resigned after just seven weeks with the Ministry of Justice lost her claims of constructive unfair dismissal and disability discrimination. The tribunal found her employer had acted reasonably throughout.

Former employee (31 years' service) v Wolseley UK Limited

A tribunal has ruled that Wolseley UK Limited fairly dismissed a long-serving employee by reason of redundancy, rejecting claims of age discrimination, harassment, and victimisation.

Staff nurse (Band 5, previously Band 6 secondment) v Lewisham and Greenwich NHS Trust

A tribunal has dismissed all claims brought by a Band 5 staff nurse against Lewisham and Greenwich NHS Trust, including constructive dismissal, whistleblowing detriment, and discrimination on grounds of race, age, and religion.

Post 16 Outreach Learning Mentor (14 months' service) v Achieving for Children Community Interest Company

A tribunal dismissed claims of disability discrimination and constructive unfair dismissal brought by a learning mentor with dyslexia and anxiety/depression, finding the employer acted reasonably throughout.

Consultant ophthalmologist (8 years' service) v University Hospitals of Morecambe Bay NHS Foundation Trust

An NHS consultant who stopped on-call duties and refused to engage with his clinical lead was fairly dismissed for a breakdown in trust and confidence, the tribunal has ruled.

Attendance Officer (10 years' service) v Wokingham Borough Council and LDBS Frays Academy Trust

A tribunal has ruled that an Attendance Officer with 10 years' service was fairly dismissed by Wokingham Borough Council and LDBS Frays Academy Trust following a redundancy selection process, rejecting claims of race discrimination and unfair dismissal.

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

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

Pre-assessment Nurse (14 months' service) v Royal Devon University Healthcare NHS Foundation Trust

A pre-assessment nurse who carried out paid Botox procedures while signed off sick was fairly dismissed for misconduct. The tribunal rejected her claims of disability discrimination and victimisation.

Production operative (1 year 9 months' service) v Bravo FB Limited (trading as Fox’s Biscuits)

A production operative who was dismissed while on sick leave for plantar fasciitis and depression lost her unfair dismissal claim because she had less than two years' service. All disability discrimination claims were also dismissed.

Former employee (11 years' service) v Motus Commercials Limited

A tribunal dismissed all claims from a former employee with 11 years' service and a clean disciplinary record, finding his misconduct dismissal fair and not discriminatory.

Electrical engineer (probationary employee, less than 3 months' service) v Integral UK Ltd

An electrical engineer dismissed during his probationary period for poor performance and a safety incident failed to prove race, age or disability discrimination. The tribunal upheld the employer's decision.

Teaching Assistant (2 years 7 months' service) v Calcot Services for Children Limited

A teaching assistant who pulled a young person's hood and took them to the floor in a ground hold was fairly dismissed for misconduct, the tribunal has ruled. The claim for race discrimination also failed.

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

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

Pharmacy Dispensary Technician (6 years' service) v JCL UK Limited

A pharmacy dispensary technician with fibromyalgia and other conditions lost her constructive unfair dismissal and disability discrimination claims after the tribunal found she did not share her adjustment passport with her new employer following a TUPE transfer.

Healthcare assistant (6 years' service) v University Hospitals Birmingham NHS Foundation Trust

A healthcare assistant who was dismissed for persistent short-term absences after her employer made reasonable adjustments has lost her unfair dismissal and disability discrimination claims. The tribunal found the NHS Trust acted fairly.

Assistant Branch Manager (28 years' service) v Howarth Timber and Building Supplies Limited

An employment tribunal has upheld the dismissal of an assistant branch manager with 28 years' service who was absent for 10 months with anxiety. The employer had offered multiple adjustments but the claimant insisted on a customer ban.

Operational Support Grade (OSG) at HMP Garth (2.5 years' service) v The Secretary of State for Justice

An Operational Support Grade at HMP Garth who resigned after alleging bullying and poor complaint handling lost her constructive unfair dismissal claim. The tribunal found the employer acted reasonably and the complaints were not formal grievances.

Support worker (6 months' service) v South Gloucestershire Council

A support worker with depression was dismissed after six months' sick leave. The tribunal upheld the dismissal, finding the council acted reasonably and proportionately.

Sales assistant (former nurse) v Irvings Butchers Limited

A former nurse turned sales assistant who was placed on furlough during the pandemic due to shielding advice has lost her disability and age discrimination claims against Irvings Butchers Limited.

Warehouse operative (6.5 years' service) v WM Morrisons Supermarket Ltd

A warehouse operative with 6.5 years' service was dismissed for capability after a year of sick leave for depression. The tribunal upheld the dismissal, finding the employer acted reasonably despite not waiting the 4-5 weeks suggested by occupational health.

Support worker (16 years' service) v Craegmoor Healthcare Company Limited

A support worker with a clean record was fairly dismissed for failing to document a resident's coffee burn, the Leeds Employment Tribunal has ruled. The tribunal rejected claims of race discrimination and victimisation linked to a 2015 claim.

Registered Nurse (dementia ward) v The Royal Star and Garter Homes

A tribunal dismissed all claims by a dementia ward nurse who resigned after suspension, finding no link between his protected disclosure and the employer's actions.

Solutions engineer (3 years 8 months' service) v Singletrack Systems Limited

A solutions engineer who resigned after a performance improvement plan and grievance process lost his constructive dismissal claim because he stayed in the job too long after the alleged breaches.

Assistant Practitioner (22 Jan 2019 – 17 Dec 2020) v Norfolk and Suffolk NHS Foundation Trust

A tribunal dismissed a former NHS assistant practitioner's racial harassment claims, finding the allegations were not supported by evidence and were brought too late. The claimant was ordered to pay £5,000 costs for unreasonable conduct.

Enquiry unit advisor (2 years' service) v Secretary of State for Business, Energy and Industrial Strategy

An enquiry unit advisor who sent threatening WhatsApp messages and emails to his line manager was fairly dismissed for gross misconduct. The tribunal rejected claims of disability discrimination.

Restaurant general manager (10 years' service) v Chicken Cabins Ltd

A restaurant general manager who resigned after a disciplinary process and alleged race discrimination has lost his claims of constructive dismissal and race discrimination at the Leeds Employment Tribunal.

Dental nurse v KDPG Limited

A dental nurse who resigned after securing another job failed to prove she was constructively dismissed or that her employer discriminated against her. All claims were dismissed.

NHS employee v Royal Devon University Healthcare NHS Foundation Trust

An NHS employee's unfair dismissal and discrimination claims were dismissed, but the tribunal refused the Trust's application for costs, finding she had a genuine belief in her case and did not act unreasonably.

Registered mental health nurse (2 years 9 months' service) v Cygnet NW Limited

A registered mental health nurse who alleged race discrimination and harassment by Cygnet NW Limited has had all his claims dismissed by the Sheffield Employment Tribunal.

Shift Team Leader (9 years' service) v Britvic Soft Drinks Limited

A shift team leader with 9 years' service resigned after being placed on a performance improvement plan, but the tribunal dismissed all claims, finding no breach of contract and serious credibility problems with his evidence.

Trainee solicitor (1 year 3 months' service) v Sterling Lawyers Limited

A trainee solicitor who sent 106 confidential client emails to her personal address was fairly dismissed for gross misconduct, the tribunal ruled. Her claims of whistleblowing and pregnancy discrimination were rejected.

Former employee v Cardiff & Vale University Local Health Board

An employee with a mental health disability lost all claims of unfair dismissal and discrimination after the tribunal found the health board's absence management process was reasonable.

Paramedic (22 years' service) v South Western Ambulance Service NHS Foundation Trust

A paramedic with 22 years' service lost his unfair dismissal and disability discrimination claims after the tribunal found his employer acted reasonably in dismissing him for ill-health when his own psychiatrist said he was permanently incapable of working.

Agency caretaker (13 days' service) v Future Academies

An agency caretaker who worked for only 13 days at Pimlico Academy lost his claims of direct and indirect discrimination over keys, phone use, and prayer breaks. The tribunal found no less favourable treatment.

Healthcare Consultant (6 years' service) v BUPA Insurance Services Ltd

A healthcare consultant with 6 years' service was fairly dismissed for gross misconduct following four customer complaints about his attitude. The tribunal also rejected his claims of race discrimination and victimisation.

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

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

Housing Officer (agency worker, 1 month service) v Central Bedfordshire Council

A housing officer who worked for Central Bedfordshire Council for just one month via an agency had her claims of whistleblowing detriment and harassment related to disability and transgender status dismissed by the Watford Employment Tribunal.

HR professional (many years' service) v Eurochange Ltd

An experienced HR professional's claims of constructive unfair dismissal and disability discrimination will proceed to a full hearing after the tribunal refused to strike them out, though deposit orders were made.

Customer service assistant (3 years 8 months' service) v Trenitalia C2C Limited

A customer service assistant who tried to strike a teenage customer with an open hand was fairly dismissed for gross misconduct, the tribunal ruled. His race discrimination claims against third-party security guards were also dismissed.

Assistant headteacher (12 years' service) v YY

An assistant headteacher with 12 years' service was fairly dismissed for gross misconduct after sending a sexual message to a child under duress from a coercive partner. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Former employee (25 years' service) v Advisory Conciliation and Arbitration Service

A former employee with 25 years' service lost his constructive dismissal claim against ACAS after resigning over parking arrangements following an office move. The tribunal found the employer had acted reasonably.

Night care assistant (3 years' service) v Runwood Homes Ltd

A night care assistant who was found asleep on three occasions was fairly dismissed for gross misconduct. The tribunal also rejected his claims of discrimination and whistleblowing detriment.

Regional Manager (care homes, probationary period) v Sanctuary Care Limited

A regional manager dismissed during her probationary period for capability reasons lost her claim that she was automatically unfairly dismissed for whistleblowing. The tribunal found her protected disclosure played no part in the decision.

Care home manager (3 years' service) v HC One Limited

A care home manager with lupus who resigned after the Covid vaccine mandate was introduced has lost her constructive unfair dismissal and disability discrimination claims. The tribunal found no breach of trust and confidence.

Procurement Director (9 years' service) v Northern Housing Consortium Ltd

A procurement director who resigned after raising concerns about commission on expired contracts has lost her tribunal claims for constructive unfair dismissal, whistleblowing detriment and disability discrimination.

Consultant Obstetrician and Gynaecologist (9 years' service) v West Hertfordshire Hospitals NHS Trust

An employment tribunal has dismissed all claims by a consultant obstetrician and gynaecologist who argued she was unfairly dismissed for whistleblowing and race discrimination, upholding the NHS trust's decision to dismiss her on capability grounds after a coroner found her account of a baby's death unreliable.

Pharmacy Manager (15 years' service) v Bestway Panacea Holdings Limited

A pharmacy manager who resigned after his employer reduced hours based on computer modelling has lost his constructive dismissal claim. The tribunal found no fundamental breach of contract.

Research Assistant (12 years' service) v Newcastle University

A research assistant with 12 years' service lost her claim for unfair dismissal, whistleblowing detriment and disability discrimination after the tribunal found her redundancy was genuinely due to loss of funding.

Client Account Manager (4 years' service) v NSL Limited

A Client Account Manager with 4 years' service was fairly dismissed for redundancy after refusing to attend selection interviews and declining an alternative role. The tribunal upheld the dismissal by a majority, finding the redundancy genuine and the process reasonable.

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

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

General Manager (17 years' service) v Bestway Wholesale Limited

A General Manager with 17 years' service was dismissed for gross misconduct after his IT account was used to raise fraudulent credit notes worth £32,000. The tribunal found the dismissal fair and rejected all other claims.

Call centre agent (10 months' service) v Salim Algunaidi

A call centre agent with learning difficulties failed to prove that his managers discriminated against him. The tribunal dismissed claims of failure to make reasonable adjustments and harassment.

Non-registered vaccinator (supplied by Bank Partners to UCLH) v Anonymous respondent

A tribunal dismissed claims of disability discrimination and harassment by a vaccinator with borderline personality disorder who was sent home from work due to concerns about her emotional stability and medication status.

Finance Manager (11 years' service) v Heritage Oil & Gas Limited

A finance manager who lived and worked in Uganda and Nigeria for over a decade failed to bring his unfair dismissal and discrimination claims in the UK. The tribunal ruled his employment lacked a sufficient connection to Great Britain.

Teacher of Welsh as a second language (17 years' service) v Vale of Glamorgan Council

A tribunal has upheld the dismissal of a Welsh teacher with 17 years' service after a lengthy capability procedure, finding that the employer made reasonable adjustments and acted fairly.

Driving examiner (14 years' service) v Driving & Vehicle Standards Agency

A driving examiner with 14 years' service was dismissed for taking photos of a colleague's personal data. The tribunal found the dismissal fair and rejected all claims of discrimination and whistleblowing detriment.

Kitchen porter/general assistant v Bartlett Mitchell Limited

A tribunal refused to order a claimant's representative to pay wasted costs, despite the claimant withdrawing all claims the day before the final hearing, because the respondent could not prove improper conduct.

Production operative (10 months' service) v GI Recruitment Limited

A production operative who reported sexual harassment but was later dismissed for gross misconduct after leaving work early without clocking out has lost her unfair dismissal claim. The tribunal found the employer acted reasonably.

Teaching Assistant (5 years' service) v Lancashire County Council

A teaching assistant with anxiety and depression failed to prove that a council's refusal to let his mother represent him at a disciplinary appeal was a failure to make reasonable adjustments. The tribunal dismissed the claim.

Security supervisor (22 years' service) v Bidvest Noonan (UK) Limited

A security supervisor with 22 years' service was fairly dismissed for a fundamental breakdown of trust and confidence after he repeatedly emailed senior management and a client threatened to cancel its contract. The tribunal upheld the employer's decision.

