2022

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

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

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.

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

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

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

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

Branch Manager (12 years' service) v Jayar Components Ltd

A branch manager with 12 years' service who was clinically extremely vulnerable to COVID-19 was unfairly dismissed and discriminated against after his employer demanded he return to an office he considered unsafe. The tribunal found the disciplinary process was a sham.

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

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

DWP employee (17 years' service) v Department for Work and Pensions

A DWP employee with ME who worked reduced hours for years was unfairly dismissed and discriminated against. Tribunal awards £47,087.46 and recommends a positive reference.

Student Nurse / Aspirant Nurse v Guys and St Thomas’s NHS Trust

A student nurse who waited over eight months to bring claims of unfair dismissal and sexual harassment against Guy's and St Thomas' NHS Trust has had all his claims dismissed as out of time.

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.

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

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

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

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

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

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

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.

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

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

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.

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

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

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.

Trainee Assistant Psychological Wellbeing Practitioner v Pennine Care NHS Foundation Trust

A former trainee assistant psychological wellbeing practitioner had her unfair dismissal and discrimination claims struck out after repeatedly failing to comply with case management orders and not responding to a strike-out warning.

Former employee (17 months' service) v Scammell Groundworks Ltd (Liquidation)

A former employee with 17 months' service won nearly £20,000 after being unfairly dismissed and discriminated against due to pregnancy. The employer failed to follow any statutory procedure.

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.

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

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

Former employee (long service, dismissed for gross misconduct) v Care UK Community Partnerships Ltd

A tribunal struck out claims of unfair dismissal, wrongful dismissal, and detriment for protected disclosures after the claimant failed to pay a £300 deposit order. The unlawful deductions claim was also struck out as having no reasonable prospect of success.

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

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

Service Technician (3 years' service) v First Subsea Limited

A service technician who presented an unfair dismissal claim without an early conciliation certificate, claiming an exemption for interim relief that was never applied for, had his claim rejected by the tribunal for lack of jurisdiction.

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.

Medical Laboratory Assistant (22 years' service) v University Hospitals of Leicester NHS Trust

A Medical Laboratory Assistant with 22 years' service had his unfair dismissal and disability discrimination claims dismissed by an employment tribunal because they were presented about four months after the legal deadline, despite his serious health issues.

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.

Former employee v Royal Marsden Hospital NHS Foundation Trust

A former employee's unfair dismissal claim was struck out because she had not worked for the required two-year qualifying period. The tribunal also warned that her discrimination claims would be struck out unless she complied with orders.

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.

Former employee v Every Sensation Care Ltd

A former employee with depression and anxiety was constructively dismissed after her employer contacted her GP without permission. The tribunal awarded over £54,000.

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

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

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.

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

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

Registered Manager of a care company (15 months' service) v Happy Care Limited

A care company's registered manager was automatically unfairly dismissed after making protected disclosures to the CQC and police. The tribunal found the employer fabricated a homophobia allegation and sexually harassed her. She was awarded £73,474.

Former employee v Richmond Harbour Hotel Management Limited T/A Richmond Harbour Hotel

A former employee who was immunocompromised after a partial splenectomy has been found to be disabled under the Equality Act 2010. The tribunal ruled that her condition had a substantial and long-term adverse effect on day-to-day activities.

PR and Community Manager v Arjuna Seth Shoes Limited

An employment tribunal struck out a former PR and community manager's claims of sexual harassment and victimisation after she failed to pursue them for over two and a half years, following the respondent's liquidation.

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

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

Security officer v Amberstone Security Limited

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

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

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

Solicitor v Just Family Law Ltd

A solicitor who claimed he was dismissed for raising a GDPR concern had his protected disclosure claim struck out. The tribunal also found he lacked the two years' service needed for ordinary unfair dismissal.

Former employee v Govia Thameslink Railway Ltd

A former employee's unfair dismissal and discrimination claims against Govia Thameslink Railway were struck out after he repeatedly refused to proceed without a prior criminal investigation by MI5 or the Serious Fraud Office.

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

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

Former employee (driver) v 247 West London Ltd

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

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

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

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.

Street cleaner (TUPE transferred in 2013) v Ringway Hounslow Highways Limited

A street cleaner who alleged an eight-year campaign of age discrimination and harassment by his employer had his claims struck out for having no reasonable prospects of success.

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.

Former employee (admin/office role) v Garden County Vending Ltd

A former employee won £24,250 after the tribunal found she was victimised and sexually harassed following protected disclosures about hygiene issues, though her constructive unfair dismissal claim failed.

