£50k–100k

Gymnastics coach v Friendship Society Limited

A gymnastics coach was automatically unfairly dismissed after asserting her right to a written contract and payslips. The tribunal awarded £56,202 including compensation for unlawful wage deductions.

HR Business Partner (1 month's service) v KBox Global Ltd

An HR Business Partner who raised concerns about a flawed redundancy process was dismissed after just one month. The tribunal awarded £74,540 after striking out the employer's response.

Managing Director (5 years' service) v Panache Leasing Ltd

A managing director who was dismissed for alleged threats and misappropriation of funds without any investigation has been awarded £53,212.50 after the tribunal found the dismissal unfair. The High Court had previously found no evidence of fraud or dishonesty.

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 NHS Blood and Transplant

A former employee was unfairly dismissed after NHS Blood and Transplant failed to investigate allegations and later refused a £40,000 settlement offer. The tribunal awarded £96,447.50 in compensation and £8,012.40 in costs.

Managing Director (31 years' service) v EMKA (UK) Limited

A managing director with 31 years' service was unfairly and wrongfully dismissed after being told his employment was ending at a hotel meeting, with no prior investigation or disciplinary process. The tribunal awarded £61,625.82.

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

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

Commercial Manager (2 years' service) v T&R Direct Insurance Limited

A Commercial Manager who was shouted at and demeaned after returning from depression-related sick leave was constructively dismissed. The tribunal awarded £56,542 for unfair dismissal, disability discrimination and harassment.

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

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

Former employee v Premier EA and FS Ltd

A former employee of Premier EA and FS Ltd has been awarded £58,077 after the tribunal found she was subjected to pregnancy and maternity discrimination, victimisation for raising grievances, and detriment for making protected disclosures, culminating in her unfair dismissal.

CEO (6 years' service) v Penny Post Credit Union Limited

A CEO with six years' service was unfairly dismissed after his employer abandoned a redundancy process and pursued gross misconduct allegations to avoid paying his 12-month contractual notice. The tribunal awarded £73,816.91.

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.

Accounts Manager (2 years 10 months' service) v First Call Contract Services Limited

An accounts manager who suffered a miscarriage and lost her husband in quick succession was unfairly dismissed by First Call Contract Services Limited. The tribunal awarded £72,948.30 for unfair dismissal, disability discrimination, and indirect sex discrimination.

Railway employee (20 years' service) v London North Eastern Railway Limited

A tribunal ordered a railway company to reinstate a 20-year employee after unfair dismissal. When the company failed to comply, it was ordered to pay over £78,000 in compensation.

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

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

Site manager (26 years' service) v Tithe Barn Club (Aldwick) Limited

A site manager with 26 years' service was unfairly dismissed for alleged gross misconduct after a breakdown in the relationship between the owner and his son. The tribunal awarded £51,785, including a 25% uplift for failing to follow the ACAS Code.

Bus operations manager (4 years' service) v Rowgate Group Ltd and CE Jeatt & Sons Ltd

A bus operations manager was unfairly dismissed after recording a colleague dancing to 'The Stripper'. The employer conceded liability and was ordered to pay £52,190.47.

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

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

Global Head of Marketing (2 years' service) v LREsystem Limited

A tribunal found that a medical technology company unfairly dismissed its Global Head of Marketing by making him redundant without consultation, and awarded him £89,013 including £74,800 in unpaid salary.

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

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

Former employee (10 years' service) v Fonmigo Limited

Fonmigo Limited conceded it unfairly dismissed a long-serving employee. The tribunal awarded £85,709.92, including a basic award of £5,710 and a capped compensatory award of £79,999.92.

Former director/manager of seasonal decorations business (16 years' service) v Chic Flower Design Limited (in liquidation)

A director with 16 years' service was dismissed days after being told he was 'too expensive' and 'no longer needed'. The tribunal found the real reason was not misconduct but cost-cutting, and awarded £61,298.

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.

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.

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.

Former employee v Verifone UK Ltd

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

General medical practitioner (2 years' service) v Japan Green Medical Centre Limited

A GP with two years' service was unfairly dismissed in a flawed redundancy process. The tribunal awarded £78,857 but rejected his whistleblowing claims, finding redundancy was the true reason.

Hairdresser (18 months' service) v Atelier Clifton Ltd

A hairdresser who was dismissed after self-isolating following contact with a COVID-positive client has won her claim for automatic unfair dismissal and pregnancy discrimination. The Bristol tribunal awarded £59,632.94.