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

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

Delivery driver v Euro Car Parts Limited

A delivery driver with ADHD was dismissed for persistent lateness while on a final warning. The tribunal rejected her claims of unfair dismissal and disability discrimination, finding the employer acted reasonably.

Customer Support Officer (15 months' service) v Driver & Vehicle Licensing Agency

A Customer Support Officer with long COVID and diabetes was dismissed after 8 months' absence. The tribunal rejected his disability discrimination claims, finding the DVLA acted reasonably.

Finance Manager (7 years' service) v SSCP Spring Bidco Limited t/a Outcomes First Group Limited

An Employment Tribunal has dismissed all claims of maternity discrimination, harassment, victimisation and unfair dismissal brought by a Finance Manager who was made redundant shortly after returning from maternity leave.

Part-time band 4 endoscopy scheduler (9 years' service) v Medway NHS Foundation Trust

A part-time endoscopy scheduler with 9 years' service lost her constructive unfair dismissal claim after the tribunal found no fundamental breach of contract by Medway NHS Foundation Trust.

Personal Banker (8 years' service) v Santander UK Plc

An employment tribunal has dismissed a personal banker's claims of constructive unfair dismissal and disability discrimination against Santander UK Plc, finding that the final straw she relied on was innocuous and that earlier alleged breaches were not linked to her resignation.

Paramedic (27 years' service) v London Ambulance Service NHS Trust

A London Ambulance Service paramedic who was dismissed for bullying colleagues after failing a mask fit test has lost her unfair dismissal claim. The tribunal found the employer's investigation was thorough and the decision reasonable.

Pre-school practitioner v St Mark’s Pre-School

A pre-school practitioner who claimed she was dismissed for whistleblowing lost her case after the tribunal found her disclosures did not tend to show health or safety endangerment.

Contracts and Procurement Lawyer (agency worker) v London Borough of Waltham Forest

An agency Contracts and Procurement Lawyer lost her race discrimination, harassment and victimisation claims against the London Borough of Waltham Forest. The tribunal also ordered her to pay costs for pursuing claims with no reasonable prospect of success.

Process Controller / Vessel Controller (25 years' service) v The Felixstowe Dock and Railway Company

A process controller with 25 years' service had his harassment claim struck out as too old, and his unfair dismissal and disability discrimination claims dismissed after a full hearing. The tribunal found the dismissal was fair and any discrimination was justified.

HGV driver (Tramper) v RT Keedwell Group Ltd

An HGV driver with COPD who resigned after his employer refused to furlough him in November 2020 has lost his unfair dismissal and disability discrimination claims. The tribunal found the employer correctly interpreted the Coronavirus Job Retention Scheme rules.

Former employee v International Procurement and Logistics Ltd

A former employee who brought claims of unfair dismissal, disability discrimination and holiday pay arrears has been ordered to pay £4,490 in costs after failing to attend hearings and ignoring a Calderbank offer.

LSE Fellow (teaching role, 3 years' service) v The London School of Economics and Political Science

An LSE Fellow who alleged sexual harassment by a student and then never returned to work has lost his unfair dismissal, disability discrimination and victimisation claims. The tribunal found his allegations were dishonest and made in bad faith, and ordered him to pay the LSE's costs on an indemnity basis.

IT and Comms Manager (1 year 2 months' service) v The Charles Kalms, Henry Ronson Immanuel College

An IT manager with 14 months' service was fairly dismissed for gross negligence after a sophisticated cyber-attack. The tribunal rejected his unfair dismissal claim, finding the school's decision within the range of reasonable responses.

Firefighter (18 years' service) v Royal Berkshire Fire Authority (also known as Royal Berkshire Fire and Rescue Service)

An employment tribunal has ruled that Royal Berkshire Fire Authority fairly dismissed a firefighter who pleaded guilty to 12 firearms offences, rejecting claims of race and disability discrimination.

Wedding events manager (Mrs Brake) and Facilities and land manager (Mr Brake) v Axnoller Events Ltd (1), The Cheddington Court Estate Ltd (2), Dr Geoffrey Guy (3), Mr Russell Bowyer (4)

A married couple who worked as wedding events and facilities managers were fairly dismissed after a heated meeting where the husband shouted at the company owner. The tribunal rejected claims of unfair dismissal, disability discrimination, and whistleblowing detriment.

Law Enforcement Officer (4 years' service) v London Borough of Newham

A law enforcement officer with four years' service was fairly dismissed by redundancy and his claims of race and age discrimination, harassment, and victimisation were dismissed by the tribunal.

Security guard v Seal Security UK Ltd

A security guard who was dismissed after being found asleep during his shift at Bloomberg LLP has lost his claims for unfair dismissal and discrimination. The tribunal found the employer acted reasonably and the discrimination claims had no merit.

Former employee v Royal Mail Group Ltd

A former Royal Mail employee's unfair dismissal claim was dismissed after he and his union representative failed to attend the first hearing. The judgment was later revoked due to the rep's family bereavement, but the claim was ultimately rejected on its merits.

Former postal worker (OPG, 8 years' service) v Royal Mail Group Ltd

A former Royal Mail employee who was dismissed for gross misconduct claimed his application for a seasonal role was rejected because of his earlier discrimination complaints. The tribunal disagreed, finding the rejection was automatic and unrelated to any protected act.

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

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

Team Leader (16+ years' service) v ISS Facilities Services Ltd

A team leader with 16+ years' service was dismissed for gross misconduct after three colleagues saw an indecent video of child abuse on her phone. The employment tribunal upheld the dismissal as fair.

Former employee v GI Group Recruitment Ltd and BMW (UK) Manufacturing Ltd

A former agency worker's claims of disability discrimination against GI Group Recruitment Ltd and BMW (UK) Manufacturing Ltd were dismissed after the tribunal found he was not an employee and his complaints were not well founded.

Senior Lecturer (14 years' service) v University of the Arts London

A senior lecturer with 14 years' service was fairly dismissed for gross misconduct after developing a romantic relationship with a student. The tribunal rejected his claims of unfair dismissal and race discrimination.

Lead learning support assistant (11 years' service) v The Windsor Forest Colleges Group

A tribunal struck out a constructive dismissal claim presented five months after resignation and ordered the claimant to pay £1,013.48 in costs. The earlier age discrimination claim survived a strike-out application.

Digital Delivery Manager v Institute of Physics

A Digital Delivery Manager with multiple sclerosis was fairly dismissed for redundancy, the tribunal ruled, finding a genuine redundancy situation and fair process despite disability discrimination claims.

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

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

Head Butler & Valet (6 years' service) v Shenton Properties Ltd

A head butler with six years' service lost his unfair dismissal and disability discrimination claims after a tribunal found his redundancy was genuine and fairly handled.

Property Maintenance Manager (2 years' service) v Melin Homes Ltd

A property maintenance manager who was dismissed after less than two years' service following bullying complaints has lost his claims of unfair dismissal, age discrimination and trade union detriment. The tribunal found the dismissal was fair and not motivated by age.

Sales Progressor (2 years 7 months' service) v Paradigm Housing Group Limited

A tribunal has rejected claims of unfair dismissal, pregnancy discrimination and sex discrimination brought by a Sales Progressor who was dismissed after a performance improvement plan that began shortly after her miscarriage.

Customer Service Adviser (4 years' service) v BSH Home Appliances Limited

A customer service adviser with functional neurological disorder lost his unfair dismissal and disability discrimination claims. The tribunal found the employer's process was fair and the dismissal justified.

Client care associate (6 years' service) v Shred-it Ltd

A client care associate with six years' service was dismissed for aggressive behaviour and unauthorised absences while on a final written warning. The tribunal upheld the dismissal, finding the employer acted reasonably.

Business Development Manager (3 years' service) v Siemens Healthcare Ltd

A Business Development Manager who resigned claiming constructive dismissal due to race discrimination lost his case. The tribunal found Siemens Healthcare Ltd had genuine, evidence-based performance concerns and had not breached the implied term of trust and confidence.

Smart Meter Installer (11 months' service) v Morrison Data Services Limited

A smart meter installer with chronic migraines was dismissed after three months' absence. The tribunal found he was disabled but that the employer acted reasonably and did not discriminate.

Health Visitor (39 years' service) v Cwm Taf Morgannwg University Local Health Board

A health visitor who resigned after delays in occupational health referrals, expenses, and grievance handling has lost her constructive unfair dismissal claim. The tribunal found the employer's failings did not amount to a fundamental breach of contract.

Food Technology Technician (12 years' service) v South West Essex Community Education Trust Limited

A Food Technology Technician with 12 years' service was fairly dismissed for capability after a long-term sickness absence, the tribunal ruled, finding the employer had properly considered redeployment and made reasonable adjustments.

Shift manager (4 years 9 months' service) v One Stop Stores Limited

A shift manager who gave ice cream to a school and charity without approval was fairly dismissed for gross misconduct. The tribunal rejected his claims of unfair dismissal and race discrimination.

Pharmacy Assistant (12 years' service) v Bestway Panacea Holdings Limited

A tribunal rejected claims of constructive unfair dismissal and race discrimination brought by a pharmacy assistant after her annual leave requests were refused and her grievance was not upheld.

Deputy General Manager - Operations (12 years' service) v Artionis (UK) Ltd

A deputy general manager with 12 years' service failed to prove constructive dismissal after her employer changed her role while she was on maternity leave. The tribunal found the employer's actions were reasonable and most claims were brought too late.

Police officer (18 months' service) v British Transport Police Authority

A police officer with PTSD who was dismissed after a domestic violence allegation has lost his disability and sex discrimination claims. The tribunal found the misconduct panel's decision was not influenced by his disability.

Forensic Custody Healthcare Professional (2 years' service) v Mountain Healthcare Limited

A tribunal has upheld the dismissal of a forensic custody nurse who could not kneel to perform CPR due to bilateral knee replacements. The employer was found to have acted within the range of reasonable responses.

Former employee v John Lewis plc

A former employee of John Lewis plc who was dismissed for unauthorised absence and failure to follow reporting procedures has lost her unfair dismissal and race discrimination claims. The tribunal also ordered her to pay £13,250 in costs.

Firefighter (8 years' service) v London Fire Commissioner

A firefighter with 8 years' service lost his claims of victimisation, harassment, constructive dismissal and direct discrimination against the London Fire Commissioner. The tribunal found no unlawful treatment and dismissed the direct discrimination claim as out of time.

Security Operations Manager (14 years' service) v Mitie Limited

A Security Operations Manager with 14 years' service was fairly dismissed after taking two bicycles from lost property without permission. The tribunal rejected his claims of unfair dismissal and race discrimination.

Assistant team manager and duty manager (8 years' service) v John Lewis Plc

An assistant team manager with eight years' service was fairly dismissed after CCTV showed him pushing, grabbing and kicking members of the public. The tribunal rejected his claims of disability discrimination and unfair dismissal.

Nurse (care home) v Alliance Care (Dales Homes) Limited

A care home nurse who claimed race discrimination after receiving a final written warning for a fire safety breach has had his claim dismissed. The tribunal found no less favourable treatment compared to other staff.

Store Manager (3 years' service) v EE Limited

A store manager who took unauthorised holiday during an iPhone launch embargo was fairly dismissed, the tribunal ruled, rejecting his claims of unfair dismissal and disability discrimination based on dyslexia.

Support worker (2.5 months' service) v Accomplish Group Limited

A support worker with 2.5 months' service was fairly dismissed for gross misconduct after swearing at a person they supported. The tribunal rejected claims of disability discrimination because the employer did not know of his undiagnosed ADHD.

Former employee v Spicehaart Group Services Limited

A tribunal has dismissed a company's application for a costs order and a wasted costs order against a former employee and her solicitor, finding that the claim was adequately particularised and that neither party acted unreasonably.

Occupational Therapy Assistant (Band 3, 3 years' service) v University Hospitals Sussex NHS Foundation Trust

An occupational therapy assistant who missed a promotion opportunity while on sick leave because she did not check her work email has lost her constructive dismissal claim. The tribunal ruled the oversight was unintentional.

Production line worker (12 years' service) v Jaguar Land Rover Limited

A production line worker with 12 years' service failed to prove that Jaguar Land Rover victimised him by managing his sickness absence after he brought a sex discrimination claim. The tribunal found the employer's actions were not because of the protected act.

Healthcare assistant (probationary period) v Kent and Medway NHS and Social Care Partnership Trust

A healthcare assistant who was dismissed during his probationary period for sickness absence and conduct issues has lost his claims of sex and disability discrimination against Kent and Medway NHS and Social Care Partnership Trust. The tribunal found no unlawful discrimination, failure to make reasonable adjustments, or victimisation.

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

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

Export clerk (4 years 8 months' service) v UPS SCS UK Limited

A tribunal has upheld the dismissal of an export clerk who repeatedly failed to work his contractual hours, finding the employer's decision was within the range of reasonable responses.

Maths teacher and KS5 coordinator (2 years' service) v Middlesex Learning Partnership

A maths teacher with less than two years' service was dismissed for gross misconduct. The employment tribunal dismissed his unfair dismissal claim for lack of jurisdiction and found no race discrimination.

Cleaner (2 years' service) v Atalian Servest Limited

A cleaner who resigned after alleging bullying and harassment by her supervisor has lost her claims for constructive unfair dismissal, race discrimination, and harassment. The tribunal found the incidents were routine workplace disputes, not discrimination.

Window fitter (12 years' service) v Car Giant Ltd

Three window fitters lost their jobs during the pandemic but failed to prove unfair dismissal or race discrimination. The tribunal found Car Giant's redundancy process was fair.

Weekend Support Worker (2 years' service) v Our Place Schools Ltd

A tribunal has upheld the dismissal of a Weekend Support Worker who was absent for nearly two years and failed to engage with welfare meetings or provide medical evidence. The employer, Our Place Schools Ltd, was found to have acted reasonably.

