Under £5k

NHS employee (Agenda for Change Band 6) v East Sussex Healthcare Trust

An NHS employee resigned after waiting nearly eight months for her grievance outcome. The tribunal found she was constructively unfairly dismissed and awarded £3,756.60.

Café worker (6 months' service) v Samantha Dalton

A café worker with only six months' service was automatically unfairly dismissed after asking for a written contract. The tribunal awarded over £2,000 including injury to feelings for age discrimination.

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.

Former employee (5 years' service) v Fairview Grocers Limited

A former employee of Fairview Grocers Limited was unfairly dismissed without any meeting or right of appeal, but his own conduct led to a 60% cut in compensation. He was awarded £3,752.89 in total.

General Manager (13 years' service) v Inspectorate Limited t/a Roch NDT Services

A General Manager with 13 years' service resigned claiming constructive dismissal after a dispute over a promised reward for a business sale. The tribunal rejected his claim but awarded £326.41 in unpaid holiday pay.

Counter Assistant (9 years' service) v My Plaice Gorleston Limited

A counter assistant who resigned after receiving a written warning for sickness absence lost her unfair dismissal claim, but was awarded £4,777.50 for unpaid holiday pay over nine years.

Former employee v C H Latham, The Baker Limited

A former employee has won £4,467.57 after their employer failed to respond to an unfair dismissal and breach of contract claim, leading to a default judgment.

Former employee v Miss Sparkles 2 You Ltd

A former employee with less than two years' service had her unfair dismissal claim struck out, but won £340 in unauthorised deduction and breach of contract claims.

Former employee v Plau Bistro Limited (in Creditors’ Voluntary Liquidation)

A former employee of Plau Bistro Limited was automatically unfairly dismissed after asserting a statutory right following a TUPE transfer. The tribunal awarded £2,396.23 for unpaid wages, holiday pay, and notice pay.

Former employee v Mitie Ltd

A Watford tribunal found Mitie Ltd unfairly dismissed a former employee but reduced his basic award by 70% for his own conduct and made no compensatory award due to a 100% Polkey reduction. He received £1,298.10.

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.

PCV driver (5 years' service) v National Express Limited

A PCV driver who failed three breath alcohol tests was unfairly dismissed due to a flawed appeal, but the tribunal found she would have been dismissed anyway and reduced compensation by 75% for contributory conduct.

Former employee v Ian Henery Solicitors Ltd

A former employee of Ian Henery Solicitors Ltd was initially found to be unfairly dismissed for raising health and safety concerns, but the unfair dismissal judgment was later revoked. The tribunal confirmed wrongful dismissal and awarded £3,336 in total.

Former employee v Guardian Industrial (UK) Ltd

A former employee with a disability was awarded £3,892 after his employer demanded daily site diaries to verify attendance at medical appointments. The tribunal found this amounted to victimisation and unfavourable treatment arising from disability.

Tutor (3 years' service) v The Trustees of Al Madaar (a charity)

A tutor with three years' service was unfairly dismissed when her employer wrongly believed she had resigned. The tribunal awarded £1,499.54 for breach of contract and unlawful deduction of wages.

Static Maintenance and Electrical Engineer (1 year 7 months' service) v Birdsall Services Limited

A static maintenance engineer with under two years' service could not bring an unfair dismissal claim, but the tribunal awarded £803.88 in unpaid holiday pay.

Former employee v OCS Group UK Ltd

A former employee's claim for unfair dismissal and race discrimination failed due to time limits, but the tribunal awarded £243.54 for unpaid holiday pay.

Car valet (6 years' service) v Southern Car Sales Limited

A car valet with six years' service was unfairly dismissed after using foul language towards a colleague, but the tribunal awarded no compensation because his conduct wholly caused his dismissal.

PCV bus driver (18 years' service) v Abellio London Limited

An 18-year bus driver was sacked for gross misconduct after CCTV showed him using a mobile phone while driving. The tribunal upheld the dismissal but awarded £1,019 for unpaid wages and holiday pay.

Workshop Administration Assistant (18 months' service) v Everyman Motor Racing Activities Limited

A workshop administration assistant who faced repeated deductions for alleged vehicle damage and a penalty notice clause has been awarded £4,104.95 by an employment tribunal.

Café Manager (17 years' service) v Sam Turner & Sons Limited

A café manager with 17 years' service was unfairly dismissed when her employer failed to inform her of a sales assistant vacancy during redundancy consultation. The tribunal awarded £560.28 after applying a 66.7% Polkey reduction.

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.

Night Care Assistant (5 years' service) v Adara Healthcare Limited

A night care assistant with five years' service was unfairly dismissed after being seen asleep on duty, because her employer did not hold a disciplinary hearing before sacking her. The tribunal awarded £962.79, reduced by 75% for her contributory conduct.

Former employee v Fenco Ltd t/a Homesafe Housing

A former employee was automatically unfairly dismissed after making a public interest disclosure. The tribunal also found she was owed unpaid salary, holiday pay, and expenses, awarding a total of £4,619.01.

Former employee (Natural Justice Administrator, 4 months' service) v GTEP Administration Limited

A former employee with only four months' service successfully claimed unpaid notice pay and a quarterly bonus after a restructuring meeting led to his dismissal. The tribunal awarded £3,423 in total.

Live-in carer (32 years' caregiving experience) v Mr Mark Sutton

A live-in carer with 32 years' experience won a whistleblowing detriment claim after raising safety concerns, but her constructive dismissal claim failed. She was awarded £1,775.

Former employee v Fox Networking UK Ltd

A former employee who was dismissed without notice after less than two years' service had their unfair dismissal claim struck out, but won £1,514 for notice and holiday pay.

Business Support Coordinator (2 years' service) v Royal Mail Property and Facilities Solutions Limited

A Business Support Coordinator with two years' service was fairly dismissed after failing to engage with his employer's sickness absence process. The tribunal also awarded £1,771 for unauthorised wage deductions.

Reception Manager (1 year's service) v Mr Paul Watson

A reception manager who resigned after disputes over pay and deductions lost his constructive dismissal claim. The tribunal found no fundamental breach of contract and no link to proposed paternity leave.

Kitchen porter v Boiler & Company UK Limited

Two kitchen porters successfully claimed unauthorised wage deductions of £480, but their unfair dismissal claims were thrown out due to insufficient service.

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.

Former employee v Esto Es Espana Ltd

A former employee of Esto Es Espana Ltd had their unfair dismissal claim thrown out because they had worked for less than two years. However, they were awarded £953 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

Registered Manager (later HR, Compliance and Finance) v Riann Care Limited

A registered manager who resigned after her employer restricted her system access following a protected disclosure was not constructively dismissed, the tribunal ruled, but she won £1,309.52 for an unlawful wage deduction.

Casual worker (10 days' service) v JAVA Art Limited

A casual worker who responded to a Facebook post for help unloading a container has won a claim for unpaid wages, holiday pay, and failure to provide a written statement. The tribunal awarded £1,306.

