Reached the merits

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

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

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

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

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

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

Former employee (3 years' service) v Advanced Plant Hire Ltd

A former employee with three years' service was unfairly dismissed after his site closed and the employer failed to follow any redundancy process. The tribunal awarded over £44,000 in compensation.

Kitchen/Production Manager (2 years' service) v Jam’n’vegan

A kitchen manager with two years' service was unfairly dismissed when her employer made her redundant without any consultation or warning. The tribunal awarded £4,809.49 in compensation.

Former employees v Ideal Shopping Direct Ltd (in voluntary liquidation) and Ideal World Ltd

Two employees were unfairly dismissed and awarded £25,000 in damages after their employer failed to transfer them under TUPE regulations. The tribunal also made a protective award of 90 days' pay for failure to consult.

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

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

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

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

Former employee v Garbett Butchers Ltd

A former butcher won £11,871 after his employer failed to pay notice, holiday pay, or a redundancy payment and did not attend the tribunal hearing.

Assistant Playground Leader and SENCO (26 years' service) v Crossways Playgroup (an unincorporated association)

A tribunal refused a committee member's application to file a late response in a redundancy claim brought by an assistant playground leader with 26 years' service. The case will now proceed to a remedy hearing.

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

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

Former employee v Mold Systems EU Limited (In Administration)

A former employee won a protective award of 90 days' pay after his employer made him redundant without any consultation. The company was in administration and did not attend the hearing.

Former People Advisor (2 years' service) v London Borough of Hounslow

A former People Advisor who resigned after her employer failed to respond to her redundancy request for 39 days has been allowed to pursue claims for a redundancy payment and constructive unfair dismissal.

Data Partnerships Manager (2 years' service) v Appscatter Limited (in creditors' liquidation)

A Data Partnerships Manager was dismissed without notice on the day his employer announced a TUPE transfer. The tribunal awarded £11,670 for breach of contract and £7,423 for failure to inform and consult.

Former employee (annual salary £75,000 plus car allowance) v Synpower Merchant Services Limited

A former employee has been awarded £10,125.26 after his employer made an unauthorised deduction from his wages, failed to pay accrued holiday pay, and withheld statutory redundancy pay.

Former employees (telemarketing business) v Phonetic Group Limited

Former telemarketing employees lose protective award and unfair dismissal claims after a TUPE transfer from a company in creditors' voluntary liquidation, but win compensation for failure to consult.

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

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

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

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

Former employee v The Bowness Pudding Company Limited

A former employee of The Bowness Pudding Company Limited was unfairly dismissed and awarded £11,934.76 after the company failed to follow the ACAS Code of Practice and did not provide a written statement of employment terms.

Hairdresser (2 years 5 months' service) v Layla's Lengths Limited

A hairdresser with over two years' service was dismissed by text message after a dispute over taking a half day. The tribunal awarded £4,778 for unfair dismissal and unpaid wages.

HGV driver (night driver, 12 years' service) v Walon Limited t/a BCA Automotive

Four HGV night drivers with up to 12 years' service were unfairly dismissed when their employer assumed their jobs would transfer to a new contractor under TUPE, but the tribunal found no organised grouping existed.

Former employee (redundant) v Clements Limited (in Administration)

A tribunal awarded 90 days' pay to 15 employees dismissed without any consultation when Clements Limited went into administration.

Former employee v T33 Holdings Ltd

A former employee of T33 Holdings Ltd has been awarded £34,597.88 after the tribunal found the company made unauthorised deductions from wages, failed to pay notice pay, and unreasonably failed to comply with the ACAS Code of Practice.

Brand Manager (14 years' service) v Canners & Packers International Limited

A brand manager with 14 years' service was told she might lose her job, found a new role and left. The tribunal ruled she resigned, not that she was dismissed.

Asbestos supervisor (7 years' service) v Safe Strip UK Limited

An asbestos supervisor unfairly dismissed for redundancy was awarded £3,298 after a 75% Polkey reduction. The tribunal found the dismissal unfair but applied a large reduction for the chance of fair dismissal.

Care assistant (live-in carer) v Lovingangels Care Limited

A live-in care assistant was unfairly dismissed after her role ended when the care recipient moved into a care home. The tribunal found the employer failed to consider furlough and conducted a rubber-stamp appeal.

Swimming teachers v Achieve Lifestyle Ltd

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

Former employee v Blamire Bakery Limited

A former employee of Blamire Bakery Limited has won her claim for unfair and wrongful dismissal after being made redundant without proper process. The tribunal awarded £11,960.28.

Team Member (36 years' service) v BT Plc

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

Driver v Conexim Solutions Ltd

An employment tribunal struck out a driver's unfair dismissal and age discrimination claims after he failed to attend a case management hearing and did not comply with orders to provide details of his case.

Former employee v Duchy Farm Kennels Ltd

A former employee of Duchy Farm Kennels Ltd was awarded £17,570.97 after being unfairly dismissed by redundancy, with the tribunal also finding unauthorised wage deductions, unpaid holiday pay, and failure to provide written particulars.

Former employee v Strong Maker Limited

Two former employees of Strong Maker Limited were awarded over £20,000 in total after the tribunal found they were unfairly and automatically unfairly dismissed, with a 25% uplift for the employer's failure to follow the ACAS Code of Practice.

Former employee v Auxilium Developments Limited

A former employee who worked for less than two years had their redundancy and unfair dismissal claims struck out, but won £2,691 for unauthorised wage deductions and unpaid holiday pay.

Registered manager (2 years' service) v Laniwyn Care Services Ltd

A registered manager was unfairly dismissed after being told by text to attend a Zoom meeting where she was given two weeks' notice for redundancy. The tribunal found no genuine redundancy and awarded £14,153.

Finance and commissioning officer (18 years' service) v Hertfordshire County Council

A finance and commissioning officer with 18 years' service was constructively dismissed after Hertfordshire County Council unfairly re-graded her role and failed to properly consider her grievance. The tribunal awarded £66,476.86.