Former employee v London Borough of Bexley

A tribunal has allowed a former employee to amend her claim to include indirect sex discrimination after her employer refused her request for flexible hours during school closures.

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.

Customer Assistant (night shift) v Tesco Stores Ltd

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

Former employee v Sodexo Limited

A former employee's disability discrimination claim against Sodexo Limited was struck out after she repeatedly failed to provide ordered medical information. The tribunal found no reasonable excuse for the non-compliance.

Head of Clinical Governance v Mitie Care and Custody Limited

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

Sales manager (former employee) v Chase Buchanan Ltd

A former sales manager has been allowed to amend her claim to include indirect sex discrimination, arguing that her employer's practice of dismissing the more junior employee in a relationship breakdown disproportionately affects women.

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

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

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.

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

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

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.

Former employee v Openreach Limited

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

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

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

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.

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

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

Agency driver v DHU Healthcare CIC

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

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.

Former employee v Simon Cooper and Co Ltd

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

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.

Social rights activist and community educator v Greater London Authority

A social rights activist who volunteered on an advisory group and a commission for the Greater London Authority was found not to be an employee or worker, so his unfair dismissal and race discrimination claims could not proceed.

Former employee v London Underground Limited

A former London Underground employee who was dismissed for having a second full-time job without consent had all his claims struck out. The tribunal found his unfair dismissal claim could not proceed due to lack of service, and his discrimination claim was brought too late.

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.

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

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

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.

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

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

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

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

Events Manager (1 year 5 months' service) v Jack Petchey Foundation Limited

A tribunal ruled that an events manager with a serious leg injury was disabled under the Equality Act, and that her employer knew about it from February 2020.

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.

Former employee v Drive DeVilbiss Healthcare Ltd

A former employee who did not dial in to a preliminary telephone hearing had his claims of constructive unfair dismissal, age discrimination and unpaid wages thrown out. His late application for reconsideration was also refused.

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.

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

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

Former employee (18 days' service) v Countryside Properties PLC

A former employee who worked for only 18 days had her discrimination and whistleblowing claim struck out after failing to attend hearings or comply with tribunal orders. Her application for reconsideration was refused.

Teacher of Modern Foreign Languages v New College Leicester

A teacher who brought claims for unfair dismissal, disability and race discrimination, and failure to deal with a flexible working request had all her claims dismissed because they were presented to the tribunal too late.

Former chief ethics and compliance officer (CECO) at an Afghan university v American University of Afghanistan

An employment tribunal has ruled it has no jurisdiction to hear claims of unfair dismissal, whistleblowing and race discrimination brought by a former chief ethics officer of the American University of Afghanistan, as the connection to Great Britain was insufficient.

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

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

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.

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

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

Former employee v McMillan Williams Solicitors Limited (In administration)

A former employee of McMillan Williams Solicitors won £13,649 after the tribunal found she was constructively unfairly dismissed. The firm did not attend the hearing.

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.

Former employee v Unite Telecoms Limited

A former employee won £29,477 in disability discrimination and holiday pay after Unite Telecoms Limited failed to comply with tribunal orders and had its response struck out.

Former employee (telephony service worker) v Capita Customer Management Ltd

A former Capita employee had her unfair dismissal claim struck out after she refused to engage with documents during cross-examination, making a fair hearing impossible.

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.

Carpentry apprentice v New City College

A carpentry apprentice who alleged discrimination by New City College had his claims struck out because the tribunal had no jurisdiction over a further education college.

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

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

Former employee (housing officer) v Thurrock Council

A housing officer who claimed disability discrimination after being dismissed while signed off with stress and anxiety has lost her case. The tribunal found her reactions were normal responses to adverse life events, not a mental impairment.

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.

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

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

Kitchen Assistant/Relief Cook (16 years' service) v Thames Reach Charity

A kitchen assistant with 16 years' service had her disability discrimination claim struck out after failing to comply with a deposit order. The tribunal found no reasonable excuse for non-payment.

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.

Former employee v NSL Limited

A former employee's unfair dismissal claim against NSL Limited was dismissed after neither he nor his former employer attended the final hearing. The tribunal concluded there was no good reason for his absence.

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.

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

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

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

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

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.

Former employee (probationary period) v Manning Gottlieb OMD

A tribunal dismissed an unfair dismissal claim because the employee had not worked for two years, and struck out a race discrimination claim that had no supporting facts.

Temporary worker (6-month assignment) v Barclays PLC

A temporary worker who was dismissed after two months with Barclays had his race discrimination claim struck out because he presented it over nine months late. The tribunal found no just and equitable reason to extend time.