Healthcare assistant (3 months' service) v Gain Healthcare Limited

A healthcare assistant who was dismissed without notice after just three months has been awarded £480 in notice pay. The tribunal rejected his other claims for automatic unfair dismissal, sex discrimination, and breach of contract.

Cleaner (evening, 6 hours/week, 3 years' service) v Razors and Blades Limited

A part-time cleaner who was dismissed after asking to be furloughed has won her unfair dismissal claim after her employer failed to submit a response to the tribunal.

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 home manager (9 years' service) v Prime Care (UK) Ltd t/a Sylvan Home Care Service

A Liverpool tribunal ruled that a care home manager with nine years' service was unfairly dismissed for smoking in the office, finding the real reason was antagonism after she raised a grievance. She was awarded £3,854.25, reduced by 50% for contributory fault.

Nursery Chef (10 months' service) v Once Upon a Time Day Nurseries Limited

A nursery chef who was dismissed after raising concerns about nursery practices failed in her whistleblowing claims but succeeded in recovering £276.49 that her employer deducted from her wages for outstanding nursery fees without her written consent.

Bar worker (2 years' service) v David Brooker

A bar worker who was paid £400 a week for variable hours was underpaid the National Minimum Wage by over £2,600. The tribunal also awarded £800 for failure to provide written particulars.

On Train Technician (health and safety critical role, 8 years' service) v Network Rail Infrastructure Limited

An On Train Technician was unfairly dismissed after testing positive for cocaine metabolite from coca tea, but the tribunal reduced his compensation to nil because he was wholly to blame for failing to research the product.

Business development manager (commission-based) v Member Benefits Limited

A business development manager who worked on a commission-only basis has been awarded £1,214.50 in unpaid commission after the tribunal found she was a worker, not an employee.

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.

Security guard (6 years' service) v Bidvest Noonan (UK) Ltd

A security guard who worked only six shifts in 12 months was fairly dismissed for lack of availability, but the tribunal awarded him £790.70 for unpaid notice and holiday pay.

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.

Security guard (short service) v Lionhart Security Services Limited

A security guard with only weeks of service was dismissed after being accused of taking items without permission. The tribunal rejected his claims of protected disclosure detriment and notice pay, but awarded £627 for missing written particulars.

Former employee v Invicta Care and Training Ltd.

A Watford tribunal found Invicta Care and Training Ltd. unlawfully deducted wages and failed to pay holiday pay and notice pay, awarding the former employee £4,924.02.

Client Services Director (2 years 7 months' service) v Send DM Limited

A Client Services Director who resigned over unpaid sick pay and a claimed promotion of a male colleague has lost her constructive dismissal and sex discrimination claims. The tribunal found no fundamental breach of contract.

Former employee v Fyfe Mcdade Ltd

A former employee was unfairly dismissed after Fyfe Mcdade Ltd applied an unreasonable disciplinary procedure. The tribunal awarded £2,373.20, reduced by 50% for the employee's own conduct.

Senior Legal Counsel (2.5 years' service) v R&F Properties QS (UK) Co Ltd

A senior legal counsel who contacted CMS directly about an alleged conflict of interest was fairly dismissed for gross misconduct. The tribunal awarded £1,871.46 for unpaid notice and holiday pay.

Former employee v Beechwood Property Services Ltd

A former employee who was sacked for alleged dishonesty over a positive Covid-19 test in Cameroon lost his unfair dismissal claim but won £1,536.60 for wrongful dismissal. The tribunal found the dismissal was procedurally fair but the employer failed to give proper notice.

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.

Chef de rang (4 years' service) v The Clock House Restaurant Ltd

A chef de rang received £4,682 after his employer miscalculated his furlough pay. The tribunal found the restaurant had used the wrong reference salary but rejected his constructive dismissal claim.

Former employee v Autosparx Limited

A former employee was unfairly dismissed after her employer failed to prove a genuine redundancy exercise. The tribunal awarded £1,921.85 in compensation.

Trailer loader (4 years' service) v Fleet Express and Logistics Ltd

A trailer loader was unfairly dismissed after threatening to knock out his supervisor, but the tribunal found the process flawed because the employer failed to preserve CCTV evidence and delayed the appeal until the footage was lost. He was awarded £2,743 after a 75% reduction for his own conduct.

Security Patrol Officer v Pace Security Services Limited

A tribunal dismissed claims that a security officer was left out of furlough and overlooked because of his race, but awarded £984 for unpaid holiday accrued during sickness.

Restaurant manager (6 months' service) v 11 Berkeley Street Ltd T/a Jeru Restaurant

A restaurant manager with six months' service who reported mouse droppings and chef misconduct was not automatically unfairly dismissed, but won £3,201 for unpaid tronc and holiday pay.

Former employee (5 years' service) v Open GI Ltd

A tribunal found that Open GI Ltd unfairly dismissed a disabled employee after he attended his manager's home with white spirit, but awarded no compensation due to his conduct. The employee received £2,805 for injury to feelings on a related discrimination claim.

Production Team Member (2 years' service) v Bighams Ltd

A production worker with a final written warning for threatening behaviour was fairly dismissed after shouting at a colleague. The tribunal also ordered Bighams Ltd to pay £648.96 for unpaid holiday.

General manager (3 years' service) v Minories M Limited (in voluntary liquidation)

A general manager who resigned after his grievance was assigned to the manager he complained about, and who was then suspended pending disciplinary proceedings, has won his constructive unfair dismissal claim. The tribunal awarded £4,354.33.

Former employee (2 years' service) v BLE Lighting and Power Ltd

A former employee with two years' service won £2,575.34 in unfair dismissal compensation after losing his company car, even though he found a higher-paying job. The tribunal awarded £4,000 for the car benefit, reduced by 75% for contributory fault.

Senior delivery, operations and support engineer (8 years' service) v BT PLC

An employment tribunal has rejected claims of unfair dismissal, race discrimination and victimisation brought by a BT engineer dismissed for breaching IT policies, but upheld claims for unpaid overtime and holiday pay totalling £4,666.81.

Agency worker (2 days' service) v PMP Recruitment Limited

An agency worker who suffered a back injury on his second day was awarded £1,500 of a promised £3,000 signing bonus after the tribunal ruled the time off counted towards the 45-day qualifying period.

Bus driver (6 years' service) v Bournemouth Transport Limited (in administration)

A bus driver with long COVID was dismissed the day after furlough ended, without waiting for specialist medical input. The tribunal found unfair dismissal and disability discrimination, awarding £2,597.04.

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.

Former employee v Sterling Studios Ltd

A former employee with less than two years' service had their unfair dismissal claim struck out, but secured £126.89 in contractual holiday pay.

Studio sales administrator (3 years 10 months' service) v Fresh Transformations Ltd trading as Fresh Doors

A studio sales administrator was unfairly dismissed when her employer asked for her keys after she refused to attend work during lockdown. The tribunal awarded £723, reduced by 50% for her own conduct.