Evidence and Evaluation Lead (fixed-term contracts from 2018 to 2021) v Secretary of State for Health and Social Care

A tribunal has allowed a fixed-term employee to amend his claim to add further particulars of less favourable treatment, despite the application being made just days before the hearing.

Former employee v Carter Technical Mouldings Ltd

A former employee won £7,881 after their employer admitted the claim of unfair dismissal and related claims. The tribunal awarded redundancy pay, notice pay, and holiday pay.

Paralegal/caseworker (1 year 10 months' service) v Khans Solicitors

A paralegal with six disabilities was unfairly dismissed after asserting her right to be paid and asking for reasonable adjustments. The tribunal awarded £109,020.64.

Gymnastics coach (3 years' service) v Daniel May

A gymnastics coach who was dismissed by email with immediate effect citing redundancy was awarded £2,230 for unauthorised wage deductions and failure to provide written particulars. The tribunal found the dismissal unfair.

Technical Fire Consultant/Sales Representative (11 years' service) v Intumescent Systems Ltd

A technical consultant with 11 years' service was unfairly dismissed after his employer stopped paying him because his side business installing the company's products was too successful. The tribunal awarded £23,673.75, with a 20% uplift for ignoring the ACAS code.

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

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

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

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

Boatman (16 years' service) v Trevor Symes

A boatman with 16 years' service was unfairly dismissed when his employer sent a text message saying there was no work. The tribunal awarded over £17,600 in compensation, including an ACAS uplift.

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

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

Former employee (5 years' service) v PYD Packaging Limited

A former employee with 5 years' service was unfairly dismissed during a redundancy process and awarded over £10,000 for unpaid notice, holiday pay, and ACAS code breach.

Trainee Project Manager (apprentice, 1 year 4 months' service) v Gloster MEP Limited

A trainee project manager who was dismissed after complaining about underpayment of the National Minimum Wage lost his claim for automatic unfair dismissal. The tribunal found the real reason was performance and conduct issues.

Chef (35 years' service) v Mr F Sanjoori and Chateau Napoleon Restaurant

A chef who worked for 35 years was made redundant without any consultation or notice when his restaurant closed. The tribunal awarded £17,766 in redundancy and notice pay, but reduced compensation for unfair dismissal by 100% because the business was bound to close.

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

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

Former employee v APT Health and Safety Training Solutions Ltd

A former employee was unfairly dismissed by reason of redundancy and denied proper notice, winning a basic award of £1,346.15 and damages of £1,800 for breach of contract.

Former employee v Epsilon Ten Limited trading as Oxto Energy Storage

A former employee with less than two years' service successfully claimed £13,389.33 in unpaid wages, pension contributions and annual leave after his employer failed to pay him for months and did not attend the tribunal hearing.

Former employee v Circle Wood Ltd

A tribunal struck out a former employee's claim that she was discriminated against because of her caring responsibilities for her disabled mother, ruling that section 15 of the Equality Act does not cover discrimination by association.

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

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

Former employee v Carisway Facilities Support Ltd (in Creditors’ Voluntary Liquidation)

A cleaner was unfairly dismissed when her employer went into liquidation without following any redundancy procedure. The tribunal awarded £14,522 in compensation, reduced by 50% for the chance she would have been dismissed anyway.

Accessible transport officer (8 years' service) v London Borough of Camden

An accessible transport officer who applied for voluntary redundancy after a restructure has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Former employee (32 years' service) v High-Tech Windows Ltd (in voluntary liquidation)

A former employee with 32 years' service was awarded a protective award of 90 days' pay after his employer made him and 20 others redundant without any consultation.

Former employee v Green and Brown Ltd

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

Former employee v Shaws (Cardiff) Limited (in liquidation)

A former employee of Shaws (Cardiff) Limited won a protective award of £4,142.60 after the company failed to consult about redundancies before going into liquidation.

Post office assistant/shop assistant (26 years' service) v Fabpost Ltd

A post office assistant with 26 years' service was dismissed after her employer sold the shop. The tribunal found a TUPE transfer had taken place, so liability for her claims passed to the new owner and her former employer was not liable.

Pre-school employees (manager and staff) v Management Committee of St Philips Community Centre

Four pre-school employees claimed unfair dismissal after redundancy, but the tribunal first had to decide who their employer was – the management committee, the church council, or individuals.

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

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

Former employees (family-run supermarket) v Medsun Food Ltd

Three employees were fairly dismissed for a roof confrontation and assault, but a fourth was unfairly dismissed for taking goods without payment. The tribunal reduced her compensation to zero due to her conduct.

Former employees v Richmann Walsh Engineering Limited (In Administration)

An employment tribunal has awarded 90 days' pay to former employees of Richmann Walsh Engineering Limited after the company entered administration without carrying out collective redundancy consultation.

Former employee (12 weeks' service) v James Andrew Prams & Nurseries Ltd

A former employee was awarded over £10,700 after James Andrew Prams & Nurseries Ltd failed to pay redundancy, wages, notice pay and holiday pay following a redundancy dismissal.

Production manager (14 years' service) v Great British Confectionary Group Limited

A production manager with 14 years' service was unfairly dismissed when his employer closed a factory, laid him off indefinitely, and deliberately kept the redundancy count below 20 to avoid collective consultation. The tribunal awarded over £15,000 plus a protective award of £9,000.

Plant operator / maintenance worker (chemical effluent treatment plant) v Suez Industrial Water Limited and Airbus Operations Limited

Three chemical effluent plant workers were automatically transferred to Airbus under TUPE when the maintenance contract expired and Airbus took the work in-house. The tribunal declared a service provision change had occurred.

Former employees v Carl's Kitchen Limited

An employment tribunal has upheld claims from four former employees of Carl's Kitchen Limited for unpaid redundancy, unauthorised wage deductions, and missing pension contributions. The company failed to attend the hearing.

Former employee v Walkers Snacks Limited

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

Former employee (18 years' service) v Riviera Multimedia Ltd

A former employee with 18 years' service was locked out of her workplace and left unpaid for months. The tribunal awarded her over £26,000 in redundancy, breach of contract, unpaid salary, and holiday pay.