Business Development Coordinator (18 months' service) v Garic Ltd

A Business Development Coordinator who resigned after raising GDPR concerns about cold calling lost his claims for whistleblowing detriment and constructive unfair dismissal. The tribunal found no breach of contract or protected disclosure before his resignation.

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

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

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

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

Senior Nurse Practitioner (nearly 10 years' service) v West London NHS Trust

A senior nurse with nearly 10 years' service claimed disability discrimination for generalised anxiety disorder, but the tribunal found he was not disabled under the Equality Act 2010 due to lack of medical diagnosis and limited impact on daily activities.

Rehabilitation Assistant (28 years' service) v Central London Community Healthcare NHS Trust

An employment tribunal has ruled that Central London Community Healthcare NHS Trust fairly dismissed a rehabilitation assistant with 28 years' service after prolonged sickness absence, rejecting claims of unfair dismissal and disability discrimination.

Human Resources Business Partner v Romac Logistics Limited

A tribunal has refused an employer's attempt to strike out claims of disability discrimination and victimisation brought by an autistic HR Business Partner who was dismissed after raising concerns about missing right-to-work documents.

Credit Analyst (2 years' service) v Lawson (Whetstone) Limited

A tribunal refused to strike out a credit analyst's claims of constructive unfair dismissal and religion-based discrimination, finding the claims had reasonable prospects despite missing details.

Agency worker (Housing Officer, temporary cover) v Notting Hill Genesis

An agency worker who was dismissed after taking three days off without permission to care for his son has lost his claims of race and sex discrimination against Notting Hill Genesis.

Bank admin and clerical worker (2 years' service) v University Hospitals Birmingham NHS Foundation Trust

A Birmingham Employment Tribunal dismissed all claims of race discrimination and unfair dismissal brought by a former bank admin worker against University Hospitals Birmingham NHS Foundation Trust, finding her allegations of a racist conspiracy involving over 30 people to be without evidence.

Import coordinator (2 years 11 months' service) v International Forest Products (UK) Limited

An import coordinator who repeatedly stated she could not return to work after maternity and parental leave was fairly dismissed for some other substantial reason. The tribunal rejected her claims of unfair dismissal and discrimination.

Residential support worker (nearly 5 years' service) v Evolve Child Care Ltd

A residential support worker who resigned after a co-worker's Alzheimer's joke was not constructively dismissed, the tribunal has ruled. The claim for harassment related to age also failed.

General Operative (5 years' service) v Amalga Ltd

A general operative who flew to Slovakia while on furlough was fairly dismissed for gross misconduct, the tribunal has ruled.

Stock Technician (6 years' service) v Stanmore Implants Worldwide Limited

A stock technician with six years' service was fairly dismissed for gross misconduct after an unauthorised absence. The tribunal rejected claims of unfair dismissal, age discrimination, and harassment.

Street Scene Worker (3 years 10 months' service) v Halton Borough Council

A Street Scene Worker with disabilities resigned after his employer required a GP fitness letter to return from shielding. The tribunal rejected his constructive unfair dismissal and disability discrimination claims.

Train driver (10 years' service) v Arriva Rail London Limited

An employment tribunal has ruled that Arriva Rail London fairly dismissed a train driver of 10 years who tested positive for cannabis metabolites in a random drug test, rejecting his defence that the result was caused by CBD oil.

Senior Practitioner in Adult Social Care (27 years' service) v Birmingham City Council

Birmingham City Council fairly dismissed a Senior Practitioner with 27 years' service after a 9-month sickness absence for bereavement stress. The tribunal rejected claims of unfair dismissal and disability discrimination.

Support worker (10 months' service) v Stori Wales (formerly Hafan Cymru)

A support worker who resigned after reporting a jammed door lock and a blocked fire exit has lost her claim for constructive unfair dismissal. The tribunal found no serious or imminent danger.

Senior academic (highly qualified, working in a senior position) v QAHE Ltd

A highly qualified academic who failed to provide a supplemental impact statement as ordered by the tribunal has been ordered to pay £1,000 in costs. The tribunal found his conduct unreasonable and that it caused a hearing to be postponed.

Former employee v Xace Limited

A former employee forgot about an occupational health report and disclosed it late. The employer's application for £12,166 in costs was refused by the tribunal.

Associate Specialist Cardio-Thoracic surgeon (12 years' service) v Cardiff and Vale University Local Health Board

A Cardiff tribunal dismissed claims of unfair dismissal and disability discrimination by a surgeon who accessed his ex-wife's medical records without consent over 13 years. The tribunal found he resigned voluntarily and the employer's disciplinary process was fair.

Workshop Planning Co-ordinator (17 years' service) v Jaguar Land Rover Ltd

A workshop planning co-ordinator with 17 years' service failed to prove his redundancy selection was unfair or discriminatory. The tribunal found Jaguar Land Rover's process was reasonable.

Spray operator (10 years' service) v AF Machinery Limited

A spray operator who claimed constructive unfair dismissal and disability discrimination lost all claims at tribunal, which found he resigned to retire to Wales rather than because of any breach by his employer.

Head of PE Faculty (7 years' service) v Kings Monkton School Limited

A tribunal has upheld the dismissal of a Head of PE who authorised the use of another pupil's inhaler for a child with severe allergies during an off-site lesson. All disability discrimination claims also failed.

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

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

Team Leader (1 month's service) v Lifeways Community Care Limited

A team leader who resigned after just one month in post lost his claims of constructive dismissal and race discrimination after the tribunal found he had not made a protected disclosure to the CQC.

Factory manager (3 years' service) v Laporte Industries UK Limited

A tribunal ruled that a meeting between a factory manager and Laporte Industries UK Limited was a genuine without-prejudice negotiation, making it inadmissible in his unfair dismissal claim.

Customer concierge (9 years' service) v Heathrow Express Operating Company Limited

A customer concierge with nine years' service who was made redundant after refusing a new role has lost his claims for unfair dismissal, age discrimination, and equal pay. The tribunal found the redundancy process was fair.

Health Care Support Worker (4 years' service) v Avon and Wiltshire Mental Health Partnership NHS Trust

A Health Care Support Worker with four years' service was fairly dismissed for failing to treat a service user with dignity, the tribunal ruled, rejecting claims of whistleblowing detriment and race discrimination.

Former employee v Mr Marcel Hengst, Nova Status B.V., GOT Technologies (UK) Ltd

The tribunal rejected an employer's bid to overturn a costs order, finding their conduct was unreasonable. A separate claim for extra costs over the reconsideration was also dismissed.

Property Manager (14 years' service) v Southern Housing

A property manager with 14 years' service lost her claims of race discrimination, harassment, victimisation and constructive unfair dismissal against Southern Housing. The tribunal found no evidence of unlawful treatment.

Target Support Worker for BME families (9 months' service) v Home-Start Birmingham North West

A target support worker who alleged race discrimination after being suspended for missed safeguarding concerns lost her claims. The tribunal found the employer's actions were not because of race.

Relay recovery driver (13 years' service) v Manchetts (Holdings) Ltd

A relay recovery driver with 13 years' service who resigned after being sent on an overloaded job lost his claims for constructive dismissal and disability discrimination. The tribunal found no fundamental breach of contract or failure to make reasonable adjustments.

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

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

Nursery nurse (2 years 10 months' service) v Foster Park Primary School

A nursery nurse who resigned after receiving a final written warning for refusing to self-isolate despite being advised to do so has lost her constructive unfair dismissal and disability discrimination claims.

Community support worker (3 years' service) v London Borough of Brent

A Rastafarian community support worker who refused a PCR test due to his religious beliefs was fairly dismissed for prolonged absence, the Watford Employment Tribunal has ruled.

HGV driver (4 years' service) v Lindab Limited

An HGV driver who used a company fuel card for his personal vehicle and falsified time sheets was fairly dismissed. The tribunal rejected his claims of race discrimination and unfair dismissal.

Warehouse operative (16 months' service) v GXO Logistics UK Limited

A warehouse operative who resigned after a disciplinary process over a battery fire failed to prove race discrimination, despite the tribunal finding administrative incompetence by the employer.

Frames Department Manager (5 years' service) v Scrivens Opticians and Hearing Care Ltd

A Frames Department Manager who resigned after a new Product Manager role was created lost her constructive unfair dismissal claim. The tribunal found the employer's actions were not a fundamental breach of contract.

Road marking linesmen v WJ Roadmarkings North Ltd

Two road marking linesmen were fairly dismissed after GPS tracking showed they used a company vehicle to do private work during paid hours. The tribunal found the employer's investigation and decision were reasonable.

Production operative v Jaguar Land Rover Limited

A production operative dismissed for gross misconduct after an NHS COVID-19 app self-isolation alert was found to be fairly dismissed. The tribunal ruled the employer's investigation and belief in fraud were reasonable.

Senior health care assistant (3 years' service) v Signature Senior Lifestyle Operations Limited

A senior care assistant who shouted at a resident and called her 'stupid', inadvertently recorded on a voicemail, was fairly dismissed for gross misconduct. The tribunal rejected her unfair dismissal claim.

Health Care Assistant (7 years' service) v Guy’s & St Thomas NHS Foundation Trust

A healthcare assistant with 7 years' service was dismissed after 20 months' sick leave due to a work-related arm and neck injury. The tribunal found the NHS trust's decision was proportionate, balancing patient safety and staffing needs.

Service Engineer (9 years' service) v AMC XL Ltd

An employment tribunal dismissed a service engineer's claim for constructive unfair dismissal and disability discrimination after he resigned over a PPE dispute and a drug test he failed to complete.

Procurement Support Manager v Thames Valley Housing Association Ltd and Metropolitan Housing Trust Ltd

A Procurement Support Manager dismissed during his probation period lost his claims of race discrimination and failure to make reasonable adjustments. The tribunal found no evidence that his Russian ethnic origin or undisclosed HIV status played any part in the decision.

Personal Relationship Manager (9 years' service) v Lloyds Bank plc

A Personal Relationship Manager with nine years' service was fairly dismissed for deliberately coughing towards a colleague during the pandemic, breaching lone-working rules and lying to his manager. The tribunal rejected all claims of unfair dismissal and disability discrimination.

Personal support worker (3 years' service) v Mr A Shakespeare

A personal support worker who was dismissed after 18 months' absence due to bowel cancer and a hernia has lost her unfair dismissal claim. The tribunal found the dismissal was fair, and even if the procedure had been flawed, she would have been dismissed anyway.

Business Coordinator (NHS, 3 years' service) v Bedfordshire Hospitals NHS Foundation Trust

A tribunal rejected claims of unfair dismissal and race discrimination by a Business Coordinator who refused a restructured role and went on sick leave. The dismissal for 'some other substantial reason' was fair.

UNISON branch secretary (full-time release since 1998) v Kirklees Council

A UNISON branch secretary with 49 years' service was fairly dismissed for gross misconduct after two complaints of bullying and threatening behaviour. The tribunal rejected his claim that he was targeted for trade union activities.

High value packer (1 year 5 months' service) v Jewellery Quarter Bullion Limited

A high value packer who raised concerns about a colleague's mental health was dismissed for performance issues. The tribunal found the protected disclosure was not the principal reason for dismissal, and the claim was dismissed.

Senior care assistant (18 years' service) v Ascot Care Ltd

A senior care assistant with 18 years' service was fairly dismissed after refusing to complete the government's self-certification form for a medical exemption from Covid-19 vaccination. The tribunal rejected her claims of unfair dismissal and philosophical belief discrimination.

Part-time Line Driver (4 years' service) v Manheim Limited

An employment tribunal dismissed all discrimination claims brought by a part-time Line Driver with 4 years' service against Manheim Limited, finding they were brought too late and lacked merit. The unfair dismissal claim was withdrawn.

Cleaner v Bidvest Noonan (UK) Limited

A cleaner who received a final written warning but was not dismissed brought an unfair dismissal claim 65 days out of time. The tribunal found no dismissal occurred and refused to extend the deadline.

Customer Assistant (8 years' service) v Sainsbury's Supermarkets Limited

A customer assistant with eight years' service who asked to be dismissed on capability grounds lost her unfair dismissal claim. The tribunal found Sainsbury's acted reasonably.

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

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

Customer Advisor (72 years old, 5 years' service) v B & Q Limited

A 72-year-old B&Q employee resigned after receiving his rota on the same day he was due to work. The tribunal dismissed his claims of constructive unfair dismissal, age discrimination, and victimisation.

Food Service Coach (3 years 8 months' service) v Activate Learning

A food service coach who resigned citing racist comments and harassment lost her constructive dismissal and discrimination claims after the tribunal found she had affirmed her contract by continuing to work for 20 months.

Support worker (15-16 years' service) v Future Directions CIC

A support worker who resigned after raising COVID-19 PPE concerns lost her constructive dismissal and whistleblowing claims. The tribunal found no breach of trust and confidence.

Referrals Coordinator (6 years' service) v Moorfields Eye Hospital NHS Foundation Trust

A referrals coordinator resigned claiming constructive unfair dismissal and race discrimination, but the tribunal found no evidence that management style, appraisal grading, or grievance handling were linked to race.

Paramedic (29 years' service) v North East Ambulance Service NHS Foundation Trust

A paramedic with nearly three decades of service was fairly dismissed on capability grounds after a thorough absence management process, the tribunal has ruled. All claims of unfair dismissal and disability discrimination were dismissed.

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

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

Audit Assistant Manager (2 years' service) v Grant Thornton Business Services

An Audit Assistant Manager with 2 years' service who resigned after being placed on a performance improvement plan has lost his claims of constructive unfair dismissal, race discrimination and whistleblowing detriment. The tribunal found the employer had reasonable cause for its actions.