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.

Assistant Director, Border Force (9 years' service) v The Home Office

A 9-year Border Force Assistant Director was unfairly and wrongfully dismissed after refusing a redeployment instruction. The Leeds tribunal awarded £51,891.73, including a 10% ACAS uplift.

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.

Yard Manager (2 years' service) v A.S.H Elite Equine Ltd

A yard manager was dismissed just weeks after telling her employer she was pregnant. The tribunal awarded over £54,000 for automatic unfair dismissal and pregnancy discrimination.

Former employee (34 years' service) v Mr N.D Brandon-King Trading as Kings Lettings

A former employee with 34 years' service won her constructive dismissal claim after her employer failed to follow proper grievance and disciplinary procedures. The tribunal awarded £62,416.88, including a 15% uplift for breaching the ACAS Code.

Former employee v Arcadia Group Limited (in administration)

A former employee of Arcadia Group was automatically unfairly dismissed after being selected for redundancy during maternity leave. The tribunal awarded over £54,000 for injury to feelings and losses.

Worker (former employee) v GenderGP PTE Ltd

A former worker with fibromyalgia and other disabilities was awarded £84,599 after her employer failed to defend claims of disability discrimination. The tribunal entered default judgment when the company did not respond.

Café worker (12 years' service) v Camden Express Limited

A café worker with 12 years' service was automatically unfairly dismissed after repeatedly asking for his full wages, which were below the national minimum wage. The tribunal awarded £51,748.84.

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.

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 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.

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.

President EMEA (6 years' service) v Burrana Limited

A senior executive with six years' service was dismissed for redundancy without any consultation or fair procedure, winning over £56,000 in compensation.

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.

Former employee v 1st Civils Ltd and Hudson Reign Developments Ltd

A former employee who was dismissed on the same day she transferred to a new employer under TUPE has been awarded over £64,000 for unfair dismissal, unauthorised wage deductions, and breach of contract.

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.

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.

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.

Former employee v Bark.com Global Limited

A former employee of Bark.com Global Limited has won £86,088 in an unfair dismissal claim. The tribunal found the company's decision to dismiss was unfair.

Live-in nanny and carer (aged 68, Indonesian, limited English) v Jonaid Hassan Shahid

A 68-year-old Indonesian live-in nanny and carer was constructively dismissed after her employer stopped paying her wages entirely. The tribunal awarded her over £77,000 for unpaid wages, holiday pay, and unfair dismissal.

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.

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.

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.

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.

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.

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.

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.

Former employee v Fine Futures Limited

A former employee of Fine Futures Limited has been awarded £59,649 after an employment tribunal found he was dismissed and subjected to detriment for making protected disclosures.

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

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

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

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

Security guard (3 years' service) v CIS Security Limited

A security guard who was subjected to racist and sexist harassment by a colleague was constructively dismissed after her employer failed to properly address her grievance. The tribunal awarded £59,566.

Team Leader Track Inspections (safety critical role, managing 12 colleagues) v Network Rail Infrastructure Ltd

A team leader at Network Rail was unfairly dismissed after a flawed drug and alcohol test failed to account for his undiagnosed medical condition. The tribunal ordered reinstatement, which the employer refused, leading to a compensation award of £89,861.86.

Consultant Forensic Psychiatrist (15 years' service) v Nottinghamshire Healthcare NHS Foundation Trust

A consultant forensic psychiatrist with 15 years' service was constructively unfairly dismissed after being given an ultimatum to resign, retire or face a conduct hearing following a patient suicide. The tribunal awarded £95,112.

Employee (sales and administrative duties, 8 years' service) v Mr X Zheng

An employee with 8 years' service was constructively dismissed after his employer withheld sales commission and gave him an ultimatum to pay money or be treated as resigned. The tribunal awarded £55,267.37.

Account manager (vehicle finance) v UK Carline Limited

An account manager was summarily dismissed and the employer covertly recorded the meeting. The tribunal struck out the employer's response and awarded £69,705.50.

Head of Financial Audit (8 years' service) v Gulf International Bank (UK) Limited

An employment tribunal found that Gulf International Bank (UK) Limited unfairly dismissed its Head of Financial Audit after a conflict with the Head of Legal, awarding £87,693.83 including a 25% ACAS uplift.