Former employee v Kitrinos Healthcare (charity No. 1172586)

A former employee settled her claims for £11,210.89 after the employer conceded unfair dismissal at the final hearing. The tribunal later ordered the employer to pay £6,485.88 in preparation time costs for unreasonable conduct.

Former employee (21 years' service) v Currys plc

A former employee with 21 years' service at Currys plc had her unfair dismissal and redundancy claims initially struck out due to an administrative error. The strike-outs were later revoked, but the unfair dismissal claim was ultimately dismissed.

Former employee v Drainforce Rail Ltd

Five former employees of Drainforce Rail Ltd were unfairly dismissed in a redundancy process, but their claims for a statutory redundancy payment failed. The tribunal awarded a total of £23,911.04.

Farm shop worker (7 years' service) v M.B. Farm Produce Limited

A farm shop worker with 7 years' service was unfairly dismissed after initially refusing a suitable alternative role but later changing her mind, only to have her employer ignore her change of heart. The tribunal awarded £7,209.50.

Window fitter (6 years' service) v Amazing Glazing (Widnes) Limited

A window fitter with six years' service was dismissed by text message claiming the company was going into receivership, but the tribunal found the business continued trading. He was awarded £9,357 for unfair dismissal, notice pay, holiday pay, and an unauthorised deduction.

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

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

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

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

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

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

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

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

Trainee route setter (2 years' service) v Ascendant Leisure Properties Limited

A trainee route setter who emailed about changing her role was unfairly dismissed when her employer treated it as a resignation. The tribunal awarded £5,597, including an 18% uplift for failing to follow the ACAS Code.

Venue manager (8 years' service) v Sin Bar Ltd

A venue manager with 8 years' service was constructively unfairly dismissed after her employer shouted at her, refused sick pay, and removed her from the bar's Facebook page. The tribunal awarded £8,137.55.

Former employee (6 years' service) v Short Richardson and Forth Limited In Voluntary Liquidation

A former employee with six years' service was awarded over £3,600 after their employer made 20 or more staff redundant without any consultation. The tribunal found a protective award of 90 days' pay was justified.

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

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

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

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

Accounts Administrator / Finance employee (6 years' service) v Innovation First International (UK) Limited

A tribunal refused to strike out an employer's response despite the claimant's allegations of unreasonable conduct, allowing the case to proceed to a full hearing.

Accounts Manager (15 years' service) v Northern Belle Limited

An accounts manager with 15 years' service was unfairly dismissed when her employer failed to offer her a part-time role that became available during her notice period. The tribunal awarded £250 for loss of statutory rights.

Former employee v Riddwood Consulting Engineers Ltd (in voluntary liquidation)

A former employee who made a protected disclosure was unfairly dismissed and suffered detriment. The tribunal awarded over £6,300, including £5,000 for injury to feelings.

Former employees v TAL Precision Engineering Ltd

TAL Precision Engineering Ltd failed to pay wages for three months, leading to successful claims for unpaid wages, redundancy pay, and constructive unfair dismissal. The tribunal also applied a 25% ACAS uplift for failing to follow statutory procedures.

Cleaner (12 years' service) v Whipcoot Developments Limited and Whipcott Getaways Limited

A cleaner with 12 years' service was dismissed on the day her employment transferred to a new company. The tribunal found the dismissal automatically unfair and awarded £3,025.24, including an uplift for ignoring her grievance.

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

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

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

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

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

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

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

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

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

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

Sports Club Managers (5 years' service) v Ilford Sports Club Limited

Two joint managers of a sports club were unfairly dismissed when they were made redundant without any consultation, despite the club's dire financial situation. The tribunal also found they were owed unpaid wages and holiday pay.

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

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

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

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

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

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

Security guard (10 weeks' service) v ESG Security Limited

A security guard who resigned after just 10 weeks has been awarded £5,892 by an employment tribunal for constructive unfair dismissal, including notice pay and pension loss.

Former employee v Zobra Limited

A former employee won £1,819 after Zobra Limited failed to respond to claims of unauthorised wage deductions, breach of contract and unpaid holiday. Claims for unfair dismissal and redundancy were struck out due to insufficient service.

Programme Delivery Manager (9 years' service) v Aster Group

A Programme Delivery Manager with nine years' service resigned during a redundancy consultation and claimed constructive unfair dismissal. The tribunal dismissed her claim, finding that the employer's conduct was not a fundamental breach of contract.

Business Intelligence Manager (6 years' service) v Micro Focus Ltd

A Business Intelligence Manager with six years' service has won his unfair dismissal claim after his employer decided his fate before consulting him. The tribunal awarded over £117,000 in compensation and a protective award for failing to collectively consult.

Administrator, Office Manager and Business Manager and Compliance Officer (10 years' service) v Peter Radelat t/a PR Employment Law Specialists

An employment law specialist who closed his business due to ill health was found to have unfairly dismissed his administrator of 10 years. The tribunal awarded compensation for the unfair dismissal and failure to provide written particulars.

Security guard (13 years' service) v Kingdom Services Group Limited

A security guard with 13 years' service on the same assignment was awarded redundancy pay after his employer failed to offer suitable alternative work before the assignment ended. The tribunal rejected claims for unfair dismissal and unpaid wages.

Cleaner (4 years' service) v Ms Z Nicholson (trading as "Hestia Cleaning Services")

A cleaner with four years' service was found to be automatically unfairly dismissed when the new cleaning contractor refused to take him on. The tribunal awarded £1,372.

Restaurant employee (4 months' service) v Morgarten Restaurants Ltd

An employee who resigned after four months due to constructive dismissal has been awarded £2,579 for unpaid wages, holiday pay, and notice pay. The restaurant company, now in liquidation, failed to pay her final earnings.

Former Grade 7 nurse (cardiovascular health and rehabilitation) v University College London Hospitals NHS Foundation Trust

A former Grade 7 nurse failed to prove constructive unfair dismissal after his role was removed in a restructure. The tribunal struck out his claim and refused to add a disability discrimination claim.