Former employee (rehabilitation sector) v KTB Rehabilitation Ltd

A tribunal extended time for an unfair dismissal claim filed 11 days late, but struck it out for lack of merit. The claimant succeeded only on a breach of contract claim for notice pay, receiving £948.78.

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.

Warehouse manager (26 years' service) v Tesco Stores Limited

A warehouse manager with 26 years' service was unfairly dismissed by Tesco for alleged favouritism, but his race discrimination claim failed. The tribunal awarded £2,848.74 in compensation.

Former employee (director and shareholder) v Purple Dog Company.com Ltd

A former director and employee was awarded £566.49 for unpaid holiday leave but failed to prove constructive dismissal after resigning amid trust issues.

Assistant manager (6 years' service) v Ms K Foley Gardner and Mr P Gardner, a partnership

An assistant manager who was placed on garden leave without a contractual clause had his final week's pay unlawfully deducted. The tribunal awarded £538 for notice pay but dismissed his unfair dismissal claim as out of time.

Former Enforcement Officer (10 months' service) v Nuneaton & Bedworth Borough Council

A former enforcement officer with Asperger's and dyslexia was awarded £4,827 after his ex-employer gave a negative job reference because he had brought disability discrimination proceedings.

Gymnastics coach (3 years' service) v Doncaster Gymnastics Academy Ltd

A gymnastics coach who encouraged gymnasts to leave for a rival club was unfairly dismissed by text message, but her compensation was cut by 75% for her own misconduct. She was awarded £167.08.

Care worker (4 years' service) v R2

A care worker with four years' service was unfairly dismissed after an incident with his client. The tribunal found the dismissal procedurally unfair and awarded £2,975 after deductions.

Office administrator (4 years' service) v Beaumont and Fletcher Ltd

A tribunal found that an office administrator was constructively unfairly dismissed after her employer included unparticularised criticisms about her appearance and relationships with colleagues in a capability letter. She was awarded £3,497.79, reduced by 75% for contributory fault.

Former employee (10 months' service) v Maronsett Limited

A former employee with less than 10 months' service was awarded £1,015.81 after his employer unlawfully deducted holiday pay and wages to cover vehicle damage. His unfair dismissal claim was dismissed for lack of qualifying service.

Former employee v Unique Training Group Ltd

A former employee won over £4,100 in unpaid wages and notice pay, but their unfair dismissal claim failed for lack of two years' service.

Associate Land Director (8 years' service) v Thakeham Homes Limited

An associate land director who resigned after his employer refused to pay £12,000 commission he claimed under an oral agreement lost his unfair dismissal claim, but won £2,585 for unpaid wages.

Residential Support Worker (11 months' service) v Roundabout Limited

A tribunal dismissed claims of automatic unfair dismissal, pregnancy discrimination, race discrimination and victimisation brought by a Residential Support Worker who was dismissed after breaching Covid protocols. The employer was ordered to pay £1,355.65 for giving only one week's notice instead of four.

Groom (2 months' service) v Billy Davidson NV Stables Ltd

A groom employed for just two months was awarded £485 after her employer paid her less than the agreed £300 per week. The Teesside tribunal found the employer had made unlawful deductions from wages.

Train operator (11 years' service) v London Underground Limited

A tribunal found London Underground unfairly dismissed a train operator with 11 years' service for opening doors on the wrong side, but awarded no compensation because a fair process would have reached the same outcome.

Carer (4 years 8 months' service) v Miss Gurshital Gill

A carer with nearly five years' service was dismissed by email after reporting a back injury at work. The tribunal found the dismissal procedurally unfair but limited compensation because a fair dismissal would have occurred anyway.

Driver (11 months' service) v Neil Hadris (Owner, NH Transport Services – Sole Trader)

A driver with just 11 months' service was dismissed without notice via WhatsApp and not paid for his final month. The tribunal awarded £1,812.80 for unlawful deduction of wages and failure to provide written particulars.

Bus driver (9 years' service) v Metroline West Ltd

A Watford tribunal found that Metroline West Ltd unlawfully deducted wages by withholding company sick pay from a bus driver who went off sick on the day of a disciplinary hearing. He was awarded £3,012.38.

Caretaker (15 years' service) v Islington Borough Council

A caretaker dismissed after 15 months' sickness absence lost his unfair dismissal claim, but was awarded £1,628.02 for unpaid holiday pay.

Apprentice network engineer (4 months' service) v Openreach Ltd

An apprentice network engineer with four months' service failed to prove constructive dismissal after being dismissed for gross misconduct. The tribunal awarded £225.23 for unpaid wages.

Bus driver (7 months' service) v Diamond Bus (North West) Limited

A bus driver with seven months' service was automatically unfairly dismissed after he raised grievances about unpaid travel time and working time breaches. The tribunal awarded £4,335.28.

Former employee v The CS Group Limited

A former employee with less than two years' service was awarded £3,876 after the tribunal found unauthorised wage deductions and a breach of contract over notice pay. The employer also failed to provide written particulars.

Former employee v The Beehive (Penrith) Ltd (in voluntary liquidation)

A former employee with less than two years' service had their unfair dismissal claim struck out, but recovered £1,263 in unpaid wages after the employer failed to respond.

Workshop technician v Fact Community Transport

A workshop technician unfairly made redundant was awarded £1,350 compensation after the tribunal applied a 50% Polkey deduction for the chance he would have been dismissed in a fair process.

Apprentice (digital marketing) v A & T Trained Dogs Limited

A digital marketing apprentice who was dismissed days after writing to her employer about an unpaid tax rebate has won her claim for automatically unfair dismissal. The Manchester tribunal awarded £3,963.97 in compensation.

Taxi driver (school transport driver, 9 years' service) v KingKabs Ltd (formerly Vedamain Ltd)

A tribunal awarded £3,361.96 to a taxi driver who was denied holiday pay and had unauthorised deductions made, but rejected her claims of sex discrimination and detriment for whistleblowing.

Former employee (5 years' service) v Entain Marketing (UK) Limited trading as Entain Group

A former employee with five years' service was awarded £4,505 after his employer failed to defend the claim. His discrimination claim was dismissed for lack of evidence.

Former employee (11 years' service) v Catwalk Dogs St Helens Ltd

A former employee with 11 years' service was unfairly dismissed and underpaid the national minimum wage. The tribunal awarded £4,694.53, including an ACAS uplift.

Care home worker (5 years' service) v SSL Healthcare Ltd t/a Brookfields Care Home

A care home worker was unfairly dismissed after procedural flaws, but the tribunal found her guilty of the alleged misconduct and reduced compensation to zero.

Managing Director (5 years 8 months' service) v Macom GmbH UK Ltd

A managing director was unfairly dismissed after his bankruptcy triggered a summary dismissal without any investigation or hearing. The tribunal awarded £4,630 but applied a 60% Polkey deduction.