Former employee v Genting International Limited

A former employee who tried to add a race discrimination claim nearly two years after presenting her original claim had her application refused. The tribunal also struck out her unfair dismissal claim because she was still employed.

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.

Healthcare worker v Fenwick Healthcare Staffing Limited

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

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.

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

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

Former employee v Freight Transport Association Limited (t/a Logistics UK)

A tribunal struck out claims for unfair dismissal, unpaid wages and race discrimination after the claimant failed to attend a preliminary hearing and his claims were presented out of time.

Former employee (previous owner of the company) v Nortim Precision Engineering Limited

A tribunal dismissed a former employee's claims of constructive unfair dismissal and age discrimination because they were brought too late, despite his ill health and furlough.

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.

Former employees v NV Projects Ltd

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

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.

Office administrator v Emax Trading Limited

A tribunal awarded over £10,000 to two office administrators after finding that one was discriminated against due to pregnancy and the other unfairly dismissed. The employer failed to conduct a pregnancy risk assessment and did not provide written employment particulars.

Former employee v Fyre Group Limited

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

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.

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

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

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.

Senior Mental Health Practitioner (13 years' service) v Worcestershire Health and Care NHS Trust

A senior mental health practitioner with 13 years' service was unfairly dismissed and discriminated against by an NHS trust. The tribunal awarded £199,149.09, finding the trust failed to make reasonable adjustments and relied on a flawed capability process.

Former employee v St Cuthbert's House Limited

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

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.

Former employee v Deloitte LLP

A former employee's constructive unfair dismissal claim against Deloitte LLP was struck out because he had less than two years' service. His attempt to argue automatic unfair dismissal under health and safety grounds came too late.

Dental nurse (GDC accredited) v Mr J O’Dea t/a St Clement Dental Care

A dental nurse who suffered a brain haemorrhage after childbirth was unfairly dismissed by her employer, who failed to consult her or obtain an up-to-date medical report. The tribunal awarded her £38,191 in compensation.

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

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

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.

NHS employee v Guys and St Thomas’ NHS Foundation Trust

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

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.

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

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

Former employee v Halsey Masonic Hall, Watford, Limited

An employment tribunal dismissed all remaining claims of a former employee who did not attend the final hearing and failed to comply with court orders, ending a case that had already lost several claims due to non-compliance.

Security guard (placed by recruitment agency) v CDX Security Ltd

A security guard who alleged race and sex discrimination by a senior officer had her entire claim dismissed after repeatedly failing to provide a list of documents as ordered by the tribunal.

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.

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

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

Former employee v London Fire Commissioner

A tribunal has ruled that a former employee with Persistent Paranoid Delusional Disorder lacks the mental capacity to participate in his own disability discrimination case, ordering that he must have a litigation friend or legal representation.

Recruitment agency worker (2 years' service) v PMP Recruitment Limited

A recruitment agency worker's race discrimination claim against Amazon was struck out after he missed the three-month time limit by 15 days. The tribunal declined to extend time on just and equitable grounds.

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.

Social worker v Cumbria County Council

A social worker who waited over a year to bring an unfair dismissal claim after being summarily dismissed for gross misconduct had her case struck out as out of time. The tribunal found it was reasonably practicable for her to have claimed within the three-month limit.

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.

Former employee (Principal Stylist) v Ms M Bratton and Evanlils Ltd

A tribunal dismissed all claims of unfair dismissal and homophobic abuse brought by a former Principal Stylist after he failed to attend the preliminary hearing or comply with case management orders.

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

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

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.

Pot department packer (11 years' service) v Aeroplas (UK) Ltd

A pot department packer with 11 years' service was dismissed after a seizure at work without a formal meeting. The tribunal found the dismissal unfair and discriminatory, awarding over £15,000 in compensation.

Former employee v Small and Beautiful Limited

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

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

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

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

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

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

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

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 Mr Chris Dawson

A former employee's claim against Mr Chris Dawson was rejected because the early conciliation certificate named a different company. The tribunal accepted the claim against the correct employer but refused to add the individual.

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.

Former employee v Leicester City Council

A former employee's unfair dismissal claim against Leicester City Council was struck out because he had less than two years' service. His subsequent applications for relief from sanction and reconsideration were also refused.

Former employee (constructive dismissal) v Swale Heating Limited

A tribunal struck out most of a former employee's claims, including a pregnancy discrimination claim from a man, after finding the claims were misconceived, lacked reasonable prospects, or were an abuse of process. Only unfair dismissal and race discrimination claims against the employer survive.