Former employee v Dannii Matthews Limited

A former employee won £15,298 after being unfairly dismissed by redundancy and having wages unlawfully deducted. The employer failed to present a valid response.

Cleaner (2 years 7 months' service) v Mario Cleaning Services Ltd

A cleaner was unfairly dismissed after being selected for redundancy solely because she asked about taking unpaid leave to care for her ill mother. The tribunal found no chance she would have been dismissed if a fair procedure had been followed.

Former employees v Cheshiregate Property Services Limited

Two former employees of Cheshiregate Property Services were awarded over £45,000 after the company failed to defend claims of redundancy pay, notice pay, and unpaid wages.

Former employee v Adam Grooming Atelier Ltd

An employer's application for £1,435 in costs was dismissed after the tribunal found the former employee had not acted unreasonably and her breach of contract claim had some prospect of success.

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

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

Former employee v Reclamet Ltd

A former employee of Reclamet Ltd settled their unfair dismissal claim for £31,000 after the tribunal found the company breached the ACAS Code of Practice and dismissed without notice.

Employee (12 years' service) v Charles Briggs Ltd

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

Former employee v STA Travel Ltd (a company in creditors’ voluntary liquidation)

Five former employees of STA Travel Ltd have won a protective award after the company made them redundant without any collective consultation. The tribunal found that the company proposed to dismiss 20 or more employees at one establishment within 90 days.

Barmaid (3 years' service) v Real Bars Ltd

A barmaid with three years' service was unfairly dismissed when her employer sacked her by text message without notice. The tribunal awarded her £8,619.38 in compensation for unpaid wages, holiday pay, notice pay, and unfair dismissal.

Chief Human Resources Officer (CHRO) on Executive Committee v Co-operative Group Limited

A Chief Human Resources Officer was unfairly dismissed by Co-operative Group Limited after a sex-biased performance appraisal and a flawed reorganisation. The tribunal awarded £101,373 in compensation.

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

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

Senior ER Adviser (4 years' service) v St George’s University Hospitals NHS Foundation Trust

A senior ER adviser who claimed unfair dismissal and a redundancy payment had her case struck out because she presented the claim while still employed. The tribunal said it had no reasonable prospects of success.

Former employees v Orthios (Anglesey) Technologies Ltd (In Administration)

Former employees of Orthios (Anglesey) Technologies Ltd won a protective award after the company failed to consult them before making redundancies. The tribunal awarded 90 days' pay.

Chef (former employee) v Gold Panda Limited

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

Process Manager (5 years' service) v TFC Holdings London Limited

A Process Manager who had his entire fortnightly pay withheld was constructively dismissed. The Watford tribunal awarded him £54,819.16 for unfair dismissal, notice pay, and pay statement breaches.

Former employee v HYPHA Restaurants Limited

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

Hotel employee (17 years' service) v Park Hall Hotel Ltd (in creditors voluntary liquidation)

A hotel employee of 17 years was unfairly dismissed and awarded over £15,000 after her employer deducted pension contributions without paying them in and failed to follow redundancy procedures.

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

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

Former employees v Seychell Engineering and Fabrication Limited (in voluntary liquidation)

Three former employees had their claims for unfair dismissal, redundancy pay and unpaid wages dismissed after they failed to attend the tribunal hearing and provided no evidence.

Former employee v Amber Pubs Limited

A former employee won over £5,000 after being made redundant without proper notice, holiday pay, or written particulars. The employer's failure to comply with tribunal orders led to its defence being struck out.

Window fabricator and installer (4 years' service) v Keepout Limited (in liquidation)

A window fabricator with four years' service was dismissed by redundancy without any warning or consultation. The tribunal awarded £15,319 in unpaid wages, holiday pay, notice pay, redundancy pay and compensation.

Restaurant employee (14 years' service) v Mr Andrew Hooper trading as Teesdale Restaurant and Coffee Shop

A restaurant employee with 14 years' service was awarded £6,728 in statutory redundancy pay after her employer closed the business, but her claims for unfair dismissal, notice pay and holiday pay were dismissed as too late.

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

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

Former employee v Greenfields Nursery Ltd

A former employee of Greenfields Nursery Ltd was unfairly dismissed after the nursery failed to carry out any redundancy consultation. The tribunal awarded £4,439.30.

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

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

Plumber (3 years' service) v 24/7 Plumbing & Gas (UK) Limited

A plumber with three years' service was constructively dismissed after his employer refused to pay overtime for hours over 40 per week and mishandled his grievance. The tribunal awarded £26,953 in compensation.

Public House Manager (17 years' service) v Mr P Wiffin T/A Live and Let Live

A public house manager with 17 years' service was made redundant when the pub closed during COVID-19. The tribunal upheld the redundancy but awarded £17,936.55 for National Minimum Wage underpayments, notice pay, and holiday pay.

Former employee (BT) v British Telecommunications plc (BT)

A former BT employee was unfairly dismissed in a redundancy process. The tribunal awarded £52,173.45 after applying a 75% Polkey reduction and compensating for lost share scheme benefits.

Night porter (14 years' service) v Mohammad Zishan Zaman

A night porter with 14 years' service and a maintenance man were awarded unpaid wages, holiday pay and redundancy after a tribunal found their employer deliberately used a complex corporate structure to avoid responsibility.

Site Manager (3 years' service) v NB Construction (UK) Limited

A site manager was unfairly dismissed after a sham redundancy process and a subsequent gross misconduct dismissal that lacked proper investigation. The tribunal awarded £8,281.30, including a 20% ACAS uplift.

Senior Staff Nurse (Band 6) – IVF and fertility services (12 years' service) v University Hospitals Plymouth NHS Trust

A senior staff nurse with 12 years' service was found to have transferred to the new IVF service provider under TUPE, despite the new provider's claim she was not assigned to the organised grouping.

Teaching Assistant and Midday Supervisor (10 years' service) v Derbyshire County Council

A teaching assistant who was dismissed on ill-health grounds had her unfair dismissal and disability discrimination claims struck out after presenting them 415 days late. The tribunal found no explanation for the delay and no jurisdiction to hear the case.