Dental receptionist (7 years 5 months' service) v Oasis Dental Care Limited

A dental receptionist with over seven years' service was fairly dismissed after a lengthy performance improvement process. The tribunal found the employer acted reasonably.

Non-practising solicitor v Solicitors Regulation Authority Limited

A non-practising solicitor failed to prove disability and had his discrimination and victimisation claims against the Solicitors Regulation Authority dismissed after the tribunal found it lacked jurisdiction over most allegations.

Warehouse operative (9 years' service) v Fibreline Ltd

A Leeds tribunal dismissed claims of unfair dismissal and disability discrimination brought by a warehouse operative with chronic back pain, finding that the employer's consultation and medical evidence were reasonable.

Customer service advisor (7 years' service) v Dermalogica UK Limited

A customer service advisor with 7 years' service was fairly dismissed for posting critical comments about her employer on Facebook during the first COVID-19 lockdown. The tribunal found the employer's decision fell within the range of reasonable responses.

Managing Director (8 years' service) v Summit Chairs Limited

A tribunal has dismissed claims of unfair dismissal and disability discrimination brought by a managing director with 8 years' service who was made redundant during the COVID-19 pandemic. No compensation was awarded.

Sales and Reservations Agent (4 years' service) v Turkish Airlines

A sales agent who photographed a colleague's email and sent it to her husband was fairly dismissed for gross misconduct, the Reading Employment Tribunal has ruled.

Part 1 Architectural Assistant (4 years' service) v Perpetua in Perpetuum Ltd

A Part 1 Architectural Assistant who resigned after securing a promotion and a new job failed to prove constructive unfair dismissal or race discrimination. The tribunal found no breach of trust and confidence or less favourable treatment.

Car park enforcement officer (5 years' service) v Salisbury NHS Foundation Trust

An employment tribunal has upheld the dismissal of a car park enforcement officer who had been absent for 1,163 days out of 1,992 due to bipolar disorder, finding the NHS trust acted reasonably.

Call handler (14 months' service) v C M Community Care Services Limited

A call handler who resigned after being asked to leave the office during a heated argument lost her claims of constructive dismissal and race discrimination. The tribunal found no dismissal or discrimination.

Community Phlebotomist (11 years' service) v St Helens and Knowsley Teaching Hospitals NHS Trust

An employment tribunal has ruled that St Helens and Knowsley Teaching Hospitals NHS Trust fairly dismissed a community phlebotomist with 11 years' service due to her poor attendance record. No compensation was awarded.

Lecturer in Physiotherapy (probationary period) v Cardiff University

A physiotherapy lecturer who was dismissed during her probationary period for failing a Performance Improvement Plan has lost her claims of unfair dismissal, discrimination, and victimisation against Cardiff University.

Line operator (4 years 8 months' service) v Nestle UK Limited

A line operator with 4 years 8 months' service who resigned after being told a transfer to Halifax could not be guaranteed within 3-4 weeks has lost her constructive unfair dismissal claim against Nestle UK Limited.

Senior driver (18 years' service) v The Embassy of the United Arab Emirates

An employment tribunal dismissed claims of unfair dismissal and racial harassment from two former employees of the UAE Embassy, finding that their discrimination complaints were brought too late and that a redundancy selection based on performance was not tainted by race.

Senior Sales Ledger Clerk (44 years' service) v Future Publishing Limited

A senior sales ledger clerk who resigned after 44 years, then claimed constructive dismissal due to workload, lost her case. The tribunal found she had already decided to retire and the workload did not drive her resignation.

Branch manager (6 years' service) v Sequence (UK) Limited

A branch manager who resigned claiming constructive dismissal and race discrimination has had all his claims dismissed by an employment tribunal, which also ordered him to repay £17,727.86 in overpaid commission.

Collection and Delivery Driver (3 years' service) v DPD Group UK Limited

A collection and delivery driver with an umbilical hernia and muscle condition was fairly dismissed on capability grounds after his employer exhausted temporary adjustments. The tribunal found DPD Group UK Limited acted reasonably.

Postal worker (2 years' service) v Angard Staffing Solutions Ltd and Royal Mail Group Ltd

A postal worker with multiple sclerosis who swore at a colleague after being asked about his blue badge was fairly dismissed for abusive conduct, the tribunal ruled.

Border Force Officer (3 years' service) v Home Office (Border Force (UK))

A Border Force officer with three years' service was fairly dismissed after shouting at managers while under a live final written warning. The tribunal rejected her claims of unfair dismissal and discrimination.

Funeral service operative (5 years' service) v R Banks & Son Funerals Limited

A funeral service operative with ulcerative colitis lost his constructive unfair dismissal and disability discrimination claims after the tribunal found no fundamental breach of contract or discrimination.

Service colleague (15 years' service) v Asda Stores Ltd

A service colleague with 15 years' service was fairly dismissed for gross misconduct after making unsubstantiated race discrimination allegations. The tribunal rejected claims of automatic unfair dismissal and victimisation.

TSU Admin Assistant Support Worker (4 years' service) v University of the West of England

An employment tribunal has dismissed all claims brought by a support worker against the University of the West of England, finding that his dismissal following the expiry of a fixed-term contract and an irretrievable breakdown in the working relationship was fair.

Former employee (fixed-term contract worker) v University of the West of England

A former fixed-term contract worker lost his whistleblowing detriment claim after presenting it nearly a year late. The tribunal also dismissed all other claims of unfair dismissal and discrimination.

Support worker (fixed-term contracts) v University of the West of England

A support worker who claimed his dismissal was automatically unfair for whistleblowing lost his case after the tribunal found no link between his disclosures and the end of his fixed-term contract.

Nursery Nurse (3 years 10 months' service) v R Ltd

A nursery nurse who was dismissed for breaching confidentiality after discussing a colleague's disciplinary hearing has lost her unfair dismissal claim. The tribunal also rejected her sexual harassment and victimisation claims.

Inventory Operative (5 years' service) v Alloga UK Limited

An inventory operative with five years' service who resigned after a dispute over face masks and a grievance about disability discrimination has lost her constructive dismissal and disability discrimination claims.

Former employee (Border Force officer) v Secretary of State for The Home Department (Border Force)

A former Border Force officer who failed to disclose a previous gross misconduct dismissal on his application was fairly dismissed. The tribunal found the employer's investigation and decision were within the band of reasonable responses.

Driver (delivery driver for online grocery orders) v Tesco Stores Limited

A delivery driver who had carpal tunnel syndrome surgery and returned to work without sickness absence was found not to be disabled. The tribunal dismissed her unfair dismissal and disability discrimination claims.

Senior Employment Consultant (former trade union representative and HR adviser) v Peninsula Business Services Limited

A tribunal dismissed a senior employment consultant's claims that his employer failed to make reasonable adjustments for his dyslexia, and upheld a £430.16 deduction from his final pay for training costs.

Store manager (4 years' service) v Lidl GB

A store manager with diabetes who resigned after a disciplinary investigation failed to prove constructive dismissal or disability discrimination. The tribunal found Lidl had made reasonable adjustments and had not harassed him.

Former employee v Staffline Recruitment Limited

A former employee's claim for constructive unfair dismissal against Staffline Recruitment Limited was rejected after the tribunal found he had not actually resigned.

Former employee v Department for Work and Pensions

A former employee's claims of disability discrimination and unfair dismissal against the Department for Work and Pensions have been dismissed by the Manchester Employment Tribunal.

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

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

Senior Staff Nurse (20 years' service) v St George's Hospitals NHS Foundation Trust

A senior staff nurse with 20 years' service was fairly dismissed after a head injury left him unable to return to work. The tribunal rejected his claims of unfair dismissal and disability discrimination.

Warehouse Manager (5 years' service) v Korea Foods Company Ltd

A warehouse manager who resigned after Korean employees who walked out were rehired without his knowledge lost his claims for constructive unfair dismissal and race discrimination. The tribunal found the employer's actions were within its managerial prerogative.

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

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

Executive Development Consultant (3 years' service) v The Employers Network for Equality and Inclusion

An Executive Development Consultant with multiple sclerosis lost her unfair dismissal and discrimination claims after the tribunal found the redundancy was genuine and fairly handled.

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

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

Driver (prison service) v Secretary of State for Justice

A prison service driver who claimed he was deterred from raising a grievance and then dismissed due to his depression has lost his disability discrimination claim. The tribunal found no evidence of discrimination.

IVA drafter (9 months' service) v Finance4me Limited (dissolved)

An IVA drafter with CFS/ME lost her disability discrimination claim after the tribunal ruled she did not have a disability under the Equality Act. No compensation was awarded.

Senior Campaigner (16 years' service) v Amnesty International Limited

A long-serving Amnesty International campaigner who refused to return to work unless the organisation reversed its decision to reinstate Alexei Navalny's prisoner-of-conscience status has lost her unfair dismissal claim.

Former employee (3 years' service) v Altran UK Ltd

A former employee's unfair dismissal and discrimination claim survives a strike-out bid, with the tribunal ruling that a fair trial remains possible despite abusive correspondence and procedural delays.

Former employee v J D Wetherspoon plc

A former employee's unfair dismissal claim against J D Wetherspoon plc was dismissed after a full hearing, despite a tribunal error that nearly struck out the case earlier. The deposit order was refunded to the employer.

Education Coordinator (2 years' service) v Workers Educational Association Ltd

An education coordinator who resigned claiming constructive dismissal lost her case after the tribunal found she had affirmed the employer's breach by continuing to work for more than a year.

Traffic Engineer (5 years' service) v London Borough of Brent

A traffic engineer with PTSD and chronic pain was fairly dismissed for capability after years of sickness absence and negligible work output, the Watford tribunal has ruled.

Assistant Store Manager (5 years' service) v Hugo Boss UK Limited

An assistant store manager who resigned claiming constructive dismissal and race discrimination has lost his case. The tribunal found no breach of trust and confidence and no evidence of discrimination.

Production operative (6 years' service) v Faccenda Foods Limited

A production operative with six years' service was fairly dismissed on capability grounds after nine months' absence due to foot pain. The tribunal rejected claims of unfair dismissal and disability discrimination.

Transport Director (20 years' service) v Kammac Limited

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

Business Analyst / Product Owner (4 years' service) v Bud Systems Limited

A tribunal has ruled that Bud Systems Limited fairly dismissed a business analyst who had been on sick leave for 16 months with anxiety and depression. All discrimination claims also failed.

Creative Manager (10 years' service) v University of Nottingham

A Creative Manager with 10 years' service was fairly dismissed for redundancy, the tribunal ruled, rejecting claims that the process was discriminatory or procedurally unfair.

Consultant Radiologist (2 years 9 months' service) v North West Anglia NHS Foundation Trust

A consultant radiologist who suffered migraines and exhaustion due to overwork and caring responsibilities was found not to be disabled under the Equality Act 2010. The tribunal ruled that his conditions were a normal reaction to his lifestyle, not an impairment with substantial adverse effects.

Customer advisor (5 years' service) v B&Q Ltd

A customer advisor with depression was dismissed for gross misconduct after a series of incidents with colleagues. The tribunal ruled the dismissal was fair and not discriminatory.

Visual Merchandising Team Manager (26 years' service) v Marks & Spencer plc

A Visual Merchandising Team Manager with 26 years' service was dismissed after over six months' absence. The tribunal rejected her claims of unfair dismissal and disability discrimination.

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

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

Dot Com driver (Tesco) v Tesco Stores Limited

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

Former employee v Mrs Patricia Bowey

A tribunal granted an extension for a late response from an employer with no legal experience who was ill, accepting the ET3 one working day late due to a communication error by her daughter.

Store manager (Vodafone franchise) v Kotak Communications Limited

A store manager who was off sick for over a year was fairly dismissed on capability grounds, the tribunal ruled, rejecting claims of disability discrimination and unfair dismissal.

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

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

Housing Solutions Assistant / Independent Living Prevention and Local Welfare Provision Officer (3 years 7 months' service) v Central Bedfordshire Council

A Housing Solutions Assistant with PTSD was fairly dismissed after a lengthy sickness absence when he refused all redeployment options, the tribunal has ruled.

Enablement Assistant (13 years' service) v City of Bradford Metropolitan District Council

A tribunal has dismissed claims of constructive unfair dismissal and disability discrimination brought by an enablement assistant with 13 years' service after her employer refused her request for reduced weekend-only hours.

Charity shop manager (9 months' service) v Parity for Disability

A charity shop manager who resigned after her probation was extended lost her unfair dismissal claim. The tribunal found no link between her protected disclosures and the employer's actions.

Former employee v Sullivan Bus and Coach Limited

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

Trainee pharmacy adviser v Boots Management Services Limited

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

Quality Improvement Manager (probationary employee) v BPP University Ltd

A Quality Improvement Manager dismissed while on probation after her miscarriage lost her unfair dismissal and discrimination claims. The tribunal found the decision was based on genuine performance concerns and a breakdown in working relationships, not pregnancy.

Booking Coordinator (probationary employee) v London Fire Commissioner

A Booking Coordinator who was dismissed during her probation for attendance issues failed to prove disability discrimination. The tribunal found the London Fire Commissioner acted reasonably given her short service and multiple probation extensions.

Teaching assistant (3 years' service) v Emmaus Catholic Academy Trust

A teaching assistant who alleged five incidents of race discrimination and harassment by her head teacher has lost her claims, with the tribunal finding the school acted for genuine operational reasons.

Store Manager (7 years 9 months' service) v B & M Retail Limited

A tribunal has dismissed all claims of disability discrimination and unfair dismissal brought by a store manager with 7 years' service who was sacked for failing to enforce social distancing and misleading Test and Trace during the pandemic.

