Over £100k

Compliance Director (4 years' service) v Goldenway Global Investments (UK) Limited

A Compliance Director who reported money laundering and unauthorised directors to the FCA was dismissed four days later. The tribunal found the dismissal was automatically unfair and awarded over half a million pounds.

Headteacher (17 years' service) v Arbor Academy Trust

A headteacher with 17 years' service was unfairly dismissed after tapping her 3-year-old son's hand to get his attention. The tribunal awarded £102,328.80, reduced by 20% for contributory fault.

Production operative (6 years' service) v Jaguar Land Rover Limited

A production operative with six years' service was unfairly dismissed and discriminated against due to disability-related sickness absence. The tribunal awarded £147,572.75 in compensation.

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.

Responsive repairs plumber (6 years' service) v Coalo Limited

A plumber with six years' service was awarded £134,411 after his employer failed to implement occupational health recommendations, cut his sick pay, and ignored his grievance. The tribunal found constructive unfair dismissal and disability discrimination.

Former employee v Woods Catering Staffordshire Ltd (in liquidation)

A former employee with a disability was awarded over £320,000 after an employment tribunal found she was harassed, victimised, and unfairly dismissed by Woods Catering Staffordshire Ltd and its director.

Former employee v London Underground Ltd

A former employee of London Underground has won claims of unfair dismissal, disability discrimination, and failure to make reasonable adjustments. The tribunal awarded £121,922.59 in compensation.

Bid Manager (12 years' service) v Mears Group plc

A tribunal found that Mears Group plc unfairly dismissed a Bid Manager with spinal injuries and victimised her for raising concerns about reasonable adjustments. She was awarded £964,465.37.

Field engineers v Kalamazoo IT Limited

Four field engineers were unfairly dismissed when their employer told them they had transferred to a new contractor under TUPE, but no transfer had occurred. The tribunal awarded over £114,000 in total.

Manager (18 years' service) v Lloyds Banking Group PLC

A manager with 18 years' service was unfairly dismissed and discriminated against for using the full N-word during a race education session. The tribunal found his dyslexia contributed to the error and ordered Lloyds Banking Group to pay over £454,000.

Quality Control Technologist (2 years' service) v Wealmoor Limited

A quality control technologist with back pain and depression was unfairly dismissed after his employer relied on a GP report and failed to obtain occupational health advice. Tribunal awards £129,970.

Finance Director (24 years' service) v Artem Ltd

A tribunal found that a finance director with 24 years' service was constructively dismissed and subjected to sex and race discrimination after being passed over for managing director and told her chairman had lost confidence in her. She was awarded £112,007.

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.

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.

HGV driver (21 years' service) v Asda Stores Ltd

An HGV driver who resigned after Asda placed him in a capability process and failed to handle his grievance has been awarded over £163,000 for constructive unfair dismissal and disability discrimination.

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.

Registered Manager (7 years' service) v Trentside Manor Care Limited

A registered manager with 7 years' service was unfairly dismissed and discriminated against after her employer used a minor incident as a pretext to dismiss her for requesting flexible working due to disability.

Senior director (shareholder) v Tower Demolition (Holdings) Ltd

A senior director who made protected disclosures about a fellow director's breaches of duty was automatically unfairly dismissed. The tribunal awarded £121,601.88, including a 25% uplift for failing to follow the ACAS Code.

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.

Finance manager (13 years' service) v CI Accountancy Limited

A finance manager with 13 years' service was dismissed after taking leave to care for her husband with heart failure. The tribunal found disability discrimination and automatic unfair dismissal, awarding £114,421.

In-house Doctor (15 years' service) v Government of the State of Kuwait

An in-house doctor with 15 years' service was subjected to race discrimination and harassment by the Government of the State of Kuwait. The Central London Employment Tribunal awarded him £551,051 in damages for personal injury.

Business Development Director (5 years' service) v Travelliance Inc

A Business Development Director who was summarily dismissed on a Zoom call and told he was a contractor has won nearly £293,000 after a tribunal ruled he was an employee and unfairly dismissed.

Former employee (17 years' service) v Drive Software Solutions Limited

A former employee with 17 years' service was awarded over £100,000 after his employer failed to engage with the tribunal process, leading to a default judgment and strike-out of their response.

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.

Chief Risk Officer (CRO) (1 year 9 months' service) v United National Bank Ltd

A chief risk officer who repeatedly flagged breaches of his bank's risk management framework was automatically unfairly dismissed for making protected disclosures. The tribunal awarded £137,894 in compensation.