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

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

Machine Operator (57 years' service) v G & S Valves Limited

A machine operator with 57 years' service lost his unfair dismissal claim after telling his boss 'I'll retire now'. The tribunal ruled he had resigned, and the employer was not obliged to correct his misunderstanding.

Former employee v Gold Mount Markets Limited

Two former employees of Gold Mount Markets have won claims for unpaid wages, notice pay, and holiday pay after the company stopped paying them for over three months during the pandemic.

Former employee v Central and North West London NHS Foundation Trust

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

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

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

Skilled computer programmer (20 years' service) v Office for Students

A computer programmer with 20 years' service was constructively dismissed after her employer adopted a 'low code/no code' approach. The tribunal found the restructure amounted to a redundancy situation and the grievance process was mishandled.

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

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

Former employee v Lex Machinery Limited

A former employee won his unfair dismissal claim by default after Lex Machinery Limited failed to respond. He was awarded £5,989.65 in total, including redundancy pay, notice pay, holiday pay, and compensation for loss of earnings.

Business adviser / hotel manager (4 years' service) v Masteron Group of Companies

A business adviser who was made redundant after his employer went into liquidation had his unfair dismissal claim rejected because he named the wrong company as respondent. The tribunal refused his late attempt to add the correct entity.

General manager (3 years' service) v Sizer Engineering Limited

A general manager who resigned after a dispute over his bonus and holiday pay was not constructively dismissed, the tribunal ruled. All claims were dismissed.

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

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

Former employee v Trackforce Recruitment Limited

A former employee won over £5,500 after her employer failed to respond to her tribunal claim for redundancy pay, unpaid holiday, notice pay and an unauthorised deduction from wages.

Goods Receiving / Storekeeper (3 years 8 months' service) v Plaza Premium Lounge (UK) Limited

A tribunal has ruled that a storekeeper's redundancy dismissal was fair, finding that the employer followed a reasonable selection process and consulted properly during the pandemic.

Office Assistant (7 years' service) v UK Atlantis Ltd

An office assistant with seven years' service was unfairly dismissed after her husband fell out with the company director. The tribunal found the redundancy was a sham and awarded £17,235.

Former employee (25 years' service) v MB Evans Limited

A Cardiff tribunal found that MB Evans Limited unfairly dismissed a 25-year employee without notice during a redundancy. The employee was awarded £21,936 in compensation.

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

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

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

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

Former employee (concierge staff) v Urbanbubble Liverpool Limited (in Creditors’ Voluntary Liquidation)

An employee who resigned with one month's notice was dismissed without notice by her employer, which later went into liquidation. The tribunal awarded £1,661.25 for unfair dismissal, statutory redundancy, and breach of contract.

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

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

Former employee v Ormskirk Metal Fabrications Ltd

A former employee won £10,405 after his employer failed to respond to his unfair dismissal claim. The tribunal found he was dismissed by reason of redundancy without proper notice or pay for accrued holiday.

Former employee v Martin McColl Limited

A tribunal awarded wasted costs against a company's representative for failing to respond to correspondence and case management orders, causing the other side to incur unnecessary preparation costs.

Operations Director (20 years' service) v Data Labs Global Ltd

Two operations directors with 20 years' service were awarded redundancy pay and notice pay after their employer went into winding-up, but their unfair dismissal claims were rejected.

Manager (32 years' service) v Royal Mail Group Ltd

A manager with 32 years' service was fairly dismissed for gross misconduct after selling Royal Mail PPE worth £20 on a local website. The tribunal upheld the dismissal, finding the employer's investigation and decision were within the range of reasonable responses.

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

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

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

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

Driver, telephonist and controller (over 20 years' service) v Meadway Private Hire Ltd

A driver, telephonist and controller with over 20 years' service was constructively dismissed after his employer offered only limited holiday cover at reduced pay following furlough. The tribunal extended time for his unfair dismissal claim.

Former employee v Work it Group Ltd

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

Chief Executive Officer (7 years' service) v Milton Keynes Development Partnership LLP

A CEO with 7 years' service was unfairly dismissed when his employer rejected his proposed reduced-hours alternative without proper consideration. The tribunal found the redundancy process procedurally flawed but applied a 75% Polkey deduction.

Former employee (25 years' service) v S. J. Norman & Sons

A former employee with 25 years' service was awarded over £7,800 in redundancy pay and compensation, but his unfair dismissal and breach of contract claims were dismissed as out of time.

Former employee v Ocean Design Storage Solutions Limited

A former employee won over £24,500 after being made redundant without consultation and suffering unauthorised deductions, unpaid holiday pay, and breach of contract.

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

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

Care workers (dedicated carers for a quadriplegic individual) v Deborah Jude as Deputy for Property and Affairs for Stephen Martin; YS Services Limited t/a Embracing Care

Four care workers who lost their jobs when a quadriplegic man's care moved to a new provider won statutory redundancy pay, but their unfair dismissal and notice claims failed because they were brought too late.

Restaurant employee v Michael Shane Croner

A restaurant employee's unfair dismissal and redundancy pay claims were dismissed after the tribunal found the employer was unaware of the original proceedings. The original £8,721 wages award was revoked.

Complaints Resolution Manager (6 years' service) v E.ON UK PLC

A Complaints Resolution Manager was fairly dismissed after closing 81 complaints but making only 15 outbound calls. The tribunal upheld E.ON's decision, finding the investigation and dismissal were reasonable.

Former employee (12 years' service) v Owen Owen (Western) Ltd (in liquidation)

A former employee with 12 years' service was unfairly dismissed by reason of redundancy, but a 100% Polkey deduction meant no compensatory award. The tribunal awarded £4,362.20 for redundancy, unpaid wages, holiday pay, and other losses.

Out-of-hours call centre supervisor (4 months' service) v Healthbridge Direct

An out-of-hours call centre supervisor with four months' service was dismissed for redundancy during the pandemic. The tribunal found that, although she had made one protected disclosure, it was not the reason she lost her job.

