Deputy Design Director loses redundancy and discrimination claims against Greenland UK
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.
1 min read · Last updated 19 May 2026
Case details
Key facts
- The claimant was employed as Deputy Design Director from September 2015 to 11 March 2021.
- The claimant's role diminished due to the COVID-19 pandemic and cessation of development work.
- The claimant was placed at risk of redundancy on 10 February 2021 and dismissed on 11 March 2021.
- The claimant alleged discrimination, harassment, victimisation, unfair dismissal, unlawful deduction from wages, and unpaid holiday pay.
- All claims were dismissed by the tribunal.
- The claimant's harassment claim regarding a comment about her trousers was out of time.
Timeline
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Employment started
Claimant began employment as Deputy Design Director at Greenland UK Investment Ltd.
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Notice of termination
Respondent sent email indicating termination due to lack of work, effective 30 September 2020.
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Visa expiry and purported dismissal
Claimant's Tier 2 visa expired; respondent treated employment as ended.
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Comment on clothing
Second respondent allegedly commented that claimant looked like a 'frumpy grandmother/auntie'.
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Re-engagement
Claimant was re-engaged by respondent with a new employee number.
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Indefinite leave to remain granted
Claimant's ILR application was approved.
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At risk of redundancy
Claimant was formally placed at risk of redundancy.
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Dismissal
Claimant's employment was terminated by reason of redundancy.
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Claim presented
Claimant submitted her claim to the employment tribunal.
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Final hearing judgment
Tribunal dismissed all claims.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed by reason of redundancy, and whether she had been subjected to direct sex and race discrimination, harassment, victimisation, unlawful deduction from wages, and whether she was entitled to unpaid holiday pay.
The outcome
The tribunal dismissed all claims brought by the claimant against Greenland (United Kingdom) Investment Limited and a named individual.
- The redundancy was genuine due to the COVID-19 pandemic and cessation of development work.
- The selection process was fair and non-discriminatory.
- The harassment claim regarding a comment about her trousers was out of time.
- No compensation was awarded as all claims failed.
Lessons & takeaways
- A genuine redundancy situation, such as a downturn in work due to COVID-19, can justify dismissal if the selection process is fair.
- Claims of discrimination or harassment must be brought within the statutory time limits, or they will be dismissed as out of time.
- Bringing multiple claims without sufficient evidence can result in all claims being dismissed, and may expose the claimant to costs applications.
A redundancy case with multiple allegations
This case shows how an employee who believed she was treated unfairly during a redundancy process brought a wide range of claims, but ultimately failed to persuade the tribunal that any of them had merit. The deputy design director had worked for Greenland UK for over five years when the COVID-19 pandemic led to a reduction in development work. She was placed at risk of redundancy in February 2021 and dismissed a month later.
What the tribunal considered
The tribunal examined whether the redundancy was genuine and whether the selection process was fair. It also considered allegations of sex and race discrimination, harassment (including a comment about her clothing), victimisation, unlawful deduction from wages, and unpaid holiday pay. The harassment claim was dismissed as it was brought outside the three-month time limit. The other claims were dismissed because the tribunal found no evidence of discrimination or unfairness in the redundancy process.
Why this matters for similar claims
This case is a reminder that a genuine redundancy situation can be a fair reason for dismissal, provided the employer follows a fair process. Employees who believe they have been discriminated against should act quickly to bring their claim within the time limits. Bringing multiple claims without solid evidence can be risky, as it may lead to all claims being dismissed and potentially a costs order against the claimant.
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