Domestic Assistant (4 years' service) v Sussex Health Care Limited

A domestic assistant with 4 years' service was fairly dismissed after entering a care home without following infection control measures. The tribunal found the employer's belief in gross misconduct was reasonable and the process was within the range of reasonable responses.

Former COO and director of a digital publishing company v Greencastle MM LLP

A former COO and director of a digital publishing company could not claim unfair dismissal or a redundancy payment because he did not have sufficient continuous employment. The tribunal ruled there was no TUPE transfer, associated employer relationship, or successor employer.

Lead Medical Practitioner (GP, 6 months' service) v BUPA Occupational Health Limited

A GP dismissed during her six-month probation for performance issues lost her whistleblowing claim after a majority tribunal found she had not made any protected disclosures. No compensation awarded.

Bus driver (14 months' service) v D&G Bus Limited

A bus driver who resigned after a dispute about unpaid leave and alleged unfair treatment during the pandemic has lost all his claims at an employment tribunal.

Engagement and Involvement Manager (9 years' service) v NHS Cheshire and Merseyside Integrated Care Board

A manager with nine years' service failed to prove he was constructively dismissed or discriminated against after resigning from NHS Cheshire and Merseyside Integrated Care Board. The tribunal dismissed all claims including disability discrimination, harassment, and whistleblowing detriment.

Warehouse/Transport Supervisor (12 years' service) v City Plumbing Supplies Holdings Limited

A warehouse supervisor with 12 years' service was fairly dismissed after falsifying stock counts while already on a final written warning for driving an overloaded vehicle. The tribunal found the employer followed a reasonable process.

Former employee v London EV Company Limited

An employment tribunal refused to strike out a former employee's disability discrimination claim despite years of missed deadlines, but imposed strict conditions to get the case to trial.

Commercial Director (19 months' service) v Peterborough Limited

A black African Commercial Director dismissed without notice or consultation after a TUPE transfer lost his race discrimination claim. The tribunal found no evidence that race played any part in the decision.

Warehouse operative (7 months' service) v DHL Services Ltd

A tribunal rejected disability discrimination claims from a warehouse operative with a shoulder deformity who was dismissed for breaching health and safety rules by not reporting an injury. The employer's actions were found to be proportionate and not discriminatory.

Registered general nurses (RGNs) at a care home v Aspen Care Village Ltd

Three Romanian nurses claimed race discrimination after a care home reported them to police for removing a deceased resident's belongings. The tribunal dismissed all claims, finding the employer's actions were based on their professional duties, not race.

Shift manager (2 years' service) v XPO Logistics UK Limited

A shift manager who resigned after her line manager's sarcastic comment and a refused flexible working request lost her constructive dismissal claim. The tribunal found she had affirmed the contract by continuing to work.

Fleet Sales Assistant (4 years' service) v Ssangyong Motor UK Limited

A fleet sales assistant who was made redundant after returning from maternity leave has lost her claims of unfair dismissal and discrimination. The tribunal found the redundancy was genuine and her discrimination claims were out of time.

Support worker (7 years' service) v Creative Support Ltd

A support worker with 7 years' service was fairly dismissed after refusing to wear a face mask or a visor in the office. The tribunal found the employer acted within the band of reasonable responses.

General assistant (12 years' service) v Sainsbury’s Supermarkets Limited

A Sainsbury's general assistant with 12 years' service was fairly dismissed after posting accusations of racist mindsets on Yammer and breaching suspension conditions. The tribunal rejected claims of automatic unfair dismissal and victimisation.

Senior Nurse (Ward Manager, 1 year 3 months' service) v Elysium Healthcare Limited

A Ward Manager with 15 months' service claimed four white colleagues made false statements due to her race. The tribunal found no racial motivation and dismissed the claim.

Senior policy adviser (Grade 6) v Department for Environment, Food and Rural Affairs

A senior policy adviser who resigned after her bullying grievance was rejected has lost her constructive unfair dismissal claim. The tribunal found the employer's actions did not breach trust and confidence.

Nurse Practitioner (4 years 11 months' service) v Drs M P Clarke and M R Sarrington T/a Solent View Medical Practice

A nurse practitioner with anxiety who resigned after her request for a dongle was refused has lost her disability discrimination claims. The tribunal found the practice acted reasonably.

Technical Manager (11 years' service) v James Finlay Limited

An employment tribunal has upheld the dismissal of a technical manager with 11 years' service, finding that the employer's formal performance process was fair and that the dismissal was for capability, not race discrimination.

Job applicant (cruise ship entertainment host) v Carnival plc t/a Carnival UK

A cruise ship entertainment host applicant with bipolar disorder lost his discrimination and victimisation claims after a tribunal found the rejection was based on interview performance, not his disability or previous tribunal claim.

Former employee (construction labourer) v St Edward Homes Limited

An employment tribunal struck out a series of claims brought by a former construction labourer against multiple respondents, finding them to be res judicata, an abuse of process, and totally without merit. The claimant was ordered to pay £20,000 in costs and £1,786 in preparation time.

Service Delivery Manager (3 years 10 months' service) v HP INC UK Limited

A Service Delivery Manager who resigned after receiving a final written warning for bullying and safety violations lost his constructive dismissal claim. The tribunal found no breach of contract and dismissed all discrimination claims.

IT Project Manager (fixed-term contract) v Warwickshire County Council

An IT project manager on a fixed-term contract brought multiple claims of race discrimination, victimisation and whistleblowing detriment against Warwickshire County Council. The tribunal dismissed every claim, finding he had invented allegations and created false documents.

Laundry operative (29 days' service) v Elis UK Limited

A laundry operative who left work after 29 days and alleged racism had his claims dismissed by the Exeter tribunal after he failed to attend the hearing.

Finance Accountant (21 years' service) v The London Borough of Bexley

A finance accountant with 21 years' service was dismissed on capability grounds due to long-term sickness. Her unfair dismissal claim was rejected as out of time, and her discrimination claims were dismissed on the merits.

Staff nurse (12 years' service) v Robert Jones and Agnes Hunt Orthopaedic Hospital NHS Foundation Trust

A staff nurse with 12 years' service who was dismissed after two years' sick leave and failed redeployment attempts has lost her unfair dismissal and disability discrimination claims.

Bar Manager (17 years' service) v United Services & Services Rendered Club (Tooting and Balham) Limited

An employment judge has refused to strike out disability discrimination claims brought by a bar manager with terminal lung cancer, ruling that factual disputes over reasonable adjustments during the pandemic must be heard at a full hearing.

Customer Assistant (10 years' service) v Tesco Stores Ltd

A Tesco customer assistant with 10 years' service was fairly dismissed for gross misconduct after making racist comments, the tribunal ruled, rejecting claims of race discrimination and victimisation.

Former employee v G4S Secure Solutions Limited

A former employee who brought discrimination and harassment claims with no basis in fact has been ordered to pay £15,165 in costs after the tribunal found her conduct vexatious and unreasonable.

Customer Services Supervisor (safety critical role) v London Underground Ltd

A Customer Services Supervisor for London Underground was fairly dismissed after being discharged from residential drug rehabilitation for threatening behaviour. The tribunal found the employer's investigation and decision were within the range of reasonable responses.

Financial Accountant (5 months' service) v Saul D Harrison & Sons Plc (t/a Harrison Wipes)

An employment tribunal has dismissed claims of race discrimination and harassment brought by a financial accountant who was sacked after five months for her management style and refusal to accept suspension.

Production operative (semi-skilled, 7 years' service) v Jaguar Landrover Limited

A production operative with 7 years' service was fairly dismissed on capability grounds after an extensive search for alternative roles failed, the tribunal ruled.

Agency nurse (Band 5, over 60, with HIV) v University Hospitals Bristol and Weston NHS Foundation Trust

An agency nurse over 60 with HIV lost her disability discrimination claims after refusing to work in ICU during COVID-19. The tribunal found the NHS Trust did not know about her HIV and acted reasonably in the pandemic context.

Clinical Support Worker (6 years' service) v Norfolk and Suffolk NHS Foundation Trust

An NHS trust fairly dismissed a clinical support worker with rheumatoid arthritis and sickle cell anaemia after a 12-month absence, the tribunal ruled. The trust had explored redeployment and followed its procedures.

Electrician (5 years' service) v UK Power Networks (Services) Limited

An electrician with 5 years' service failed to prove direct age discrimination when his contract was not renewed after he mentioned retirement. The tribunal found no less favourable treatment on grounds of age.

Former employee v DMT Solutions UK Limited t/as Bluecrest

A tribunal has upheld a decision to grant an employer an extension of time to submit its response, after the claim form was delayed in internal mail for several weeks.

Specialty doctor in emergency medicine (12 years' service) v Calderdale and Huddersfield NHS Foundation Trust

An employment tribunal has upheld the dismissal of a specialty doctor with 12 years' service for capability, finding the NHS trust's process was fair and that his disability was not the cause of his performance problems.

Civil enforcement officer (CEO) v NSL Ltd

An employment tribunal has upheld the dismissal of a civil enforcement officer who assaulted a member of the public by knocking a phone from their hand. All race discrimination and harassment claims were also rejected.

Work coach (1 year's service) v Secretary of State for Work and Pensions

A work coach with one year's service was dismissed for accessing his own Universal Credit account from his work laptop. The tribunal rejected his claims of disability discrimination, finding he had committed the misconduct.

Senior Asset Officer (4 years 9 months' service) v Evolve Facility Services Limited (A subsidiary of The Riverside Group)

A Senior Asset Officer who resigned after being placed at risk of redundancy has lost his claims of constructive dismissal, direct race discrimination and victimisation. The tribunal found the claims were either out of time or not well-founded.

Genetic Director (7 years' service) v Check4Cancer Ltd

A Genetic Director who resigned after feeling excluded from strategic decisions during her pregnancy has lost her constructive unfair dismissal and discrimination claims. The tribunal found the employer's actions were not because of her pregnancy.

Former employee (long-term sickness absence) v Plusnet Plc

An employment tribunal has upheld the dismissal of a long-term sick employee by Plusnet Plc, finding the employer acted reasonably in concluding there was no prospect of a return to work.

Meter reader (10 years' service) v Morrison Data Services Limited

A meter reader who refused to consent to an occupational health referral for months was fairly dismissed on capability grounds, the tribunal has ruled.

Registered Nurse (3 years 8 months' service) v East Suffolk and North Essex NHS Foundation Trust

A tribunal has upheld the dismissal of a Band 5 registered nurse who refused to return to work after being removed from clinical duties over patient safety concerns. All claims, including unfair dismissal and disability discrimination, were dismissed.

Paint technician (6 years' service) v Autotech Reading Limited

A paint technician with autism who was selected for redundancy after scoring lower on a 'team working' criterion has lost his claims for unfair dismissal, whistleblowing detriment and disability discrimination.

Electrical Biomedical Engineering technician (Band 6, 2 years' service) v IFM Bolton Limited

An electrical technician with two years' service was fairly dismissed after failing capability tests and refusing a downgraded post. The tribunal rejected claims of race and religion discrimination.

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

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

In-house employment solicitor (4 years' service) v National Union of Rail, Maritime and Transport Workers

An employment tribunal dismissed all 133 claims brought by an in-house solicitor against the National Union of Rail, Maritime and Transport Workers, including allegations of assault, constructive dismissal, and disability discrimination.

Former employee v Central and North West London NHS Foundation Trust

An employment tribunal struck out discrimination and redundancy claims from a former NHS employee who failed to provide any details to support them, and dismissed her unfair dismissal claim.

Police Community Support Officer (PCSO) (14 years' service) v The Commissioner of Police for the Metropolis

A Police Community Support Officer with PTSD was dismissed for breaching a non-molestation order, but the tribunal found no link between his disability and the misconduct. He was later reinstated on appeal.

Security Officer (11 years' service) v G4S Secure Solutions (UK) Limited

A security officer with 11 years' service was fairly dismissed after video evidence showed her apparently sleeping on duty. The tribunal upheld G4S's decision, finding the employer acted reasonably.

Job applicant v Woven Solutions Ltd

A job applicant who had her offer withdrawn after providing a redacted, unrecognisable passport photocopy failed to prove race discrimination. The tribunal found the employer acted solely on right-to-work concerns.

Nail/beauty technician (approx. 1 year's service) v Anna Health and Beauty Limited

A nail technician who resigned after a disagreement over furlough pay lost her pregnancy discrimination claim. The tribunal found she was not dismissed but resigned voluntarily.

Head of Private Patients (band 8d, 4 years' service) v Guy's and St Thomas' NHS Foundation Trust

The employment tribunal dismissed claims of unfair dismissal, disability discrimination, and whistleblowing detriment brought by a former head of private patients at Guy's and St Thomas' NHS Foundation Trust, finding the trust acted reasonably in dismissing her due to a breakdown in trust and confidence.

Shift manager/transport planner (2 years' service) v Chillaway Express Special Limited

A shift manager with chronic fatigue syndrome was fairly dismissed after 8 months' absence, the tribunal ruled, finding the small employer acted reasonably in the circumstances.

HGV driver (3 years' service) v R.F. Bellis Haulage Limited

HGV driver fairly dismissed after refusing to return to work; race discrimination claims rejected

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

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

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

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

Care worker (supporting service users) v iCare Living Limited

An employment tribunal dismissed a care worker's claims that he suffered detriments for making protected disclosures, and refused to allow him to add a religion/belief discrimination claim that was out of time.

Dental practice employee v Park Cottage Dental Practice Limited

A dental practice employee's claims of constructive unfair dismissal, race discrimination, and harassment were dismissed by the tribunal after a full hearing. No compensation was awarded.

Community Healthcare Assistant/Support Worker (20 years' service) v Cornwall Partnership NHS Trust

An NHS trust fairly dismissed a community healthcare assistant with 20 years' service for gross misconduct after she introduced a vulnerable patient to a convicted fraudster and shared confidential information. The employment tribunal upheld the dismissal.