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.

Project Manager (1 year 8 months' service) v essDOCS EMEA LIMITED

A tribunal found that a manager sharing a picture provided in confidence during a grievance appeal amounted to direct sex discrimination. The claimant was awarded £2,331.98.

Senior Vice-President, Digital Product and Technology (4 years' service) v Dplay Entertainment Ltd

A senior vice-president was unfairly dismissed after his employer refused to reschedule a final redundancy consultation meeting, instead sending a dismissal email when he couldn't attend due to his mother's medical appointment. The tribunal awarded £658.71 in compensation.

Former employee v RSPCA Clywd & Colwyn

A former employee of RSPCA Clywd & Colwyn has won an unfair dismissal claim, with the tribunal awarding £2,324.67 in compensation.

Former employee v Holland and Barrett Retail Ltd

A former employee won her unfair and wrongful dismissal claims against Holland and Barrett, but an 80% reduction for contributory conduct cut her compensation to £3,407.

Former operative (facilities management) v Ian Williams Ltd

A former operative who resigned after just five weeks with a new employer lost his constructive unfair dismissal claim but won £507 in notice pay after being told to leave immediately.

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.

Former employee v Sharps Bedrooms Limited

A former employee was unfairly dismissed by Sharps Bedrooms Limited, but received only £1,502.32 after the tribunal found he would have been dismissed anyway if a fair procedure had been followed.

Deputy Chief Executive (12 years' service) v Alice (Relief of Poverty Advancement of Community)

A deputy chief executive with 12 years' service was dismissed for gross misconduct after claiming nursery fees from the charity she helped establish. The tribunal upheld the unfair dismissal claim but awarded £4,296 for wrongful dismissal and a defective written statement.

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.

Former employee v Intimates Lingerie LLP

A former employee who submitted her unfair dismissal claim nearly a year late has been allowed to proceed after the tribunal found she was reasonably ignorant of the correct procedure.

Beauty Consultant (2 weeks' service) v Elle Beauty Limited t/a Elevatione Time Stops London

A beauty consultant who was dismissed by WhatsApp after just 10 days lost her race discrimination claim but won £382 for unpaid training days and underpayment.

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.

Head of Information Systems (13 years' service) v HML Holdings plc

A tribunal dismissed claims of unfair dismissal and sex discrimination by a Head of Information Systems made redundant after a restructure. She was awarded £1,013 for untaken holiday.

Midwife (3 years' service) v York & Scarborough Teaching Hospitals

A midwife with three years' service was constructively dismissed after her employer's failure to properly investigate her bullying complaint. The tribunal awarded £1,717, including an ACAS uplift.

Social Media and Marketing Officer (2 years' service) v Beyond Reflections

A social media officer was made redundant without any prior consultation, and the tribunal found the dismissal procedurally unfair, awarding £640 compensation.

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.

Operations and Control Manager (11 years' service) v Santander UK PLC

An operations manager with 11 years' service was unfairly dismissed after a flawed investigation into financial irregularities, but the tribunal awarded no compensation because a fair dismissal would have occurred anyway.

Customer delivery driver (18 years' service) v Tesco Stores Limited

A Tesco delivery driver with 18 years' service was dismissed for failing to attend meetings while on sick leave. The tribunal upheld the dismissal as fair but ordered Tesco to pay £1,398.60 in unpaid notice pay.

General Manager (6 years' service) v Mitchells & Butlers Retail Ltd

A tribunal upheld the dismissal of a general manager who stayed drinking after the 10pm COVID curfew and misused staff discounts, but awarded £2,311.72 for unlawful deductions from wages.

Deputy manager of a childcare setting (3 years' service) v Lollyday Childcare and Education Services Limited

A deputy manager who resigned after a series of small underpayments has lost her constructive dismissal claim, but won £140 for unpaid wages.

Support worker (3 years' service) v Smile Foster Care Limited

A support worker who resigned after her employer rejected her grievance without a meeting has won her constructive unfair dismissal claim, receiving £3,495.67.

Former employees of a garden centre v Adrian Hall Ltd (in Creditors Voluntary Liquidation)

Four employees of Adrian Hall Ltd were unfairly dismissed when the garden centre closed without any consultation. The tribunal awarded £500 each for loss of continuity.

Apprentice ground worker (9 months' service) v Morgan Sindall Construction Infrastructure Ltd

An apprentice ground worker with 9 months' service was wrongfully dismissed for misconduct, but the tribunal limited his damages to 10 days' pay because he would have been made redundant within weeks.

Former employee v Medrescue 24 Limited

A former employee of Medrescue 24 Limited has won £2,898 after the company failed to attend a tribunal hearing and was found to have made unlawful deductions from wages and not paid holiday entitlement.

Former employee v Peter's Food Services Limited

A former employee who left work because he felt too ill to handle food safely was automatically unfairly dismissed. The tribunal awarded £1,092 in compensation.

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.

Sales employee (brief period) v Nowy Styl UK Limited

A sales employee who brought a £25,000 commission claim was awarded just £716.40. Both sides' applications for costs were refused.

Cleaner and supervisor (3+ years' service) v D Brice and Company Ltd T/A D B Services

A cleaner and supervisor who resigned after a TUPE transfer was awarded £224 for unpaid holiday pay, but her claims for constructive dismissal and race discrimination were dismissed.

HGV driver v Logikal Network Limited

An HGV driver who refused to drive to Stafford because he needed an 11-hour rest break was summarily dismissed without any investigation. The tribunal found the dismissal unfair and awarded £2,179.42, reduced by 50% for the driver's contributory conduct.

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.

Former employee v Refuel Forecourt Limited

A former employee who resigned from Refuel Forecourt Limited was unable to pursue unfair dismissal due to less than 2 years' service, and her breach of contract claim for notice pay also failed. The tribunal awarded her £10 for unpaid wages.

Night Care Assistant (7 years' service) v Hampshire County Council

A night care assistant with 7 years' service was fairly dismissed for capability due to long-term sickness linked to unresolved grievances about payroll system errors. The tribunal awarded £153.62 for unpaid notice pay but rejected all other claims.

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.

Tanker driver (5 years' service) v Hoyer Gas & Petroleum Logistics Limited

A tanker driver was unfairly dismissed after failing to report dropping a hose on her foot, but the tribunal found she would have been dismissed anyway, awarding only £807.

Taxi insurance renewals specialist (12 years' service) v Grayson Insurance (Consultants) Ltd

A taxi insurance renewals specialist with 12 years' service was fairly dismissed after his employer found he had fraudulently claimed overtime. The tribunal upheld the dismissal but awarded £1,032 for unpaid holiday pay.

Head Housekeeper (3 years' service) v Griffin Catering Services Ltd

A head housekeeper was unfairly dismissed after failing to return from Bulgaria on 48 hours' notice. The tribunal found the appeal was not conducted with an open mind, but reduced compensation by 80% for her contribution.