Cleaning supervisor (4 years' service) v Lewis & Graves Partnership Ltd

A cleaning supervisor with four years' service was unable to bring an unfair dismissal claim because her continuous service fell short of the two-year requirement after a TUPE transfer. The tribunal also dismissed her race discrimination and TUPE consultation claims as out of time.

MDU engineer (5 years' service) v Sky In-Home Services Limited

An engineer with 5 years' service had his unfair dismissal and race discrimination claims struck out after relying on incorrect ACAS advice that caused an 8-month delay in presenting his claim.

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.

Former employee v Morrison Data Services Limited

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

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.

Former employees v C and others

Two employees who resigned after suffering sexual harassment, age harassment and victimisation have been awarded a total of £119,275.86 by the Nottingham Employment Tribunal.

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.

Former employee v LFH (Fowey Hall) Ltd.

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

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

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

Former employee v Riatex Ltd

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

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.

Ductwork manufacturer (11 years' service) v H & V 2000 Limited

A ductwork manufacturer with 11 years' service had his unfair dismissal claim struck out after he missed the three-month time limit by nearly two months, despite his father's death.

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.

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

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

Former employee v Alnmaritec Limited (In Creditors Voluntary Liquidation)

A former employee won over £37,000 after her employer failed to defend her claims of unfair dismissal and disability discrimination. The remedy was decided on the papers.

Track and trace call centre operative v Serco Group Plc

An employment tribunal dismissed a track and trace call centre operative's claim for interim relief after finding she had no good chance of proving she was an employee or made protected disclosures. The case was later struck out when she failed to attend the final hearing.

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

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

Sales Executive – New Cars (8 months' service) v Mercedes Benz Retail Group Ltd

A sales executive dismissed during probation for poor performance had his unfair dismissal and race discrimination claims thrown out because he lacked two years' service and filed his claim 17 days late.

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.

Former school Principal v East London Science School Trust

A former school principal's constructive dismissal claim was dismissed because he missed the three-month time limit, despite later being invited to a post-employment disciplinary meeting.

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

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

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

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

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.

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

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

Supermarket employee v Wm Morrison Supermarkets Limited

A supermarket employee was constructively dismissed and discriminated against after being consulted about a restructure while on maternity leave and then redeployed to a role that disadvantaged women. The tribunal awarded over £60,000.

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.

Pizza maker (former employee) v Dijla Limited

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

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

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

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.

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

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

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.

Driver specialist (12 years' service) v Babcock Land Defence Limited

A driver specialist with 12 years' service had his unfair dismissal and disability discrimination claims thrown out after submitting his claim form four months late, despite having been warned of the time limit.

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.

Former employee v Irubber Ltd

A former employee who withdrew his unfair dismissal claim the day before a preliminary hearing has been ordered to pay £1,200 in costs after failing to comply with tribunal orders.

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

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

Former employee v The Riverside Group Limited

A former employee who brought unfair dismissal claims against three separate employers had all claims dismissed because he had not worked for any of them for two years. The tribunal also struck out discrimination claims as out of time.

Warehouse operative (2 months' service) v Heron Foods Limited

A warehouse operative with only two months' service was dismissed for absence during probation. The tribunal struck out his unfair dismissal claim for lack of jurisdiction and ordered a deposit for his disability discrimination claim.

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

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

Former employee v GXO Logistics UK Limited (formerly XPO Supply Chain Services UK Ltd)

An employment tribunal has struck out a former employee's unfair dismissal, disability discrimination and whistleblowing claims as vexatious and having no reasonable prospects of success, after she had already lost a substantially similar claim against the same employer.

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.

Former employee v Sweet Home by Patrick Ltd

A former employee's claims of unfair dismissal and discrimination were thrown out because the claim form lacked a valid ACAS early conciliation number, and a later certificate could not cure the defect.

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.

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

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

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.

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

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

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

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

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.

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

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

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.

Communications and Marketing Manager (4 years' service) v The Alan Turing Institute

A communications manager who brought claims of discrimination and constructive unfair dismissal against The Alan Turing Institute had her case struck out after failing to comply with multiple tribunal orders over a year. The tribunal found a fair hearing was no longer possible.

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.

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

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

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.

Former employee v Pfizer Limited

A former employee's unfair dismissal claim against Pfizer was struck out after she repeatedly failed to comply with tribunal orders and requested a postponement 11 minutes before a 9-day hearing. She was also ordered to pay £1,200 in costs.

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

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

Former employee v Skylane Hotel Limited

A former employee who did not attend her final hearing and failed to comply with directions had her claim dismissed by the tribunal.