Mystery shopper (worker) v My View Ltd

Four mystery shoppers who lost their jobs when Douglas Stafford Ltd collapsed failed to prove their contracts transferred to My View Ltd. The tribunal found no transfer of an undertaking, dismissing their claims for unpaid wages and holiday pay.

Butcher (12 years' service) v Bicks Chicks Ltd

A butcher with 12 years' service was summarily dismissed for coming to work after testing positive for COVID-19. The tribunal found the dismissal unfair but reduced compensation by 75% for contributory fault.

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.

Office administrator (2 years' service) v Links Waste Management Ltd. t/a JM Waste Management

An office administrator with two years' service was unfairly dismissed after being told she was not an 'A player'. The tribunal awarded £3,809.67, including an ACAS uplift for failing to follow a fair procedure.

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 v Hayre Builders Company Limited

A Reading tribunal awarded a former employee £178,199.82 after finding he was unfairly dismissed, with the employer failing to provide a written statement of particulars and unreasonably ignoring the Acas Code.

Former employee (17 years' service) v Rayhome Limited

A former employee with 17 years' service was awarded over £20,000 after her employer failed to pay wages, notice pay, holiday pay, and pension contributions upon redundancy.

Petrol station employee (17 years' service) v AKS Forcort Limited

A petrol station employee with 17 years' service was automatically unfairly dismissed when the incoming operator refused to hire her. The tribunal awarded £29,242.10, with the transferee held solely liable.

Former employee v New Platt Motors Ltd

A tribunal refused to reconsider a consent judgment after the employer alleged pressure, but provided no evidence. The former employee will receive £3,000.

Former employee (redundancy) v Nationwide Accident Repair Services Ltd (in administration)

A former employee of Nationwide Accident Repair Services has been awarded a protective award of 90 days' pay after the company failed to consult properly on mass redundancies. His unfair dismissal claim was later struck out because the company was in administration.

Clinical Programme Lead (7 years' service) v NHS Sussex Integrated Care Board

A Clinical Programme Lead who worked for the NHS for seven years under successive 'contract for services' agreements has been found to be an employee and unfairly dismissed in a redundancy restructure. She was awarded £25,000.

Former employee (7 years' service) v Constanter Limited

An employee with 7 years' service was unfairly dismissed by reason of redundancy and awarded over £7,500 for breach of contract, redundancy payment, and unpaid holiday pay.

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.

Former employee v Kirwan and Sons Limited

A former employee was unfairly dismissed and awarded over £7,600 in compensation after her employer failed to pay redundancy, notice, holiday pay, and statutory sick pay.

Former employee v RSL Distribution Limited

Four former employees of RSL Distribution Limited have been awarded redundancy payments totalling over £26,000 after the company failed to defend the claim. Other claims were dismissed as out of time.

Driver of 7.5 tonne vehicles (7 years' service) v Halls Distribution Ltd

A driver with 7 years' service was unfairly dismissed after a road traffic accident when his employer failed to contest his claims. The tribunal awarded £5,586.99.

Cleaner (8 years' service) v Hallgarth Court Residents Limited

A cleaner who worked for eight years but was never paid for holidays won £162.71 in holiday pay after the tribunal ruled she was a worker, not an employee.

Sewing Machinist (7 years' service) v Sew On and Sew Forth Limited

A Norwich tribunal awarded £20,891.76 to a sewing machinist who was unfairly selected for redundancy when her employer closed the business but only dismissed her. The award included a 20% uplift for breaching the ACAS Code of Practice.

Course Director and Lecturer (7 years' service) v The College of West Anglia

A college lecturer with seven years' service was fairly dismissed for gross misconduct after using a compressed air hose to extinguish a workshop fire, breaching health and safety rules. The tribunal upheld the dismissal.

Self-employed quality management consultant v Shekinah Consultants Limited and Martec Limited

A self-employed consultant who worked for Shekinah Consultants Limited and Martec Limited was unable to establish he was an employee or worker, leading to the dismissal of his unfair dismissal and holiday pay claims.

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.

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.

Technical Services Manager (11 years' service) v RGB HiFi & Video Limited

A Technical Services Manager who refused to attend welfare meetings or complete health questionnaires was fairly dismissed on capability grounds after 16 months' absence. The tribunal rejected his claims for unfair dismissal, redundancy pay, and arrears of pay.

Former employee (11 years' service) v Emma’s Beauty (Epsom) Limited

A former employee with 11 years' service was awarded over £4,600 after being made redundant without notice or redundancy pay by Emma’s Beauty (Epsom) Limited.

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.

Bakery operative (3.5 years' service) v Smart Dough Ltd

A bakery operative who resigned after being unable to take holiday for two years has been awarded £4,569.60 in unpaid wages, holiday pay and notice pay. The employer did not defend the claim.

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

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

Customer 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.

Area Supervisor (10 months' service) v YBC Cleaning Services Limited

An area supervisor with 10 months' service was fairly dismissed for some other substantial reason after a restructure, despite procedural flaws, because further consultation would have been futile.

Warehouse operative / fork lift driver (4 years' service) v DHL Services Limited

A warehouse operative who refused to wear a face covering during the pandemic was fairly dismissed for gross misconduct, the tribunal ruled.

Former employees (redundant) v Blitz Communications Ltd (In Liquidation)

Blitz Communications failed to consult employees before making 20+ redundancies. The tribunal approved a protective award of 8 weeks' gross pay for each affected worker.

AV Sales Manager (2 years' service) v Electec Electrical Ltd

A tribunal dismissed an unfair dismissal claim by an AV Sales Manager who had less than two years' service because his employment started later than he claimed.

Process Operator (16 years' service) v ATAG Cables & Tapes Limited (in liquidation)

Two process operators with 16 years' service who signed a mutual termination agreement after being caught stealing copper were not entitled to redundancy payments, the tribunal ruled.

Former employees v Mr J Miall t/a Ocean Fresh

A tribunal ordered a fish merchant to pay over £9,000 to two former employees for unpaid redundancy, notice pay, holiday pay and failure to provide written particulars.