Personal Assistant (1 year 10 months' service) v Disability Initiative Services Limited

A personal assistant who was required to stay home after her son developed a cough was owed £110.79 in pay, but her whistleblowing unfair dismissal claim was rejected because the redundancy decision came before the protected disclosure.

Former employee v Plastic Omnium Auto Exteriors

A former employee lost their unfair dismissal claim against Plastic Omnium Auto Exteriors but secured £509.26 in a consent order for unauthorised deductions and unpaid holiday pay.

Drainage surveying manager (2 years' service) v Jet Maintenance Limited

A drainage surveying manager was unfairly dismissed after a verbal altercation with a director. The tribunal found the employer's investigation and appeal were predetermined, awarding £3,345 in compensation.

Kitchen porter (3 years' service) v Mildreds Ltd

A kitchen porter who was dismissed after managers smelled marijuana from his bike bag had his unfair dismissal claim rejected, but won £3,618 after a tribunal found a manager's assumption he was intoxicated was based on a racial stereotype.

Former employee v SteamCardiff Limited

A former employee who was not paid her accrued holiday pay or notice pay has been awarded £3,060.72 by an employment tribunal. Her claims for unfair dismissal and age discrimination were dismissed.

Apprentice roofer (10 months' service) v Mr Kevin Mason t/a Kevin Mason Roofing Services

An apprentice roofer with 10 months' service was wrongfully dismissed after raising health and safety concerns. The tribunal awarded £3,012.50 for breach of his common law apprenticeship contract.

Sales employee (commission-based) v Maple Green Fine Foods Limited

A sales employee who claimed she was underpaid commission by Maple Green Fine Foods has been awarded £2,653.06, but her allegations of sex and age discrimination and pregnancy-related dismissal were dismissed.

Trainee manager (3 years' service) v Joyners Plants Limited

A trainee manager who resigned claiming constructive dismissal lost his case, but the tribunal awarded £140 for unpaid holiday pay.

Labelling staff/warehouse team member (22 years' service) v PIE Pharma Limited

A labelling worker with 22 years' service was handed a dismissal letter without any prior consultation. The tribunal found the redundancy unfair and awarded £2,616.71.

Former employee v Kloo Ltd

A former employee won £895.99 after being dismissed without notice and having unauthorised deductions taken from his wages. The tribunal found Kloo Ltd in breach of contract.

Care home worker (13 days' service) v Four Seasons (No 7) Limited

A care worker who was dismissed after just 13 days for reporting a colleague's abuse of a resident has won her unfair dismissal claim. The tribunal awarded £4,217.68 in compensation.

Former employee v Yumilicious Ltd

A former employee of Yumilicious Ltd had their unfair dismissal claim struck out because they had worked there for less than two years. They were awarded £880 for unauthorised deductions from wages.

Former employee (6 years' service) v Tesco Store Limited

A Tesco employee with six years' service was unfairly dismissed after being accused of smoking cannabis on the premises. The tribunal awarded £4,395.25 in compensation.

Former employee v Bryn Labour Club

A former employee of Bryn Labour Club was unfairly dismissed, but the tribunal reduced her compensation by 75% for contributory conduct and a further 50% for the chance she would have been dismissed anyway, leaving a total award of £1,995.79.

Motor technician (8 years' service) v Leinster Motor Engineering Ltd

A motor technician who was dismissed for unauthorised absence after a dispute over furlough pay won £2,860 for unpaid holiday and missing written particulars, but lost his unfair dismissal claim.

Former employee v Alan Holmes t/a Art Services

A former employee's unfair dismissal claim was struck out because they had worked for the employer for less than two years. However, they won a small award for unpaid notice pay.

Nursery worker (2 years' service) v Bright Eyes Day Care Nursery Ltd.

A nursery worker with two years' service was unfairly dismissed for refusing to work her contractual hours, but her whistleblowing claims failed. She was awarded £959 in compensation.

Former employee (personal assistant/chauffeur assistant) v HCL Chauffeurs UK Ltd

A former personal assistant was dismissed for gross misconduct over fuel card use, but the tribunal found the process unfair. However, due to a break in service she lacked two years' continuous employment, so her unfair dismissal claim failed.

Part-time waitress (3 years' service) v Ocho Steak House Limited

A part-time waitress with 3 years' service was unfairly dismissed when her employer fired her by text message after she said she could not return to work immediately due to depression and anxiety. The tribunal awarded £1,724.84 in compensation.

Accounts employee (6 years' service) v Defries Associates Ltd

An accounts employee who emailed 298 tenant contact details to an unsecured address was unfairly dismissed because no disciplinary procedure was followed, but a 100% contributory fault finding reduced his compensation to just £1,361.54.

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.

Showroom Manager/Designer (5 months' service) v GT Plumbing & Heating Ltd

A showroom manager with five months' service won £3,688 for unlawful deductions from wages, holiday pay and failure to provide written particulars, but her disability discrimination claim was dismissed because her employer did not know she had dyslexia.

Family Solicitor (less than 1 year post-qualification experience) v Optimal Claim Limited (t/a Optimal Solicitors)

A family solicitor who resigned after her employer forged her electronic signature on a probation appraisal form has won her constructive dismissal claim, with the tribunal ordering £2,543 in compensation.

Customer service agent (12 years' service) v dnata Limited

A customer service agent with 12 years' service was awarded £2,213.32 after dnata Limited breached his contract by failing to pay sick pay correctly, but his unfair dismissal and all disability discrimination claims were rejected.

Management Information Analyst (1 year's service) v Direct Commercial Limited

A management information analyst who resigned and was offered a conditional bonus during his notice period successfully claimed breach of contract when the employer refused to pay, winning £2,000.

Former employee v Teen Support Services Ltd

A former employee of Teen Support Services Ltd has won a claim for unauthorised deductions from wages, receiving £1,704.12 for unpaid sleep-in payments and annual leave. Her unfair dismissal claim was rejected.

Commis chef (zero hours contract) v Eclipse Hotels (Bristol) Ltd

A commis chef on a zero-hours contract was fairly dismissed for failing to attend assigned shifts, but the tribunal awarded him £1,687.38 for unpaid notice pay because the employer did not follow the correct notice procedure.

Room attendant (10 years' service) v Lainston House Limited

A room attendant with 10 years' service was unfairly dismissed for irretrievable breakdown of trust and confidence, but the tribunal found she would have been dismissed two weeks later anyway. She received a basic award of £1,665.

Former employee v Royal Mail Group Ltd

A former Royal Mail employee won £308.66 in unpaid sick pay, but his unfair dismissal and disability discrimination claims were dismissed by the tribunal.

Former employee v Ansdell Institute and Social Club

A former employee's unfair dismissal claim was dismissed because they had less than two years' service, but the employer agreed to pay £284.58 in notice pay.

Former employee v London 01 Shop Ltd

A former employee was awarded £141.44 for unpaid annual leave, but his claims for breach of contract and other deductions were dismissed.