Former employee (2 years' service) v Seewoo Foods (Greenwich) Limited

A former employee with just two years' service has been awarded £109,363 after her employer failed to respond to her unfair dismissal, wrongful dismissal, and unlawful deductions claims.

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

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

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

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

Personal assistant (11 years' service) v Mr A Goldstein (1), Mr V Sareen (2)

A personal assistant with 11 years' service was constructively dismissed after raising health and safety concerns about attending work during the November 2020 lockdown. The tribunal awarded her over £115,000 in total.

Former employees v C and others

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

Media specialist v Royal Mail Group Ltd

A media specialist who made protected disclosures about Royal Mail's marketing practices has been awarded £2.36 million after the tribunal found the company's delay in handling her grievance amounted to unlawful detriment.

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.

Recruitment consultant (senior level) v P Ltd

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

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

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

National Operations Manager v Synenergy Logistics Limited

A National Operations Manager who was suspended in front of 10 colleagues and denied a contractual bonus has won his claim for constructive unfair dismissal and unlawful deductions, receiving £131,535.

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

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

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

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

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

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

Head of Research and Head of China Product v Everbright Sun Hung Kai (UK) Company Limited

A tribunal found that a head of research was unfairly subjected to whistleblowing detriments when his employer disciplined him for gross misconduct and referred him to the FCA after he made protected disclosures about regulatory breaches. He was awarded £198,526.

Account Director / former Sales and Marketing Director (19 years' service) v Chrystal Consulting Limited

A director with 19 years' service was constructively dismissed after raising concerns about a colleague breaching court undertakings. The tribunal awarded over £190,000.

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

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

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

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

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

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

Former employee v Exclusive Fireplaces and Stoves Ltd

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

Academic (STEM Outreach Lead) v The University of Cumbria

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

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

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

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.

Senior lecturer (accountancy and finance) v University of Huddersfield

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

Senior lecturer in physics (30 years' service) v University of Exeter

A senior physics lecturer at the University of Exeter has been awarded £100,969.78 after an employment tribunal found her dismissal for gross misconduct was unfair and that she was harassed for raising unconscious bias concerns.

Finance Director v ABP (London) Investment Limited

A finance director who made protected disclosures about his employer's finances was automatically unfairly dismissed. The tribunal awarded £754,380.97 after the employer provided false evidence and failed to attend the final hearing.

Director of Public Services Reform (PSR) v London Borough of Hammersmith and Fulham

A director was dismissed while on sick leave, with the council backdating the dismissal letter to appear to predate her grievance. The tribunal awarded £3.78 million for disability discrimination.

Teacher (Head of Year, TLR1A) v Diocese of Westminster Academy Trust

A teacher who was asked to step down as Head of Year, not reappointed, and given negative references was constructively dismissed and suffered race discrimination. The tribunal awarded over £460,000.

Telecommunications Systems Engineer (former military, 12 years' service with respondent) v Ministry of Defence

A telecommunications engineer with physical and mental health disabilities was unfairly dismissed and discriminated against by the Ministry of Defence. The tribunal awarded £147,809.69 in total damages.

Impact Project Coordinator (manager, Grade 8) v Wolverhampton City Council

An Impact Project Coordinator who was dismissed in a sham redundancy after being pressured to take voluntary severance has won her claims of unfair dismissal and direct race discrimination against Wolverhampton City Council. The tribunal awarded her £475,176.34.

Senior Lending Manager (homeworker) v Nationwide Building Society

A Senior Lending Manager who cared for her disabled mother was unfairly dismissed by Nationwide Building Society during a redundancy exercise that required all staff to be office-based. The tribunal awarded £345,708 for unfair dismissal and indirect discrimination.

Clinical care co-ordinator (38 years' service) v University Hospital of North Tees and Hartlepool Foundation Trust

A clinical care co-ordinator with 38 years' unblemished NHS service was unfairly dismissed for whistleblowing after raising concerns about staffing and patient safety. The tribunal awarded her £472,800.44.

Head teacher (primary school) v The Governing Body of Tywyn Primary School

A primary school head teacher was constructively unfairly dismissed and directly discriminated against because of his sexual orientation after consensual contact with two 17-year-olds via Grindr. The tribunal awarded £696,255.65.

Administrative Officer (45 years' service) v Commissioners for HM Revenue & Customs

An HMRC administrative officer with 45 years' service was unfairly dismissed and discriminated against after her employer refused to transfer her to another team as a reasonable adjustment for depression. The tribunal awarded £243,957.