Former employee v Total Physiotherapy Ltd (in voluntary liquidation)

A former employee was unfairly dismissed when Total Physiotherapy Ltd made him redundant without consultation, but a 100% Polkey reduction meant no compensation because the company had already gone into liquidation.

Human Resources Business Partner Lead (HR Vice President) v BSCL Realisation Ltd (in administration)

Five former Bathstore employees failed to prove their contracts transferred to Homebase after it bought 44 stores. The tribunal ruled each store was a separate economic entity and none of the claimants were assigned to a transferred store.

Salesperson (9 years' service) v Synergy (GB) Ltd

A salesperson who refused to return to work after furlough ended was found to have resigned, not been dismissed. The tribunal awarded £2,263.82 for unpaid holiday pay.

Former employee v Teresa Purdie

A former employee has won her claim for unfair dismissal, redundancy pay, unauthorised holiday pay deductions and breach of contract. The tribunal ordered Teresa Purdie to pay a total of £1,278.84.

Former employee (6 years' service) v Hilltop Hotel (Carlisle) Ltd

A former employee of Hilltop Hotel (Carlisle) Ltd has won claims for unfair dismissal, unpaid holiday pay and unpaid furlough pay after the employer failed to defend the case. The tribunal awarded £4,580 in total.

Head of Operations (16 years' service) v Vespertine Holidays Ltd

A tribunal found that Vespertine Holidays Ltd unfairly dismissed a Head of Operations with 16 years' service, who discovered her redundancy only when she received a P45. She was awarded £34,282.

Operations Manager (17 years' service) v Angel of Corbridge Ltd t/a The Angel Inn

A Newcastle tribunal found that Angel of Corbridge Ltd unfairly dismissed an operations manager with 17 years' service by failing to disclose the selection matrix and not considering a suitable alternative role. She was awarded £12,799.

Former employee v Arnold Sanderson Limited (in creditors' voluntary liquidation)

A former employee of Arnold Sanderson Limited has been awarded nearly £30,000 after the company dismissed him by reason of redundancy and failed to respond to his tribunal claim.

Branch manager (24 years' service) v Lancasters Property Services Limited

A branch manager who refused a suitable alternative role at a nearby office after 24 years' service has lost her claim for a redundancy payment. The tribunal found the offer was suitable and her refusal unreasonable.

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.

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.

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.

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.

Former employee v Fivestars Limited

A former employee with less than two years' service won £1,316.22 for unpaid holiday pay, sick pay and wrongful dismissal after their employer failed to attend the final hearing.

Construction worker v Knights Bridge Contractors Limited

A construction worker was paid just £5 per hour and had £1,700 deducted for two allegedly missing boilers. The tribunal ordered Knights Bridge Contractors Limited to pay £13,717.47 in total.

Former employees (salon workers) v Group Momentum (Salons) Limited

Eleven salon workers were awarded over £240,000 after their employer laid them off without pay, leading to constructive unfair dismissal and breach of contract claims.

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.

Security and maintenance worker (22 years' service) v Seighford Hall Nursing Home Ltd

A security and maintenance worker with 22 years' service was unfairly dismissed for gross misconduct, but the tribunal awarded no compensation because he would have been dismissed anyway and contributed to his own dismissal.

Structural fabricator v Standley Steel Stockholders

A structural fabricator who raised COVID-19 safety concerns was fairly selected for redundancy when his employer closed a business unit. The tribunal found no link between his disclosures and his dismissal.

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.

Concierge staff v Urbanbubble Liverpool Limited (in Creditors’ Voluntary Liquidation)

A concierge staff member was awarded £3,664 after his employer entered liquidation and failed to pay redundancy, notice and holiday pay. The tribunal found the dismissal was unfair and ordered compensation.

Night concierge v Urbanbubble Liverpool Limited (in Creditors’ Voluntary Liquidation)

A night concierge was automatically unfairly dismissed by Urbanbubble Liverpool Limited after being elected as an employee representative under TUPE regulations. The tribunal awarded £7,674.80 in compensation.

Sales Executive (5 years' service) v 40TUDE Ltd (Formerly J&M Insurances Services (UK) Ltd)

A sales executive with 5 years' service was unfairly dismissed after his employer decided to make him redundant before applying any selection criteria. The tribunal awarded £8,079.20, reduced by 20% for the chance he might have been dismissed fairly.

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.

Employee (bus driver/transport worker) v HCT Group Operations Community Interest Company (Cic)

A transport worker was automatically unfairly dismissed when her employer failed to assign her to the correct transferring group under TUPE. The tribunal awarded £50,441.99 including a 20% ACAS uplift.

Postman and Health and Safety/Union Representative (18 years' service) v Royal Mail Group Ltd

A postman with 18 years' service was fairly dismissed for gross misconduct after failing to apply the HIT procedure, causing a vehicle to roll into a parked car. The tribunal upheld the dismissal as within the range of reasonable responses.

Former employees v Elliot House Limited

A tribunal found that Elliot House Limited unfairly dismissed most of its workforce in a redundancy process that failed to arrange employee representative elections, entitling them to a protective award, notice pay, and compensation for pension contribution breaches.

Dental practice employee (over 4 years' service) v Mrs A Abnoosian, as Personal Representative of the Estate of the late Dr V Toomassian

A dental practice employee who was not paid her final wages and was made redundant after her employer died unexpectedly has won £2,731.48 at an employment tribunal.

Former employee v Crest Communication Limited

A former employee of Crest Communication Limited was unfairly dismissed by reason of redundancy and awarded £8,097.31 for unpaid wages, holiday pay, and unfair dismissal compensation.

General manager and transport manager (28 years' service) v Flying Firkin Distribution Limited

A general manager with 28 years' service resigned after receiving emails from her boss suggesting she step down if she lacked confidence in the company. The tribunal found no breach of trust and confidence and dismissed her constructive unfair dismissal claim.

Joint pub managers (Brunton Arms, Nunthorpe) v Samuel Smith Old Brewery (Tadcaster)

Two pub managers who resigned after Samuel Smith Old Brewery deducted £4,361 from their wages for alleged stock losses have won their claims for unauthorised deductions and constructive unfair dismissal, receiving £35,791 in compensation.