Machine Tool Services Engineer (9 years' service) v Design & Technical Services (UK) Ltd

A machine tool services engineer was unfairly dismissed after using a company fuel card during furlough, but the tribunal awarded no compensation because he would have been dismissed anyway.

Sales assistant (2 years' service) v Mr Muhammad Azeeem Khan t/a Yorkshire Retail Services

A sales assistant caught on CCTV playing scratch cards and lottery tickets during shifts without paying was fairly dismissed for gross misconduct. The tribunal upheld the dismissal but ordered the employer to pay £608.55 for unauthorised wage deductions and unpaid holiday pay.

Supply chain manager (1 year's service) v Fushi Wellbeing Ltd

A supply chain manager with one year's service lost her unfair dismissal claim due to insufficient service, but won £192.31 in unpaid holiday pay on termination.

Former employee v IMT Transport Limited

A former employee was unfairly dismissed by IMT Transport Limited and awarded £4,357.90, but their claim of disability discrimination was rejected by the tribunal.

Former employee v Heatrod Elements Ltd

A former employee won his unfair dismissal claim but received no compensation after the tribunal found his own conduct wholly caused the dismissal. He was awarded £439.25 for unpaid holiday pay.

Former employee v Rujia Marketing Consultants Limited

A former employee with less than two years' service has been awarded £3,095.34 for unlawful deductions, wrongful dismissal, and failure to provide written particulars after her employer failed to attend the final hearing.

Beauty therapist (2 years 5 months' service) v True Beauty Salon Limited

A beauty therapist who resigned claiming constructive unfair dismissal lost her case, but the tribunal ordered True Beauty Salon Limited to pay £639.60 for unpaid holiday pay and an unauthorised deduction.

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.

Building Supervisor (15 years' service) v Emcor Group (UK) Plc

A building supervisor was unfairly dismissed after a redundancy selection process that made a final decision before meaningful consultation. The tribunal awarded £4,130.86, reduced by 85% for the chance he would have been dismissed anyway.

Watch Manager (25 years' service) v Securitas Security (UK) Ltd

A Watch Manager with 25 years' service was fairly dismissed after Airbus withdrew his security badge, the tribunal ruled. He was awarded £2,245.67 for unpaid notice pay but his unfair dismissal and age discrimination claims failed.

Former employee v B Barton and D Ford T/a Exquisite Catering with Class

A former catering worker was awarded £1,671.15 after her employer failed to pay the National Minimum Wage and provide a written contract. Her claims for unfair dismissal, wrongful dismissal, and harassment related to sex were dismissed.

Barman and cocktail mixologist (9 months' service) v H &AB-Side Limited

A barman who claimed he was dismissed for raising health and safety concerns during the pandemic lost his unfair dismissal case, but won over £3,200 for unpaid wages, notice pay and holiday pay.

Housing Options Advisor (21 years' service) v London Borough of Redbridge

A housing options advisor who was dismissed after failing a competitive interview was found to have been unfairly dismissed because the council failed to provide promised training and support. The tribunal awarded £2,698 in compensation.

Former employee v Skolak Healthcare Limited T/A Beechill Nursing Home

A former employee of Beechill Nursing Home was unfairly dismissed and had wages deducted for three shifts. The tribunal awarded £578.40 including an ACAS uplift.

Former employee v Krispy Kreme U.K. Limited

A tribunal found that Krispy Kreme U.K. Limited constructively dismissed a former employee and discriminated against him because of his nationality. He was awarded £3,060 including £990 for injury to feelings.

Teacher (2 years 8 months' service) v Orchard Hill College Academy Trust

A teacher at a special needs school succeeded in a whistleblowing detriment claim after the chair of governors sent an email suggesting counter-proceedings against him, which was accidentally disclosed. The tribunal awarded £2,500 for injury to feelings.

Former employee v Gillian Saleem

A former employee who was not paid for 48 hours of work won her unauthorised deductions claim for £460.80, but her unfair dismissal claim was thrown out because she had less than two years' continuous employment.

Former employee v Bispham and Cleveleys Kitchens Limited

A former employee of Bispham and Cleveleys Kitchens Limited successfully claimed for an unlawful deduction of wages after the company failed to pay one week's statutory sick pay. Her automatic unfair dismissal claim was dismissed.

Former employee (white collar, salaried) v AC Precision Engineering Ltd

A former employee of AC Precision Engineering Ltd was awarded £4,101 after the tribunal found the company unlawfully deducted holiday pay and failed to provide a written contract.

Former employee v Broadbent Assist Ltd

A former employee was unfairly dismissed by Broadbent Assist Ltd but her compensation was limited to just four weeks' pay. The tribunal also dismissed her discrimination and victimisation claims.

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.

Barber (3 years' service) v Mr Christian Donnelly t/a Acute Barbers

A barber with three years' service was unfairly dismissed via WhatsApp after calling in sick. The tribunal also found the employer made unauthorised deductions from wages and failed to provide a written contract, awarding £3,435.59.

Former employee (just over 1 year's service) v Nubreed Hotels Ltd

A former employee of Nubreed Hotels Ltd who was made redundant after just over a year was unable to claim unfair dismissal due to insufficient service, but won £166 for a two-day shortfall in notice pay.

English to German translator (10 years' service) v STB Limited (trading as Surrey Translation Bureau)

An English to German translator with multiple sclerosis won her claim that her employer failed to make reasonable adjustments during redundancy consultation, but the tribunal upheld the redundancy dismissal as fair.

Cleaner (1 year 9 months' service) v Anglia Cleaning Solutions Limited

A cleaner who was left waiting for a manager who never showed up, and later told the cleaning contract had ended, has been awarded £785.73 for unpaid wages, holiday pay, notice pay, expenses, and pension contributions.

Personal assistant (carer) v G

Two personal assistants lost their unfair dismissal claims after a tribunal found a genuine redundancy situation when their employer's care needs changed. They were awarded notice pay of £156.

Supermarket Assistant (3 years' service) v John Lewis PLC

A Waitrose employee who refused to carry out reasonable tasks and used foul language about managers was fairly dismissed for misconduct. The tribunal awarded £536.94 for unpaid holiday and overtime.

Former employee v Kalchal Limited

A former employee was awarded over £1,100 after her employer failed to pay her final week's wages and holiday pay, and unfairly dismissed her. The employer did not file a response to the claim.

Bank worker (care home) v Cygnet Health Care Limited

A care home bank worker who was dismissed for not being vaccinated against COVID-19 failed to prove discrimination but succeeded in claiming unpaid wages and holiday pay for seven shifts, totalling £891.80.

Former employee v Just One Body

A former employee's unfair dismissal claim was struck out because they had not worked for two years, but the tribunal awarded £2,580.16 for unauthorised deductions and breach of contract.