Former employee v Patel Post and Print Limited

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

Former employee v Verisure Services (UK) Limited

A former employee's unfair dismissal claim was thrown out after she failed to join a preliminary hearing, despite multiple warnings from the tribunal clerk.

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

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

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.

NHS employee v The Royal Marsden NHS Foundation Trust

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

Senior 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.

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

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

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

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

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

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

Former employee v Royal Mail Group Limited

A former employee's attempt to strike out Royal Mail's defence for alleged disclosure failures was refused, with the tribunal finding no material breach. The underlying unfair dismissal claim will proceed to a full hearing.

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.

Former employee v Eva-Lution Property Services Limited

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

Customer service advisor (part-time, 3 years' service) v British Gas Services Limited

A customer service advisor's claims of unfair dismissal and race discrimination were struck out after he failed to pay a £2,000 deposit ordered by the tribunal. The deposit was required because his claims had little reasonable prospect of success.

Cleaner (1 year 1 month service) v Sentrex Services UK Ltd

A cleaner with less than two years' service had her unfair dismissal claim struck out, and her race discrimination claims were later struck out for failing to comply with tribunal orders and not actively pursuing the case.

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

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

Former employee v Network Rail Infrastructure Limited

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

Sales manager (1 year's service) v ARH UK Limited

A sales manager who was told his wife should care for their sick child and was forced to work while on furlough has been awarded over £26,000 by an employment tribunal.

Senior practitioner in regional safeguarding unit v Staffordshire County Council

Staffordshire County Council had its defence struck out for persistent failure to comply with tribunal orders, leading to a finding of unfair dismissal and disability discrimination against a senior practitioner with osteoarthritis.

Manager in Risk department v Financial Conduct Authority

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

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.

Support worker (5 months' service) v Learning Disability Network London Limited

A support worker who presented her tribunal claim one day before obtaining an ACAS early conciliation certificate had her case dismissed for lack of jurisdiction, despite later rectifying the error.

Former employee v Premier Cars Bangor Ltd

A former driver with COPD and back pain was unfairly dismissed and discriminated against by Premier Cars Bangor Ltd. The tribunal awarded £3,230.76 for unfair dismissal, disability discrimination, and unpaid holiday pay.

Former employee v P&O North Sea Ferries Limited

A former employee's unfair dismissal and disability discrimination claims have been dismissed by an employment tribunal because they were presented too late, with no medical evidence to justify the delay.

Support Practitioner v MacIntyre Care Limited

A tribunal found that a support practitioner with Mixed Connective Tissue Disease was not disabled under the Equality Act, striking out her discrimination claim for lack of medical evidence.

Night Care Assistant (12 years' service) v The Salvation Army Trustee Company

A Night Care Assistant with 12 years' service had her unfair dismissal and disability discrimination claims struck out after failing to properly set out her case despite repeated opportunities. No compensation was awarded.

Former employee v VA and KS

A former employee withdrew her claim for unpaid commission at a preliminary hearing. The tribunal declined to strike out the rest of her case, leaving time issues for the final hearing.

Sales Advisor (20 years' service) v New Look Retailers Limited

A sales advisor with 20 years' service was unfairly dismissed and indirectly discriminated against after New Look required flexibility during redundancy. She was awarded £8,672.

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.

Construction Manager (architect, overqualified for role) v London Borough of Newham

A construction manager who claimed she was dismissed for raising health and safety concerns has had her interim relief application rejected. The tribunal found factual disputes meant she did not meet the high threshold for interim relief.

Former employee v Gradwell Communications Ltd

A former employee won £93,375.68 for direct discrimination after their employer failed to respond to the claim. The award included a 25% uplift for ignoring ACAS procedures.

Former police employee v The Chief Constable of North Wales Police

A former police employee's claims of constructive unfair dismissal, whistleblowing detriment and indirect sex discrimination were dismissed after the tribunal found they were presented too late. She was also ordered to pay £3,672 in costs for causing two abortive hearings.

Former employee v University of Southampton NHS Foundation Trust

A former employee's unfair dismissal and discrimination claims were dismissed after the tribunal found they were presented more than three months after dismissal, without ACAS early conciliation having been started in time.

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.

Administrative employee v London Road Surgery

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

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.

Foster carer (from August 2012) v Blackpool Council

A foster carer who claimed unfair dismissal after being deregistered by Blackpool Council had his case struck out. The tribunal ruled that foster carers are not employees under established case law.

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.