Branch manager (care services) v Helping Hands Midshires Care Ltd

A branch manager who was dismissed just three weeks into her role failed to prove she was sacked because of her race or for raising safety concerns. The tribunal dismissed all claims after she did not attend the hearing.

Night Worker (4 months' service) v St Mungo Community Housing Association

A night worker with four months' service was dismissed for gross misconduct after failing to carry out mandatory building patrols. The tribunal rejected his claims of automatic unfair dismissal, disability discrimination, and victimisation.

Fragrance Accounts Manager (11 years' service) v Mane Limited

A Fragrance Accounts Manager with 11 years' service was fairly dismissed for poor performance after a Performance Improvement Plan, and the tribunal rejected her claim that retirement discussions amounted to age discrimination.

Teaching assistant (less than 2 years' service) v Meadowfield School

A teaching assistant with Type 1 diabetes, Ehlers-Danlos Syndrome and fibromyalgia had all her disability discrimination and victimisation claims against Meadowfield School dismissed by the tribunal.

Hair Assessor (4 years' service) v Skills to Group Limited

A tribunal has ruled that Skills to Group Limited fairly dismissed a hair assessor with 4 years' service who had been absent for 22 months due to complications from knee surgery. The employer's concerns about workplace safety justified the dismissal.

Home care worker (less than 6 weeks' service) v Joy2Care Ltd

A home care worker who sent abusive emails and refused to engage with her employer after less than six weeks' work was fairly dismissed for 'some other substantial reason'. The tribunal rejected all her claims.

Former fuel depot operator (2 years' service) v The Oil and Pipelines Agency

A former fuel depot operator who repeatedly accessed his employer's IT system after being told not to has lost his unfair dismissal claim. The tribunal found the dismissal for gross misconduct was fair.

Former employee v Commissioners for Her Majesty's Revenue & Customs

An employee who worked for HMRC for under two years had their unfair dismissal claim automatically struck out, and their discrimination claims failed on the merits.

Sales agent (7 months' service) v Hansbiomed Europé Ltd

A sales agent with seven months' service was fairly dismissed after refusing to accept a PR manager role that required some sales tasks. Her claims of unfair dismissal, discrimination, and whistleblowing were all rejected.

Bank recovery worker (healthcare assistant) v Elysium Healthcare Limited

An employment tribunal has dismissed claims of whistleblowing detriment and race discrimination brought by a former bank recovery worker against Elysium Healthcare Limited. The tribunal found that the claimant's removal from the bank staff list was due to a patient safety incident, not her protected disclosure or race.

IT business consultant / service designer (4 years' service) v Experian Limited

An IT consultant who resigned after being placed on performance improvement plans while experiencing menopausal symptoms lost her claims for constructive unfair dismissal and discrimination. The tribunal found Experian's actions were reasonable and not discriminatory.

Warehouse operative (7 years' service) v John Lewis plc

A warehouse operative with 7 years' service resigned after securing a new job, but his claim that a final incident forced him out was rejected by the tribunal. All claims of constructive dismissal, disability discrimination, and harassment were dismissed.

Executive Assistant (5 years' service) v University of London

An executive assistant who resigned after her request to reduce hours to 2.5 days per week was refused has lost her constructive unfair dismissal claim. The tribunal found the university acted reasonably.

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

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

Divisional Accountant (Family Care Division, 2007-2016) v East Lancashire Hospitals NHS Trust

A divisional accountant lost her equal pay claim after the tribunal accepted that the higher pay of male comparators was due to the greater size and complexity of their divisions, not sex discrimination.

Senior Accountant (6 years' service) v Blackberry UK Limited

A senior accountant who was selected for redundancy shortly after returning from maternity leave has lost her unfair dismissal and discrimination claims. The tribunal found the redundancy was genuine and the scoring process was fair.

Mechanical design engineer (2 years' service) v Federal-Mogul Controlled Power Limited

A mechanical design engineer with two years' service failed to prove his redundancy was a sham, with the tribunal rejecting claims of whistleblowing, age discrimination and health and safety detriments. Only a conceded holiday pay award of £2,249.99 was made.

Former employee v The Department of Work and Pensions

A former employee who suffered PTSD after a violent attack at work was not considered disabled under the Equality Act until four months later, the tribunal ruled. No compensation was awarded.

YES youth worker (30 years' service) v Reading Borough Council

A Reading Borough Council youth worker with 30 years' service failed to prove her dismissal for poor performance was racially motivated. The tribunal found no less favourable treatment compared to a hypothetical comparator.

Finance Business Partner (21 years' service) v Network Rail Infrastructure Ltd

A finance business partner with 21 years' service tried to withdraw from a voluntary severance scheme the day after signing. The tribunal upheld Network Rail's refusal, finding no dismissal and no age discrimination.

Band 5 Staff Nurse (30 years' experience) v University Hospitals Bristol and Weston NHS Trust

A tribunal has upheld the dismissal of a nurse who failed to demonstrate basic nursing skills during a supernumerary training period, despite 30 years of experience. The trust's decision was found to be within the range of reasonable responses.

Forklift truck driver (agency worker) v Extraman Limited

A tribunal has ruled that an agency forklift truck driver was not an employee of Extraman Limited, meaning he could not bring an unfair dismissal claim. The victimisation claim also failed.

Tutor (8 months' service) v Middleton Murray Ltd (in liquidation)

A tribunal dismissed all claims of disability discrimination, harassment, victimisation, and wrongful dismissal brought by a tutor with depression against her employer and individual managers.

Warehouse operative (4.5 years' service) v Asda Stores Limited

A warehouse operative with 4.5 years' service was fairly dismissed after lengthy sickness absence. The tribunal rejected claims of discrimination and victimisation.

Education Safeguarding Officer (1 year 9 months' service) v City of Bradford Metropolitan District Council

An Education Safeguarding Officer who resigned and claimed constructive unfair dismissal, race discrimination, and whistleblowing detriment has lost all claims at tribunal. No compensation was awarded.

Bus driver (2 years 5 months' service) v M Limited

A bus driver who performed oral sex on a woman while driving and used his mobile phone was fairly dismissed for gross misconduct. The tribunal also ordered him to pay £7,500 costs for pursuing hopeless discrimination claims.

Contract Manager (ground maintenance, physical role) v Oxfordshire GM Limited

An employment tribunal has dismissed a contract manager's unfair dismissal claim after his employer decided he was no longer capable of performing his physical role due to long-term knee pain.

Nightshift worker at Tesco Extra (4 years' service) v Tesco Stores Ltd

A tribunal dismissed a race discrimination claim by a Tesco nightshift worker after finding that, although the claim was brought out of time, it was not just and equitable to extend time for most allegations. The direct discrimination claim relating to dismissal was allowed to proceed but ultimately not upheld.

Aftercare Manager (4 years' service) v James Taylor Construction Ltd

An Aftercare Manager with 4 years' service was fairly dismissed for redundancy after refusing a suitable alternative role due to childcare commitments. The tribunal rejected claims of age discrimination and protected disclosure detriment.

Teacher (science/maths) v Tameside College

A teacher who was dismissed for long-term sickness absence after 11 months has lost her claims for unfair dismissal, whistleblowing detriment and disability discrimination. The tribunal found the college acted reasonably.

Waitress (5 years' service) v Burger & Lobster Restaurant Group Ltd

A waitress with five years' service who was dismissed after taking unauthorised time off to care for her father following a stroke has lost her unfair dismissal and associative disability discrimination claims. The tribunal found the employer acted within the band of reasonable responses.

Former employee v Tesco Stores Ltd

A former employee's constructive dismissal and race discrimination claims against Tesco survive after the tribunal refused to strike them out for non-compliance with case management orders.

Sales agent (11 years' service) v Sky Retail Stores Limited

An employment tribunal has upheld the dismissal of a sales agent with 11 years' service who wrote a customer's name and email address on an unauthorised document, finding that Sky Retail Stores Limited acted within the band of reasonable responses.

Former employee v Work it Group Ltd

Tribunal rejects disability discrimination claim after finding former employee's stress was a reaction to life events, not a mental impairment with long-term effects.

Tax Manager (6 months' service) v Optivo

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

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

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

Health and beauty manager (5 years' service) v Marston Health & Beauty Limited

A health and beauty manager who was made redundant after returning from maternity leave has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Former employee v Imperial College Healthcare NHS Trust

A former employee's claims of unfair dismissal and victimisation against Imperial College Healthcare NHS Trust were struck out after she failed to attend a case management hearing and ignored orders to provide further particulars.

Contracts and Services Manager (12 years' service) v KOA RTM Co Ltd

A Contracts and Services Manager with 12 years' service who resigned after a performance improvement plan and grievance rejection lost his constructive unfair dismissal claim. The tribunal found no fundamental breach of contract.

Driving Examiner (4 years' service) v The Driver and Vehicle Standards Agency

A driving examiner with four years' service was fairly dismissed after driving recklessly on DVSA property and failing to check a candidate's licence. The tribunal rejected his claims of unfair dismissal and disability discrimination.

Machine operator (3 years' service) v Delphi Technologies Ltd

A machine operator who returned late from unpaid leave to visit his ill mother in Mali was fairly dismissed for misconduct. The tribunal also struck out his race discrimination claim for failing to provide a witness statement despite an Unless Order.

Residential Support Worker (3 years' service) v Hertfordshire County Council

A residential support worker was fairly dismissed for gross misconduct after attending work while possibly having COVID-19 symptoms. The tribunal rejected her claims of unfair dismissal, race discrimination and victimisation.

HR Manager (8 years' service) v North Northamptonshire Council

An HR Manager with 8 years' service was summarily dismissed for breaching confidentiality. The tribunal found the council's investigation and disciplinary process were fair and the dismissal was within the range of reasonable responses.

Postman (15 years' service) v Royal Mail Group Limited

A postman with 15 years' service was fairly dismissed for gross misconduct after refusing to work, posting abusive comments about colleagues on Facebook, and behaving aggressively. The tribunal rejected his claims of unfair dismissal, disability discrimination, and whistleblowing detriment.

Assistive technology support role (21 years' service) v Thirteen Housing Group Ltd

A tribunal dismissed all claims brought by an assistive technology support worker with 21 years' service against Thirteen Housing Group Ltd, including allegations of direct age discrimination and unfair dismissal.

Radiographer (8 years' service) v North West Anglia NHS Foundation Trust

An NHS radiographer who was dismissed over right-to-work concerns had her unfair dismissal claim rejected because she presented it 18 days late. The tribunal found she could have filed on time.

NHS employee (10 years' service) v Barts Health NHS Trust

An NHS trust fairly dismissed a theatre nurse with 10 years' service after she was absent for over two years due to stress. The tribunal found the employer acted reasonably in concluding she would not return to her role.

Area Service Manager (3 years' service) v Acis Group Limited

An Area Service Manager was fairly dismissed for gross misconduct after driving his personal vehicle for business without a valid MOT certificate for nearly a year. The tribunal upheld the employer's decision.

Beauty course teacher (3 months' service) v The Vogue Clinic Limited

A teacher who resigned after just three months' service failed to prove she was dismissed. The tribunal found she quit voluntarily, and her disability discrimination claims did not succeed.

Linen porter (8 years' service) v Elis UK Limited

An employment tribunal has held that Elis UK Limited fairly dismissed a linen porter with 8 years' service who had been absent for 14 months due to back pain, finding the employer acted within the range of reasonable responses.

Electrical Operations Manager / Projects Manager (4 years' service) v Sodexo Limited

An electrical operations manager dismissed after systemic failings in hospital emergency lighting lost his unfair dismissal and disability discrimination claims. The tribunal found Sodexo acted reasonably.

Fabrication Welder (8 years' service) v Sterling Thermal Technology Limited

A fabrication welder with 8 years' service was fairly dismissed for redundancy after being scored lowest in his pool, despite having undisclosed disabilities and being on furlough. The tribunal upheld the employer's process.

Security Officer (7 months' service) v Mitie Security (First) Ltd

A security officer with only seven months' service was fairly dismissed for aggressive behaviour and misuse of the grievance policy after repeatedly challenging his employer's face mask rules during the pandemic. The tribunal rejected all claims of automatic unfair dismissal and discrimination.

Senior Control Systems Engineer (20+ years' service) v Sellafield Ltd

A Senior Control Systems Engineer with over 20 years' service was fairly dismissed for gross misconduct after leaving an unencrypted USB stick containing official sensitive data in a car park. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Product Coach (7+ years' service) v Jaguar Land Rover Ltd

A Jaguar Land Rover product coach who was reinstated after a conduct dismissal but then resigned and sued for constructive dismissal and race discrimination has lost his claim. The tribunal found his allegations lacked credibility and criticised his late disclosure of covert recordings.

Agency teacher v CORE Education Trust

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

Cleaner (14 years' service) v Pektron Group Limited

A tribunal has upheld the dismissal of a cleaner with 14 years' service who could not cope with reduced duties due to osteoarthritis. The employer was found to have acted reasonably in dismissing for capability after a phased return failed.

Prison officer (2 years 10 months' service) v Ministry of Justice

A prison officer who systematically inflated mileage claims and claimed travel time as expenses to avoid tax was fairly dismissed for gross misconduct. The tribunal also ordered him to repay £863.25.

Governance Manager v My Space Housing Solutions

A Governance Manager who brought multiple claims of discrimination, victimisation and unfair dismissal after being made redundant has lost her case. The tribunal ordered her to pay £20,000 in costs.

Communications officer (emergency 999/101 calls) v Commissioner of Police of the Metropolis

A communications officer who had 17 separate absences over two years was fairly dismissed for capability. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Professional Carer (4 years' service) v The Good Care Group London Limited

A professional carer who was initially dismissed for gross misconduct, then reinstated with a final warning, resigned and claimed constructive dismissal. The tribunal ruled the employer had reasonable cause for its actions and the claim was dismissed.