Kitchen porter (2 years 10 months' service) v Nemaste Village Limited

A kitchen porter who refused to return to part-time work with furlough top-up during the pandemic was fairly dismissed for some other substantial reason. The tribunal awarded £218.04 in unpaid holiday pay.

Air conditioning unit service worker v Newage Environmental Technology Limited

A tribunal awarded £3,510 for unpaid wages but dismissed claims that the worker was dismissed for raising health and safety concerns about a staircase.

Operations Manager (3 years' service) v AGTC Ltd

An operations manager who was dismissed for 'redundancy' that was actually a pretext for performance concerns has won his unfair dismissal claim. The tribunal awarded £2,020 in compensation.

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.

Former employee v Without Exceptions Ltd

A former employee won a partial victory for unpaid wages, holiday pay and notice pay, but her unfair dismissal claim was struck out due to insufficient service. The tribunal ordered £476.39 in compensation.

Bus driver (13 years' service) v Metroline Travel Ltd

A bus driver with osteoarthritis was fairly dismissed for capability after 24 weeks' absence, but won £1,017 for unpaid sick pay. The tribunal rejected all discrimination claims.

Apprentice carpenter (2 years' service) v Perrin & Son Construction Limited

An apprentice carpenter was unfairly dismissed after taking a week's holiday despite his employer's refusal. The tribunal found the dismissal procedurally unfair and awarded £918.13, including unlawful deduction claims.

Boiler installation engineer (2 months' service) v Glow Green Ltd

A tribunal found that a boiler installation engineer with only two months' service was not automatically unfairly dismissed for raising health and safety concerns, but was owed £40 in unpaid wages.

Junior accountant (apprentice) v Williams & Co (Corporate) Limited

A junior accountant resigned after her employer refused paid study leave and later deducted £1,472 from her wages for training costs. The tribunal upheld her unlawful deduction claim but dismissed her constructive unfair dismissal claim.

Plumbing gas and heating engineer (1 year's service) v Hancox Gas and Plumbing Ltd

A plumbing engineer who was dismissed after raising concerns about his son's vulnerability to Covid-19 lost his automatic unfair dismissal claim but won £1,849 for breach of contract.

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

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

Former employee v Mayfair Residential Care Home Ltd

A former employee of Mayfair Residential Care Home Ltd won claims for unfair dismissal, redundancy payment, and unpaid holiday pay, receiving £2,455.39 in total.

Part-time sales advisor (dairy farming equipment) v LC Longtown Limited

A part-time sales advisor who admitted submitting false time sheets was fairly dismissed for gross misconduct. The tribunal also awarded him £250 in unpaid commission and £1,412 for the employer's failure to provide written particulars.

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

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

Former employee v Pearce Recruitment Limited T/A Accept Recruitment

A former employee's unfair dismissal claim was struck out because they had worked for the respondent for less than two years. The tribunal also dealt with a default judgment for unauthorised deductions, which was later revoked.

Graduate Building Surveyor (1 year 1 month service) v Prinsegate Developments Ltd

A graduate building surveyor who resigned after his employer failed to pay his March salary, commission and bonus has been awarded £2,989.74 by an employment tribunal for unauthorised deductions.

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.

Former employee v Boilertech (NW) Limited

A former employee has won a default judgment against Boilertech (NW) Limited after the company failed to respond to claims of unauthorised wage deductions and unfair dismissal. The tribunal awarded £2,758.46 in total.

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.

Site manager (3 years' service) v Bury Council

A site manager who was suspended for nearly two years after a brief reinstatement, then given 12 weeks to find a new role or face discipline, has won a constructive unfair dismissal claim against Bury Council. The tribunal awarded £1,913.47.

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.

HGV driver (6 years' service) v DHL Services Limited

An HGV driver with six years' service was unfairly dismissed by DHL after a physical altercation with a colleague, but his compensation was reduced by 85% for the likelihood he would have been dismissed anyway and by 50% for his own conduct.

Farm manager (4 years' service) v John P Gee & Sons Limited

A farm manager who was removed as a director and then dismissed was not unfairly dismissed, but the tribunal awarded him £3,077 for unpaid notice, holiday pay and expenses.

Customer Assistant (night shift) v Tesco Stores Ltd

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

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

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

Former employee v Store Retail Group Limited (in creditors voluntary liquidation)

A former employee was unfairly and wrongfully dismissed after a disciplinary hearing. The tribunal awarded £3,210 but reduced compensation due to the employee's conduct and failure to appeal.

Customer assistant (9 years' service) v Lidl Great Britain Limited

A Lidl customer assistant was unfairly dismissed for gross misconduct over a chicken discount code and a dwarf plant purchase, but the tribunal awarded only £633.60 after finding she was 90% to blame.

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 v David Paul Warnock

Three former employees had their unfair dismissal complaints struck out because they had less than two years' service. However, they won default judgments for unauthorised deductions and holiday pay, totalling £2,891.77.

Hotel manager (3 years' service) v N & C Leisure Limited

A hotel manager was unfairly dismissed for gross misconduct after being drunk on the premises, but the tribunal found she was 100% to blame, awarding only £1,076 for the employer's failure to provide written particulars.

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

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

Store manager (9 months' service) v La Portegna Limited

A store manager with only 9 months' service won her claim for unauthorised wage deductions after her employer deducted sick pay she was promised. The tribunal ordered La Portegna Limited to pay £2,466.56.

Former employee v Independent Catering Management Ltd

A former employee won a constructive unfair dismissal claim after their employer accepted liability just two days before the final hearing. The tribunal awarded £1,105.45 in compensation, including a 10% uplift for a partial ACAS code breach.

Bar manager v Hamsterley and District Social Club Limited

A bar manager who objected to a £60 bingo takings slush fund was unfairly dismissed for whistleblowing. The tribunal awarded £2,187.55.

Former employee v Morecambe Bay Wines Ltd

A former employee who worked for less than two years at Morecambe Bay Wines Ltd had their unfair dismissal claim struck out, but won £1,339.64 in an unlawful deduction from wages claim.

General Manager (6 months' service) v Luck, Lust, Liquor & Grinds Ltd

A General Manager who resigned with one week's notice was told to leave the same day and not paid for the notice period. The tribunal ordered the employer to pay £370.78 for unauthorised deduction of wages.

Coach driver (7 years' service) v Vertas Group Limited

A coach driver who resigned after her pay date was delayed by two weeks following a TUPE transfer has won her unfair dismissal claim. The tribunal awarded £4,859.25, finding the change was a substantial detriment even though it was not a constructive dismissal.

Carer (2 years' service) v Mr Paul Orkin

A carer with two years' service was unfairly dismissed after being fired via WhatsApp message with no disciplinary process. The tribunal awarded £2,639 in compensation, including an ACAS code uplift.

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.

Kitchen porter / maintenance assistant (2 years' service) v East Sussex National Limited

A kitchen porter was constructively dismissed after his employer ended a trial maintenance assistant role without warning, citing performance and lack of a driving licence. The tribunal awarded £4,311.55.