Healthcare assistant v Orwell Housing Association

A healthcare assistant withdrew her unfair dismissal claim at a tribunal hearing. The tribunal allowed her to change her discrimination claim from race to religion or belief, but refused to add a disability 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.

Recruitment consultant (senior level) v P Ltd

A recruitment consultant sexually assaulted by her line manager has been awarded £995,127.67 after developing PTSD and worsening fibromyalgia, leaving her unable to return to her senior role.

Former employee v St Vincent de Paul Society (England and Wales)

A former employee's unfair dismissal and discrimination claims have been struck out after she repeatedly failed to comply with tribunal orders to provide further information, despite having legal representation throughout.

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.

Former employee v Virgin Media

A former Virgin Media employee had his latest tribunal claims struck out after bringing complaints that had already been decided in previous cases. The tribunal found the claims had no reasonable prospect of success.

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.

Head of Security Services Management (14+ years' service) v The Health and Social Care Information Centre t/a NHS Digital

A head of security services with 14 years' service had all his claims dismissed because he presented them too late. The tribunal had no power to hear them.

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

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

Employee (Chinese origin, short service) v County Durham and Darlington NHS Foundation Trust

An employee who resigned in 2009 brought claims of constructive dismissal, whistleblowing and race discrimination in 2022. The tribunal struck out all claims as having no reasonable prospect of success due to the extreme delay.

Former employee v Otium Services and Facilities Ltd

A former employee's claims for unfair dismissal and discrimination were struck out after he failed to attend a telephone hearing and did not comply with orders to explain his absence.

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

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

Former employee v Stan Smith and Sons Ltd

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

Bus driver (just over 2 years' service) v Stagecoach London (now amended to South East London & Kent Bus Company Limited)

A tribunal struck out a bus driver's constructive unfair dismissal and disability discrimination claims after she repeatedly failed to provide medical evidence and a schedule of loss, and did not attend the final hearing.

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

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

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

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

Former employee v Lasercare Clinics (Harrogate) Ltd

A former employee who withdrew her disability and race discrimination claims at a preliminary hearing was unable to have them reinstated, even after finding new evidence. The tribunal refused reconsideration, ruling that a change of heart is not enough.

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.

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

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

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

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

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

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

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.

Former employee v Shoosmiths LLP

A former employee had his unfair dismissal claim struck out after telling the tribunal he could not play cricket due to disability, when in fact he played cricket in 2021. The tribunal found he deliberately misled the court.

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.

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

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

Heritage Project Manager (4 years' service) v British Deaf Association

A tribunal found that the British Deaf Association constructively dismissed a heritage project manager after refusing her flexible working request based on incorrect facts, awarding £17,678.70 in compensation.

Band E Political Risk Underwriter (3 years' service) v Swiss Re Corporate Solutions Services Limited

A political risk underwriter was unfairly dismissed in a sham redundancy after returning from maternity leave. The tribunal awarded £1,287,014 for sex discrimination, harassment, and unfair dismissal.

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

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

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

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

Former employee v Hozelock Ltd

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

Team Leader (Covid testing station) v Commisceo Primary Care Solutions Limited

A team leader who alleged he was dismissed because of his race had his claim struck out after missing two preliminary hearings and failing to respond to tribunal correspondence.

Security officer (agency worker) v Knightsbridge Residents Management Company Limited, CN Security Limited, London Portman Hotels Ltd t/a NOBU Hotel

A security officer who worked for only a few weeks had his unfair dismissal claim struck out because he lacked two years' service and had used the wrong company for early conciliation. His discrimination claims were allowed to proceed.

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

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

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.

Prison officer (15 years' service) v Secretary of State for Justice

A prison officer with 15 years' service who was refused a permanent relocation away from the wings after an assault has lost his claim for failure to make reasonable adjustments. The tribunal found that the employer's offer of a phased return and temporary amended duties was reasonable.

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

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

Contracts manager (less than 2 years' service) v Building Product Solutions Limited

A contracts manager who resigned after a grievance outcome had his unfair dismissal and disability discrimination claims thrown out because he did not attend the preliminary hearing.

Accredited installer/fitter v Climar Industries Ltd

A tribunal found that Climar Industries Ltd discriminated against an installer with ADHD by refusing to allow his mother to accompany him at a disciplinary hearing and dismissing him for behaviour linked to his disability.

Telesales advisor (part-time, 24-hour week) v EE Limited

A telesales advisor who resigned after a flexible working request was refused had her unfair dismissal and discrimination claims thrown out because she submitted her claim five days past the deadline, despite knowing the time limit.