Former employee (warehouse operative) v Tesco Stores Limited

A former Tesco warehouse operative who was dismissed for making a racist remark and sending threatening messages has lost his claims for unfair dismissal, race discrimination, victimisation, whistleblowing detriment, and holiday pay.

Headteacher (18 years' service) v Urbis Academy Trust

A headteacher who accepted vouchers without declaring them and breached suspension terms was fairly dismissed. The tribunal rejected her claims of unfair dismissal, race discrimination and victimisation.

Expert consultant (28 years' service) v Estee Lauder Cosmetics Ltd

An expert consultant with 28 years' service was fairly dismissed for redundancy after her one-day-a-week role was eliminated due to COVID-19. The tribunal rejected claims of age and sex discrimination.

Band 4 Caterer (14 years' service) v Secretary of State for Justice

A Band 4 caterer with 14 years' service was fairly dismissed for pinching a colleague's bottom. The tribunal rejected his claim that his Asperger's syndrome caused the behaviour.

PO3 Examiner (1 year 8 months' service) v The Home Office

An employment tribunal has held that the Home Office fairly dismissed a PO3 examiner who sent unsolicited sexual messages to female colleagues and made inappropriate comments about a colleague's teenage daughter.

Care assistant (4 years' service) v Hampshire County Council

A care assistant with a heart condition and asthma lost her claim that Hampshire County Council discriminated against her when dismissing her for sickness absence. The tribunal found the council's capability process was not because of her disability.

Driving Training Instructor (11 years' service) v Northumberland County Council

A driving training instructor with 11 years' service was fairly dismissed after his Group 2 licence was permanently revoked due to a heart condition. The tribunal rejected his claims of unfair dismissal and disability discrimination.

Security Valet Officer (9 months' service) v Ballymore (Millharbour) Ltd

A security valet officer with nine months' service lost his claims of unfair dismissal, race discrimination, harassment, victimisation, and whistleblowing detriment after a tribunal found the employer's conduct concerns were genuine.

Sales manager (15 years' service) v Grange Motors (Brentwood) Limited

A sales manager with 15 years' service was fairly dismissed for gross negligence after failing to escalate a pricing error on two Land Rovers. The tribunal rejected his claims for unfair dismissal and unpaid wages.

Teaching fellow in Arabic (15 years' service) v University College London

A tribunal has ruled that University College London fairly dismissed a teaching fellow with 15 years' service after a series of grievances and tribunal claims led to an irreparable breakdown in working relationships. No compensation was awarded.

Compliance officer (informal arrangement) v Bel-Marking Ltd

A tribunal dismissed claims of unfair dismissal, disability discrimination, and unpaid wages after finding the claimant was not an employee or worker but had an informal business arrangement with Bel-Marking Ltd.

Former employee v ASE plc

A tribunal has refused to reconsider its decision not to award costs against a former employee who withdrew an amendment application, ruling that emails from March 2022 were not new evidence and would not have changed the outcome.

Boutique Coffee Specialist (9 years' service) v Nestle UK Limited

A tribunal has ruled that a coffee specialist's type 2 diabetes and plantar fasciitis were not disabilities under the Equality Act, dismissing his discrimination claim at a preliminary stage.

Care home workers (various roles) v Barchester Healthcare Ltd

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

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

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

Prison Officer (2 years 9 months' service) v Secretary of State for Justice

A prison officer who resigned after a locker break-in and a refused job endorsement failed to prove constructive dismissal or discrimination. The tribunal found no protected disclosure and no dismissal.

Rehabilitation support worker (6 years' service) v The Disabilities Trust

A rehabilitation support worker with a live final written warning was fairly dismissed after leaving her CCTV post to answer buzzers, allowing a vulnerable service user to abscond. The tribunal dismissed her claims for unfair dismissal and race discrimination.

Driving Examiner (2 years 6 months' service) v Driver and Vehicle Standards Agency

A driving examiner who resigned after raising a collective grievance against a temporary manager has lost his constructive dismissal claim. The tribunal found no breach of trust and confidence.

Electrician (5 years' service at Broadgate Campus) v ABM Technical Solutions Limited

An electrician who switched on a water-damaged electrical board, creating a serious safety risk, was fairly dismissed for gross misconduct. The tribunal also rejected his claim that the dismissal was due to his trade union membership.

Solution Architect (IT role, 13 months' service) v Corporate Office of the House of Lords and Corporate Office of the House of Commons (Operating as the Parliamentary Digital Service)

A Solution Architect who alleged race discrimination and harassment during his probation was dismissed from his job. The tribunal found nearly all claims were brought too late, and the rest failed on the facts.

Lecturer and programme coordinator (10 months' service) v London School of Science and Technology Ltd

A tribunal dismissed claims of race discrimination and automatically unfair dismissal by a lecturer with 10 months' service, finding the real reason was poor performance.

IT employee (long-Covid) v CGI IT UK LTD

An employment tribunal found that long-Covid can amount to a disability under the Equality Act, but dismissed all claims from an IT employee who argued he was unfairly dismissed and discriminated against by CGI IT UK Ltd.

Mechanical Design Engineer (3 years' service) v Designer M&E Services UK Limited

An employment tribunal has upheld the dismissal of a Mechanical Design Engineer made redundant during the pandemic, finding the employer's consultation process and consideration of alternatives were reasonable.

Bus driver (14 years' service) v Metroline Travel Ltd

A bus driver with 14 years' service was fairly dismissed for capability after he refused to attend occupational health appointments or engage with his employer. The tribunal also found no disability discrimination.

Nursing Assistant (2 years' service) v Manchester University NHS Foundation Trust

A Nursing Assistant who resigned after a lengthy grievance process failed to prove race discrimination or constructive dismissal. The tribunal found the Trust's actions, while flawed, were not discriminatory.

Experienced machinist v Concept Recruitment Group Ltd

An experienced machinist from the Czech Republic claimed race discrimination after a dispute with Polish neighbours at work led to him being barred from the client site. The tribunal dismissed his claim, finding no evidence of race-based treatment.

Accountant (15 years' service) v Equinor UK Ltd

An accountant with 15 years' service was fairly dismissed for incapability after 15 months' sick leave. The tribunal rejected her claims of disability discrimination, victimisation, and whistleblowing.

Concierge Officer (probationary employee) v London Borough of Hounslow

An employment tribunal has ruled that a concierge officer was fairly dismissed during her probation period due to genuine performance concerns, not because she raised safety issues with councillors.

IT consultant (3 years' service) v Primary Technologies (S.E.) Limited

An IT consultant who took unpaid leave after her furlough request was refused, then failed to return to work, was fairly dismissed for misconduct. The tribunal upheld the employer's decision.

Managing Director (25 years' service) v Eville & Jones (GB) Ltd

A managing director with 25 years' service was fairly dismissed for gross misconduct, including a sham payment, despite his bipolar disorder. The tribunal rejected claims of unfair dismissal and disability discrimination.

Medical secretary (NHS) v York & Scarborough Teaching Hospitals NHS Foundation Trust

A tribunal dismissed disability discrimination claims brought by an NHS medical secretary with hearing loss, finding most allegations were presented too late and the remaining complaints failed on the facts.

Search Engine Optimisation (SEO) Lead (2 years' service) v Harrods Ltd

A tribunal rejected a constructive dismissal and disability discrimination claim by a Harrods SEO Lead, finding he was not disabled and that the employer's performance management was not a breach of contract.

Customer Services Officer (5 years' service) v Luton Irish Forum (Company Limited by Guarantee and Registered Charity)

A Customer Services Officer with 5 years' service was fairly dismissed for redundancy after her employer's room hire revenue plummeted during the pandemic. The tribunal rejected claims of disability discrimination and failure to make reasonable adjustments.

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

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

Quality and compliance manager (23 years' service) v The Best Connection Group Ltd

A quality and compliance manager with 23 years' service lost his unfair dismissal claim after being made redundant in a pool of one during the pandemic. The tribunal found the process was fair.

Patient Access Co-ordinator (3 years' service) v Guy’s and St Thomas’ NHS Foundation Trust

A Patient Access Co-ordinator who resigned claiming bullying and victimisation has lost her constructive unfair dismissal claim. The tribunal found no repudiatory breach of trust and confidence.

Installation Engineer (2 years' service) v Lasyl Audio and Visual Ltd

An installation engineer who refused to attend work over Covid-19 safety fears was fairly dismissed for gross misconduct. The tribunal also rejected his disability discrimination claim as out of time.

Customer Sales Assistant (4 years' service) v The Co-operative Group

A customer sales assistant who resigned claiming bullying and race discrimination lost his constructive dismissal claim after tribunal found CCTV evidence contradicted his account. All claims were dismissed as unfounded and partly out of time.

Production Operator (Flexible) (3 years' service) v Northumbrian Water Limited

A production operator with bipolar disorder resigned claiming constructive dismissal and disability discrimination. The tribunal rejected all claims, finding the employer acted reasonably throughout.

Former employee v Marks and Spencer Group plc

A former employee with under two years' service had her unfair dismissal claim struck out. All remaining discrimination and wrongful dismissal claims were dismissed after a full hearing.

Administration Assistant (14 years' service) v Harrogate and District NHS Foundation Trust

An administration assistant with 14 years' service who resigned claiming constructive dismissal and disability discrimination over sleep apnoea and other conditions had all her claims rejected by the tribunal.

Lecturer (teaching focused, 13 years' service) v Royal Holloway and New Bedford College

A lecturer with 13 years' service who resigned after a capability process and denied promotions failed to prove constructive dismissal or race discrimination. The tribunal found the employer acted reasonably.

Store manager (15 years' service) v Superdrug Stores plc

A store manager with 15 years' service was dismissed for inability to sustain reliable attendance due to depression. The tribunal found the dismissal fair and not discriminatory, despite his disability.

Nursing Assistant (5 years' service) v University College London Hospitals NHS Foundation Trust

A nursing assistant who resigned after an eight-month suspension and a pay error lost her constructive dismissal claim. The tribunal found no breach of trust and confidence.

Customer Insight Analyst (2 years' service) v Vistajet International Ltd

A tribunal dismissed race discrimination and harassment claims from a Customer Insight Analyst who was called 'gypsy' by a colleague in private WhatsApp messages, finding the remarks were made in a friendly context and the claims were out of time.

Cleaner (2 years' service) v CAD Services Ltd t/a Facilities by ADF

A cleaner with two years' service who was dismissed for poor performance and attendance lost her claims of unfair dismissal, whistleblowing, disability and sex discrimination. The tribunal found the employer acted reasonably.

Computer Officer (16 years' service) v Medical Research Council

A Computer Officer with 16 years' service was dismissed after his working relationships broke down. The tribunal found the dismissal was for a substantial reason and not victimisation for bringing previous claims.

Food and Beverage Assistant (5 years' service) v Hilton UK Hotels Limited

A Food and Beverage Assistant who fractured his hip at work and was later made redundant during the pandemic has lost his unfair dismissal and disability discrimination claims. The tribunal found the redundancy process was fair and that his disability was not the reason for his selection.

Sales advisor v Sky Retail Stores Limited

A sales advisor who resigned after his grievance appeal was dismissed lost his constructive unfair dismissal claim. The tribunal found the employer's conduct did not breach the implied term of trust and confidence.

Band 6 midwife (9 years' service) v Frimley Health NHS Foundation Trust

A band 6 midwife with nine years' service was dismissed for gross misconduct after an alleged physical assault on a colleague. The tribunal found the dismissal fair and rejected claims of race discrimination and victimisation.

Detention Custody Officer (11 years' service) v Mitie Care and Custody Limited

An Employment Tribunal has ruled that Mitie Care and Custody Limited fairly dismissed a Detention Custody Officer with 11 years' service who failed to carry out three hourly patrols and the morning roll count. No compensation was awarded.

Mobile Electrical Craftsperson (7 months' service) v Bouygues E & S Solutions Ltd

A mobile electrical craftsperson with seven months' service lost his race discrimination claim after the tribunal found his evidence lacked credibility and he failed to raise the most serious allegations at the time.

Relief Manager (20 hours/week) v RSPCA North Somerset Branch

A relief manager who was dismissed after sending an inflammatory email and failing to comply with instructions lost his unfair dismissal, whistleblowing, and disability discrimination claims. The tribunal found no protected disclosures and no discrimination.

Operational Postal Grade (21 years' service) v Royal Mail Group Ltd

An employment tribunal has dismissed claims of unfair dismissal and disability discrimination brought by a postal worker with 21 years' service who was sacked for shouting and swearing at managers.

Administrative officer (18 years' service) v Department for Work and Pensions

An administrative officer with 18 years' service was dismissed for gross misconduct after searching her own and her neighbour's addresses on a DWP database. The tribunal upheld the dismissal and found her menopausal symptoms did not amount to a disability.

Security officer (11 years' service) v Securitas Security Services (UK) Limited

A security officer with 11 years' service was fairly dismissed after three years on sick leave when he declined an alternative role. The tribunal also dismissed his disability discrimination claims, partly because they were brought too late.

Delivery driver (7 months' service) v Operators R US Ltd

A delivery driver who had £780 deducted from his wages after three vehicle accidents failed to prove the deduction was unauthorised or that he was treated less favourably because of his race.

Senior sales person (9 years' service) v The Flannels Group Limited

A tribunal has upheld the dismissal of a senior salesperson with 9 years' service after he made a 'race card' comment to street wardens and acted intimidatorily towards two schoolboys in the store.

Bus driver (4 years' service) v London General Transport Services Ltd t/a Go-Ahead London Ltd

A bus driver dismissed after a year off sick with thyroid cancer has lost her unfair dismissal and discrimination claims. The tribunal found the employer acted reasonably in concluding there was no realistic prospect of return.