Multi Skilled Operative/Hydraulic Hose Engineer v Westfield Shovels Limited

Five employees of Westfield Shovels Limited were unfairly dismissed when their jobs were lost to a service change. The tribunal found they should have been transferred to the new contractor, not made redundant.

Sales and Operator Manager (11 years' service) v Interactive Resorts Ltd

A sales and operator manager with 11 years' service was unfairly dismissed when her employer stopped paying her and later claimed gross misconduct. The tribunal found the real reason was redundancy and awarded over £30,000.

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.

Bodyshop Manager (3 years' service) v Tokyo Customs Ltd

A bodyshop manager who was persuaded to keep working without pay after his employer was evicted from its premises has won £5,700 in unpaid wages and £10,382 for unfair dismissal and breach of contract.

Hair salon employee v Mrs L Trill t/a Thairapy Hair Design

A hair salon employee was fairly dismissed after her husband sent 41 threatening texts to the owner. The tribunal dismissed her unfair dismissal and holiday pay claims, and considered a costs application.

Customer Service Security Officer (7 years 9 months' service) v Wilson James Limited

A security officer who stopped attending work to care for his vulnerable mother was fairly dismissed for gross misconduct. The tribunal found the employer acted reasonably in dismissing for unauthorised absence, but awarded £195.72 for unpaid holiday pay.

Bar stewardess (17 years' service) v Halliwell Conservative Club

A bar stewardess with 17 years' service was unfairly dismissed when Halliwell Conservative Club closed without consulting her. The tribunal awarded £12,883.98 in redundancy and holiday pay but no compensation as closure was inevitable.

Director and shareholder (19 years' service) v Lowther Decorators Limited

A director with 19 years' service was summarily dismissed for gross misconduct after withdrawing company funds, but the employer carried out no investigation or disciplinary hearing. The tribunal awarded £68,048.

Secretary/administrator (job-share, 4 days a week) v Building Services (Kent) Ltd

A secretary/administrator was dismissed via text message without notice or reason. The tribunal found the dismissal unfair and awarded over £6,000 in compensation and holiday pay.

Operations Manager (wedding venue) v Thicket Priory Limited

A wedding venue operations manager lost her unfair dismissal claim but won £107.69 in unpaid holiday pay after being required to take holiday while on furlough.

Deputy Town Clerk (3 months' service) v Welshpool Town Council

A deputy town clerk with only three months' service was dismissed after repeatedly raising concerns about a failing fire alarm system. The tribunal found he suffered detriment for whistleblowing but dismissed his automatic unfair dismissal claim.

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.

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.

Estimator (3 years' service) v Sowga Ltd

An estimator with 3 years' service was unfairly dismissed after his employer rushed through a redundancy consultation in just five working days. The tribunal found the process was too short and that alternative roles were not properly explored.

Director of Partnerships v JetEngage Limited

A director of partnerships was unfairly dismissed for redundancy due to a lack of consultation, but the tribunal reduced his compensation to nil because the redundancy was inevitable. He also won £1,211 for an unlawful deduction from wages.

Solicitor (personal injury) v Charles Gregory Solicitors Ltd

A solicitor was constructively unfairly dismissed when his new employer failed to consult him about a TUPE transfer and imposed unilateral contract changes. The tribunal awarded £20,399.

Personal Assistant (11 years' service) v Gaynor Hartford

A personal assistant who was automatically unfairly dismissed after taking steps to protect herself from danger she reasonably believed to be serious and imminent has been awarded £7,394.82 by an employment tribunal.

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.

Assistant Manager (3 years' service) v Casual Dining Services Limited

A protective award of 90 days' pay for 23 employees was revoked because the employer company had been dissolved before the original judgment was issued, leaving the Secretary of State with no liability as guarantor.

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

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

Manager and fryer at fish and chip shop (4 years' service) v Best British Fish Ltd

A manager and fryer at a fish and chip shop was automatically unfairly dismissed after her employment transferred to a new owner, who told her there was no work. The Watford tribunal awarded £7,828 in compensation.

Former employee (6 years' service) v Matalan Limited

A former Matalan employee won a default judgment for unfair dismissal and redundancy, but the retailer successfully applied to set it aside, sending the case back for a full hearing.

Former employees (redundant) v Drinkmaster Ltd (In Voluntary Creditors’ Liquidation)

An employment tribunal has ruled that Drinkmaster Ltd failed to consult employees before making more than 20 staff redundant, and made a protective award of 90 days' pay.

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

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

Labourer (3 years' service) v Staton Young (Anglesey) Limited

A labourer with three years' service was unfairly dismissed when his employer summarily ended his employment due to lack of work, without following any redundancy procedure. The tribunal awarded £5,600 in compensation.

Site Supervisor (16 hours/week, also undertook building contracting work) v London Borough of Newham

A site supervisor who resigned after his employer insisted he take holiday only during school term time and launched disciplinary action has won his constructive unfair dismissal claim. The tribunal awarded £15,444.86.

Former employee v Dar Corporation Ltd

A former employee was unfairly dismissed by Dar Corporation Ltd and awarded £6,320.60, including unpaid holiday pay and notice pay.

Former employee (family relationship with managing director) v Netbit (UK) Limited

A former employee who resigned by text messages but continued working sporadically had his unfair dismissal claim struck out as out of time. The tribunal found his employment ended on 31 December 2018, not March 2019 as he argued.

General Manager, building services and industry, UK and Ireland (RS); Managing Director of sales and marketing (DL) v Xylem Water Solutions UK Limited

Two long-serving managers were unfairly dismissed for offensive WhatsApp messages, but a tribunal awarded no compensation because they would have been sacked anyway and their conduct contributed fully.

Bus driver v London United Busways Ltd

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

Consultant emergency surgeon v The Ipswich Hospitals NHS Trust

An employment tribunal has upheld the dismissal of a consultant emergency surgeon by The Ipswich Hospitals NHS Trust for gross misconduct, finding the trust's disciplinary process fair and rejecting claims of whistleblowing detriment and discrimination.