Plumber (fixed-term contract) v Shepherd’s Bush Housing Association Limited

A plumber on a fixed-term contract had his unfair dismissal and wages claims thrown out for being presented too late, and was ordered to pay £6,800 in costs for continuing to pursue a weak case after warnings.

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

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

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

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

Bar staff v Samuel Smiths Old Brewery (Tadcaster)

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

Programmer (17 years' service) v British Telecommunications PLC

A programmer with 17 years' service was unfairly dismissed by BT after the company relied on a six-month-old medical report and ignored an offer of updated evidence. The tribunal awarded £46,939.95.

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

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

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

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

Security officer (17 years' service) v LHR Airports Limited

A security officer with Asperger's Syndrome was unfairly dismissed after raising a grievance about a manager, who then counter-claimed that the complaint was false and vexatious. The tribunal found the investigation biased and the dismissal procedurally unfair.

Former employee v Teleperformance Limited

A former employee's unfair dismissal and disability discrimination claims have been struck out after they failed to comply with an unless order and did not attend a case management hearing. No compensation was awarded.

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.

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

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

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

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

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.

Former employee v Next Distribution Limited

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

NHS employee v Mid Cheshire Hospitals NHS Foundation Trust

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

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

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

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.

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

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

Former employee v Wilkinson Retail Ltd

A former employee's unfair dismissal and discrimination claim was struck out after he repeatedly failed to comply with tribunal orders over two years. The tribunal found a fair hearing was no longer possible.

Inclusion support worker (term-time only) v Pembrokeshire County Council

A term-time inclusion support worker who resigned after her employer refused her flexible working requests has won claims for indirect sex discrimination and constructive dismissal. She was awarded £45,961.

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

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

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.

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

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

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

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

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.

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

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

Care home worker (alleged protected disclosures about resident care) v Castle Villas Ltd

An Employment Tribunal refused to grant relief from sanctions to a care home worker whose unfair dismissal claim was struck out for failing to comply with an Unless Order. The tribunal found the breach was serious and the explanation inadequate.

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

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

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.

Postwoman (20 years' service) v Royal Mail Group Ltd

A postwoman with 20 years' service was dismissed for breaking COVID self-isolation rules, but her unfair dismissal claim was rejected because she filed it too late. The tribunal also refused to add a disability discrimination claim.

Learning mentor / training course developer v Willing and Able Ltd (in voluntary liquidation)

A tribunal ruled that a learning mentor who developed and delivered apprenticeship courses was an employee, not a self-employed contractor. The case will now proceed to a final hearing on multiple claims including unfair dismissal and discrimination.

Management Accountant (3 years' service) v Muji Europe Holdings Ltd

A management accountant was unfairly dismissed after being selected for redundancy following a grossly unfair performance improvement plan. The tribunal awarded £14,147 in compensation.

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

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

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.

Campus support officers v Kirklees College

Two campus support officers claimed unfair dismissal and discrimination after a restructure introduced Saturday working. The tribunal struck out most claims, allowing only one ordinary unfair dismissal claim to proceed.

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.

Customer Service Assistant (14 years' service) v Tesco Stores Limited

A 14-year Tesco employee who withdrew his unfair dismissal claim and repeatedly abused tribunal staff had his remaining discrimination claims struck out. No compensation was awarded.

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.

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

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

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.

Quality Consultant (via limited company) v Benson Viscometers Ltd

A Quality Consultant who provided services through his own limited company was found not to be a worker or employee of the end-user, Benson Viscometers Ltd, so the tribunal had no jurisdiction to hear his claims.

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.

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

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

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

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

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

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

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.

Administrative Officer (Finance Lead) v Carnegie Theatre Trust

An administrative officer's equal pay claim against Carnegie Theatre Trust was struck out after the tribunal found a genuine material factor—different duties and unsociable hours—explained the pay difference. Her sex discrimination complaints about a 2020 grievance and redundancy were allowed to proceed.

Former employee v Digital Grading Studio Limited

A former employee of Digital Grading Studio Limited has won her claim for sex discrimination after a remark made during a stressful meeting. She was also awarded holiday pay, notice pay, and compensation for unfair dismissal, totalling £2,989.36.

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

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

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

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

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

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

Fixed-term employee (support worker) v The University of the West of England

A fixed-term employee who brought a whistleblowing detriment claim almost a year after the deadline had his case dismissed by the Bristol tribunal, which also found it would have been struck out as an abuse of process.

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

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

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.