Human resources business partner (2 years' service) v Reckitt Benckiser Health Limited

An employment tribunal has refused to strike out a constructive dismissal and discrimination claim despite the claimant's failure to comply with case management orders, instead issuing an unless order. The tribunal found the delay was not intentional and a fair hearing was still possible.

Traffic management operative (6 weeks' service) v Total Resources (UK) Ltd

A traffic management operative with only six weeks' service failed to prove his dismissal and a WhatsApp chat containing racist comments amounted to race discrimination. The tribunal dismissed the claims.

Member Services Administrator (2 years' service) v Hemp Trades Association Limited t/a Cannabis Trades Association

A tribunal dismissed all claims from a Member Services Administrator who argued his redundancy was a sham to cover up whistleblowing and disability discrimination. No compensation was awarded.

Senior teaching assistant (attendance officer, inclusion and wellbeing team) v The Governing Body of Cathays High School and Cardiff Council

A 72-year-old senior teaching assistant was fairly dismissed after sending an all-staff email with confidential information, posting derogatory Facebook comments, and writing a book critical of the school. The tribunal rejected claims of age discrimination, whistleblowing, and trade union victimisation.

Primary school teacher (4 years' service) v Leicestershire County Council and The Governing Body of Woodhouse Eaves St Paul’s Church of England Primary School

A primary school teacher who resigned after being suspended and denied her chosen representative lost her constructive dismissal claim. The tribunal found the school's actions were not a repudiatory breach of contract.

HR Advisor (3 years' service) v London Borough of Haringey

An HR advisor who emailed confidential employee information to her personal Hotmail account was fairly dismissed for gross misconduct, the tribunal has ruled. Her claims of unfair dismissal, disability discrimination, and breach of contract were all dismissed.

Senior contracts manager (6 years' service) v Fire Integrity Limited

A senior contracts manager who resigned after being instructed to carry out a repair job for Kier failed to prove he was dismissed or that he made protected disclosures. The tribunal found he resigned voluntarily and his race discrimination claims were out of time or unsubstantiated.

Maintenance manager (8.5 years' service) v Equinox Kensington Ltd

A maintenance manager who secretly recorded a gym member and shared the audio on WhatsApp was fairly dismissed for gross misconduct. The tribunal also rejected his race discrimination claim.

Senior audiologist (25 years' service) v Royal Cornwall Hospitals NHS Trust

A senior audiologist who went on sick leave after proposed rota changes and never returned was fairly dismissed for capability, the Plymouth Employment Tribunal has ruled. No compensation was awarded.

English teacher (6 years' service) v Windermere Educational Trust Ltd

A tribunal dismissed claims of constructive unfair dismissal, disability discrimination and detriment for protected disclosures brought by an English teacher who raised concerns about International Baccalaureate exam preparation.

Former employee v Children Assisted in a Real Environment Ltd.

A former employee failed to have her employer's response struck out despite very late disclosure of documents. The tribunal said a fair trial remained possible.

Payroll Supervisor (19 years' service) v Enterprise Rent-A-Car Ltd

A payroll supervisor with 19 years' service was fairly dismissed for refusing to accept a new reporting structure and for capability issues, the Watford Employment Tribunal has ruled. Her claims of unfair dismissal and associative disability discrimination were rejected.

Senior Account Manager v Infor (United Kingdom) Limited

A Senior Account Manager who took an unauthorised holiday to Bali was summarily dismissed for gross misconduct. The tribunal rejected her claims of sex discrimination, victimisation, and whistleblowing.

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

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

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

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

Works Delivery Manager (7 years' service) v Network Rail Infrastructure Limited

A Works Delivery Manager with 7 years' service was dismissed on capability grounds after a long redeployment period. The tribunal upheld the dismissal, finding the employer's process reasonable.

Gas Service Engineer (11 years' service) v Carter Thermal Industries Group

A gas service engineer with 11 years' service resigned after a series of performance meetings. The tribunal found no breach of trust and confidence and dismissed his constructive unfair dismissal claim.

Lecturer (Business and ICT department) v Buckinghamshire College Group

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

Buyer (4 years' service) v Integral Powertrain Limited

A Buyer with 4 years' service who was made redundant while suffering from a back condition has lost her claims of unfair dismissal and disability discrimination. The tribunal found the redundancy was genuine and the selection process fair.

Financial Advisor v Aspirations Financial Advice Limited

A financial advisor who sold his client bank to his employer was made redundant after scoring lowest on a matrix he never saw. The tribunal dismissed his unfair dismissal claim because he lacked the required two years' continuous service.

Project worker (care sector) v Pobl Group Limited

A project worker who resigned during a disciplinary investigation into her failure to follow PPE and temperature check instructions has lost her constructive unfair dismissal claim. The tribunal found no breach of mutual trust and confidence.

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

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

Homeless Social Practitioner (social worker, 18 years' service) v Oxford Health NHS Foundation Trust

A homeless social practitioner with 18 years' service was fairly dismissed after he falsely represented himself as a substance user at a police station, while still under a final written warning for a previous boundary breach.

Former employee (fixed-term contract) v Slough Borough Council

A default judgment against Slough Borough Council was set aside after the council proved it never received the claim form. The tribunal granted an extension of time to present a response, allowing the case to proceed to a full hearing.

Curriculum Design specialist (Level 4 manager) v Eleven Plus Exams Tuition Ltd

A tribunal has dismissed claims of unfair dismissal and discrimination brought by a curriculum design specialist made redundant during the first COVID-19 lockdown, finding the employer acted reasonably.

Restorative Justice Officer (17 years' service) v London Borough of Hillingdon

A tribunal has ruled that London Borough of Hillingdon fairly dismissed a Restorative Justice Officer with 17 years' service after a year-long absence due to back pain, rejecting claims of unfair dismissal and disability discrimination.

Senior VP Financial Crime Quality Assurance (expert in financial crime with over 10 years' experience) v Commerzbank AG

A senior financial crime expert lost his claims of race discrimination, harassment and constructive dismissal against Commerzbank AG. The tribunal found that comments about his liking for chicken were not racially motivated and that his treatment was due to performance issues, not race.

Sales executive v Vistry Homes Ltd

A tribunal ruled that a sales executive was disabled by anxiety and depression from February 2021, but her employer did not know and could not reasonably have known of her disability before dismissing her in January 2021.

Archives Data Inputter (part-time, 18.5 hours per week) v Cambridgeshire County Council

A part-time archives data inputter who was made redundant after refusing to engage with consultation has lost her claims for unfair dismissal, victimisation and age discrimination.

Night manager (reception) v Heathrow Hotel Limited

A night manager who left the reception desk for three hours, allowing a minibus to be stolen, was fairly dismissed for gross misconduct. The tribunal rejected claims of unfair dismissal, race discrimination, and unlawful deduction of wages.

Business Manager in Business Support (4.5 months' service) v Reed Specialist Recruitment Ltd

A business manager with chronic anxiety failed to prove that Reed Specialist Recruitment Ltd knew of her disability when they dismissed her during probation. The tribunal dismissed all claims.

Running Shift Service Engineer (16 years' service) v Metroline Travel Limited

A tribunal has upheld the dismissal of a bus engineer with 16 years' service who told a driver to continue driving despite a brake shudder. The decision confirms that safety-critical roles require strict compliance.

Senior Customer Service Officer (12 years' service) v Turkish Bank (UK) Limited

A Senior Customer Service Officer with 12 years' service lost her unfair dismissal and age discrimination claims after the tribunal found the bank's redundancy selection process was reasonable.

Flexible Colleague (recruitment agency worker assigned to Amazon warehouse) v Cordant Recruitment Ltd T/a PMP Recruitment

A recruitment agency worker assigned to Amazon lost his claims for disability discrimination and whistleblowing detriment after the tribunal found his assignment ended due to a neutral ranking system, not his depression or complaints.

Paint shop operative (5 years' service) v Omega Plc

A paint shop operative who resigned to secure a redundancy payment lost his unfair dismissal claim. The tribunal found no breach of trust and confidence.

Receptionist/Administrator, later Ward Administrator v The Royal Marsden NHS Foundation Trust

An NHS trust fairly dismissed a ward administrator who was off sick for over a year, the tribunal has ruled. All claims of disability discrimination, race discrimination, and whistleblowing detriment were dismissed.

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

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

Train driver (5 years' service) v Transport for Wales Rail Limited

A Cardiff tribunal found that a train driver with anxiety and depression following a serious railway accident was not disabled under the Equality Act 2010, as his impairment did not have a substantial or long-term effect on day-to-day activities.

Specialist doctor in care of the elderly (SAS doctor) v St Helens & Knowsley Teaching Hospitals NHS Trust

A specialist doctor who resigned after his bullying grievance was not upheld and mediation was refused has lost his constructive unfair dismissal claim. The tribunal found no fundamental breach of contract by the NHS Trust.

Field sales retail development executive (7 years' service) v CPM UK Ltd

A field sales executive with 7 years' service was fairly dismissed for gross misconduct after deliberately misrecording stock availability to generate bonus payments. The tribunal rejected his claims of unfair dismissal and age discrimination.

Dementia Outreach Worker (one day a week, fixed term) v B

A part-time dementia outreach worker who claimed she was dismissed for whistleblowing and disability discrimination has lost her case. The tribunal found no protected disclosure and no discrimination.

Bus driver (2 years' service) v Metroline West Limited

A bus driver with two years' service was fairly dismissed for making an aggressive phone call to a controller while on a final written warning. The tribunal rejected his claims of race discrimination and victimisation.

Customer Service Assistant (5 years 8 months service) v B & M Retail Limited

An employment tribunal has ruled that B & M Retail Limited fairly dismissed a customer service assistant who had been absent for over three years due to muscular dystrophy. The tribunal rejected claims of unfair dismissal and disability discrimination.

Associate Headteacher (60% part-time, 20 years' service) v Bradford Diocesan Academies Trust

An associate headteacher who resigned after being told her role would be made redundant lost her claims for unfair dismissal and age discrimination. The tribunal found she was not dismissed but resigned voluntarily.

Consultant Colorectal Surgeon v Hywel Dda University Health Board

An employment tribunal dismissed all claims of unfair dismissal, race discrimination and victimisation brought by a consultant colorectal surgeon against Hywel Dda University Health Board following a lengthy disciplinary process.

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

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

Assembly department operative (2 years' service) v Panel UK Limited

An assembly operative with two years' service was fairly dismissed for redundancy after his employer used a length-of-service scoring matrix. The tribunal also rejected his race discrimination claim.

Senior Lecturer and Course Director, MA Planning, Policy and Practice (27 years' service) v London South Bank University

A senior lecturer and course director with 27 years' service was fairly dismissed for bullying and harassment after a lengthy internal process. The tribunal rejected all claims of race discrimination, victimisation, and whistleblowing detriment.

Service Charge Manager (fixed-term contract) v A2Dominion Housing Group Ltd

A service charge manager on a fixed-term contract claimed he was dismissed for raising concerns about service charge delays. The tribunal found his protected disclosure was not the reason his contract was not renewed.

Teaching Assistant and Deputy Designated Safeguarding Lead v Cornerways Children Services Ltd

A teaching assistant and deputy safeguarding lead who was made redundant after an Ofsted inspection found weaknesses in safeguarding arrangements has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Senior MICE Administrator (later MICE Monitoring Analyst) v Click Travel Limited

A senior administrator who was made redundant shortly after returning from maternity leave has lost her unfair dismissal and discrimination claims. The tribunal found the redundancy process was fair and not linked to her pregnancy or flexible working request.

Management Support Administrator (18 years' service) v Coventry University

An employment tribunal has rejected claims of unfair dismissal and discrimination brought by a management support administrator with 18 years' service who was dismissed for capability due to long-term sickness absence.

Deputy Store Manager (10 years' service) v Asda Stores Ltd

An Asda deputy store manager with 10 years' service was fairly dismissed for gross misconduct after asking a 15-year-old customer for her phone number, the Watford Employment Tribunal has ruled.

Medical secretary (25 hours/week) v Dr Jennie Want & Dr Sunitha Jinka

A medical secretary who resigned after a year-long sick leave for depression and anxiety lost her claims for constructive unfair dismissal and disability discrimination. The tribunal found the GP practice's delays, while not ideal, did not amount to a fundamental breach of contract.

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

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

Pharmacy dispenser (4 years' service) v Lloyds Pharmacy Limited

A pharmacy dispenser who fell out with her line manager was fairly dismissed for some other substantial reason. Her race discrimination and unfair dismissal claims were rejected.

Former employee v Leeds Teaching Hospitals NHS Trust

A former employee of Leeds Teaching Hospitals NHS Trust lost her victimisation claim after the tribunal found that her Dignity at Work complaint did not amount to a protected act under equality law. She was also ordered to pay £17,000 in costs.

Neighbourhood Manager (13 years' service) v Clarion Housing Group Limited

A neighbourhood manager with 13 years' service was made redundant when external funding for her role ended. The tribunal dismissed her claims of unfair dismissal and disability discrimination, finding the redundancy process was fair and unrelated to her epilepsy.

Finance director (statutory director from 1 October 2017) v EngineF Operating Ltd

A finance director who refused to engage in redundancy consultation and alleged whistleblowing lost his unfair dismissal claim. The tribunal found a genuine redundancy situation and no protected disclosures.

Loans and investment officer (25 years' service) v Bridgend County Borough Council

A loans and investment officer with 25 years' service was fairly dismissed on capability grounds after 17 months off work with stress and anxiety. The tribunal rejected her claims of unfair dismissal and disability discrimination.

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

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

Customer Service Engineer (13 years' service) v Openreach Limited