Chief Financial Officer/Chief Operations Officer v Leo Scheiner, Oscar Scheiner, 08344730 Limited (in voluntary liquidation), Fyrtorr Limited

A chief financial officer was dismissed by reason of redundancy when her employer entered liquidation. The tribunal awarded £9,015.92 for unpaid notice and holiday pay but dismissed claims for discrimination and unfair dismissal.

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

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

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.

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

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

Software engineer (1.5 years' service) v Google UK Limited

A software engineer who tried to retract her resignation the same day she sent it could not show she had a 'pretty good chance' of proving whistleblowing dismissal. The tribunal dismissed her interim relief application.

Radio and Rigging Manager (25 years' service) v British Telecommunication Plc

A Radio and Rigging Manager with 25 years' service was unfairly dismissed after BT was found to have predetermined her redundancy selection and ignored her sex discrimination grievance. The tribunal awarded £137,929.

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

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

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.

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

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

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

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

Former employee v Exclusive Fireplaces and Stoves Ltd

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

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

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

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

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

Academic (STEM Outreach Lead) v The University of Cumbria

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

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.

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

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

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

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

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.

Former employee v Tesco Stores Limited

A former employee who did not attend his final hearing due to work commitments had his unfair dismissal and discrimination claims dismissed by the tribunal. The respondent's application for costs was later refused.

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.

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

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

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.

Former employee v Holtwhites Hotel and Daycare Centre (an unincorporated partnership)

A former employee's unfair dismissal claim was struck out after he failed to attend the final hearing, ignored tribunal orders, and sent abusive emails to the respondent's solicitor.

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

A tribunal has ruled that Openreach fairly dismissed a Customer Service Engineer with 13 years' service after 271 days of absence, finding the employer's process was reasonable and not discriminatory.

Former employee (made redundant after TUPE transfer) v Capita Business Services Limited

A former employee who was made redundant in 2011 had her unfair dismissal claim struck out after she waited nearly a decade to bring it, despite having withdrawn an earlier claim. The Leeds tribunal found no reasonable prospect of extending time.

Finance and Sales Support Administrator / Purchase Ledger Assistant v Anglia Crown Limited

A finance administrator who resigned after six months of sick leave lost her constructive dismissal claim because the tribunal found she had affirmed her contract by waiting too long.

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

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

Former employee v Consulting and Accountancy Services Ltd

A former employee's claims of automatic unfair dismissal for asserting holiday rights, along with other complaints, were dismissed. The tribunal found the real reason for dismissal was redundancy due to financial savings.

Fashion graphic designer (2 years' service) v UBI Limited

A fashion graphic designer with less than two years' service was dismissed for performance and conduct issues, not for raising health and safety concerns about returning to work during the pandemic. The tribunal rejected her claims of automatic unfair dismissal and disability discrimination.

Customer sales assistant v B Ltd

A customer sales assistant who resigned claiming constructive unfair dismissal and discrimination had most of her claims thrown out for being brought too late. The tribunal also ordered her to pay £11,300 in costs.

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

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

Senior risk and compliance professional v National Westminster Bank plc

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

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

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

Head of Accounting v Gapuma (UK) Limited

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

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

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

Former employee v Priory Group

A former employee's unfair dismissal claim against Priory Group was back on track after the tribunal revoked a strike-out, finding the employer had not received correspondence due to an email address error.

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

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

Newly qualified social worker v Kent County Council

A tribunal dismissed all discrimination claims brought by a newly qualified social worker against Kent County Council, finding no evidence of race, age, or sex discrimination or harassment.

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

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

Not stated v Atradius CYC de Seguros Y Rease

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

Clinical Administrator (16 hours/week, 3 years' service) v Dr D Burley, Dr N Taylor, Dr K Moore, Dr T Draghici and Dr R Grainger Trading as Hebden Bridge Medical Practice

A clinical administrator who resigned after a return-to-work dispute lost her constructive dismissal and disability discrimination claims. The tribunal found no breach of the implied term of trust and confidence.

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

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

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

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

Forklift Truck Driver and Warehouse Operative (18 months' service) v Ken Wilkins Print Limited

An employment tribunal has dismissed claims of race and religion discrimination, harassment and victimisation brought by a former forklift truck driver against Ken Wilkins Print Limited, finding his evidence totally unreliable and preferring the employer's witnesses.

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

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

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

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

Medical secretary v Frimley Health NHS Foundation Trust

A medical secretary who refused a management instruction to move offices and was verbally aggressive was fairly dismissed for gross misconduct. The tribunal rejected her claims of race discrimination and victimisation.

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

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

Senior lecturer (accountancy and finance) v University of Huddersfield

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