Dispatch Supervisor (4 years' service) v Ixion Limited (trading as 1Clickprint)

A dispatch supervisor with four years' service was unfairly dismissed when her employer made her redundant without a proper selection pool, objective criteria, or any meaningful consultation. The tribunal awarded £661.95 in compensation.

Van driver (2 years 8 months' service) v Complex Logistics Ltd

A van driver lost his unfair dismissal claim after breaching a final written warning, but was awarded £3,507 for unpaid notice, wages, and holiday 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.

Principal Technical Author (14 years' service) v Certsure LLP

A Principal Technical Author with 14 years' service won his unfair dismissal claim over a flawed redundancy process, but received no compensation because the tribunal found he would not have accepted any alternative role.

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.

Bartender (1 year 7 months' service) v Eight Holyrood Limited t/a Nine Lives Bar

A bartender who was required to register as self-employed and paid by invoice has been awarded £2,492 after the tribunal found he was a worker entitled to holiday pay and notice.

Security guard (7 weeks' service) v Warlite Security Ltd

A security guard who complained about dirty high-vis vests and lack of rest breaks during the pandemic was not automatically unfairly dismissed, but was awarded £541.40 in unpaid wages.

Waitress (2 years' service) v Cribben Southampton Limited

A waitress unfairly dismissed after being accused of stealing from the till has been awarded £4,168. The tribunal found the investigation was unreasonable and the employer's belief in guilt was not based on reasonable grounds.

Cleaner and Catering Assistant (5 years' service) v Hartlepool Borough Council

A cleaner and catering assistant who refused a transfer after raising Covid safety concerns was unfairly dismissed from one role but fairly dismissed from another. She was awarded £551.53.

Former employee v Reel Appeal Limited

A former employee who raised health and safety concerns was awarded £2,953.39 for breach of contract after being dismissed without notice, but the tribunal rejected his whistleblowing and unfair dismissal claims.

Former employee v Kirkby Blinds Direct Limited (In Voluntary Liquidation)

A former employee won claims for unfair dismissal, notice pay, and unlawful deduction of wages (holiday pay and underpayment of salary) against Kirkby Blinds Direct Limited, which was in voluntary liquidation. The tribunal awarded £1,497.36.

Former employee v Victuals Trading Limited t/a Brooks

A former employee won £292.92 after his employer made deductions from wages without written authorisation and failed to pay holiday pay. The employer later tried to rely on evidence it could have produced at the original hearing.

Travel consultant (2 years' service) v Rankin Travel Ltd

A travel consultant was unfairly dismissed for working a second job without permission while on furlough, but the tribunal awarded nothing due to Polkey and contributory fault reductions.

Former employee v Morrison Data Services Limited

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

Store manager (15 years' service) v Superdrug Stores plc

A store manager with 15 years' service was dismissed for inability to sustain reliable attendance due to depression. The tribunal found the dismissal fair and not discriminatory, despite his disability.

Care Manager (18 years' service) v Krinvest Care Group – Mapleford Nursing Home

A care manager with 18 years' service was promoted and then stripped of all duties. The tribunal found she was constructively unfairly dismissed and awarded £4,588.

Former employee v LFH (Fowey Hall) Ltd.

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

Former employee v The Chair (Buckingham) Limited

A former employee's constructive unfair dismissal claim was dismissed, but the tribunal upheld claims for breach of contract and unauthorised wage deductions, awarding £2,909.40.

Former employee v Home Heat Gas Limited

A former employee of Home Heat Gas Limited won £1,950 for unlawful deduction from wages, but lost unfair dismissal and wrongful dismissal claims due to lack of jurisdiction.

Autobody Technician, Panel Beater and Sprayer (4.5 months' service) v Castleman EV Ltd

An autobody technician was unfairly dismissed after requesting outstanding wages and payslips. The tribunal awarded £2,913.82 for unauthorised deductions and other breaches.

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

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

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

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

Healthcare assistant (1.5 years' service) v Cygnet (DH) Limited

A healthcare assistant who raised safety concerns at a hospital later shut down after a Panorama documentary was made redundant. The tribunal rejected her whistleblowing claims but awarded £115.60 for unpaid holiday pay.

Telephone Critiquer (6 years' service) v Total Telephone Solutions Ltd

A telephone critiquer with six years' service was unfairly dismissed after her employer made her redundant by email without any individual consultation, despite promising it. The tribunal awarded £3,996.76.

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.

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.

Shop worker (5 years' service) v Mohammed Saleem Arif (trading as The Suntrap)

A shop worker was unfairly dismissed after her employer sent a text message sacking her over alleged car damage by her ex-partner, without any investigation. The tribunal awarded £1,949.29.

Salaried employee (3 years' service) v Hazel Grove DIY Centre Limited

An employee with three years' service was dismissed on his second day under new ownership, with no warning or consultation. The tribunal awarded £3,767 for unfair dismissal, unpaid holiday pay, notice pay, and failure to provide written particulars.

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.

Former employee v Hirst Family Trading Company Limited

A former employee was unfairly dismissed for gross misconduct, but the tribunal reduced compensation to zero because her own conduct caused the dismissal. However, the employer was ordered to pay £576 for failing to provide written reasons and a statement of terms.

Former employee (15 months' service) v NASA Food Services Limited

A former employee of NASA Food Services Limited has won £4,416 after the tribunal found the company unlawfully deducted wages by cutting salary by 40% and 80% without consent and failing to pay 33 days of accrued holiday pay.

Former employee v Patel Post and Print Limited

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

Hair and beauty salon employee v Mark Mills t/a Elegance Hair and Beauty

A hair and beauty salon employee was unfairly dismissed and awarded over £2,600 in compensation, including unpaid holiday pay, after the tribunal accepted her claim was presented late due to circumstances beyond her control.

Former employee v CTMG Limited

A former employee of CTMG Limited has won £2,353 after the company made unauthorised deductions from wages, including a 'week in hand', and dismissed them without proper notice. The unfair dismissal claim was struck out due to insufficient service.

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

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

Business development employee (3 years' service) v Stronghold Global Limited

A business development employee was constructively dismissed after her employer used monitoring software to view her personal WhatsApp messages and accused her of disloyalty. The tribunal awarded £2,634.79.

Former employee v Eva-Lution Property Services Limited

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

Fire and Security Engineer v Lazerbeam Fire and Security Limited

A tribunal found a fire and security engineer was constructively dismissed after his employer paid him through the Construction Industry Scheme without his informed consent, denying him employment rights. He was awarded £2,519.

Former employee (11 months' service) v Mr Jonathan Bailey

A former employee with only 11 months' service had his unfair dismissal claim struck out due to insufficient service, but the tribunal awarded him £2,265.13 for an unlawful wage deduction and breach of contract after his employer dismissed him without notice.

Former employee v Premier Cars Bangor Ltd

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

Former employee v 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.

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.

Former employee v ARL Services (UK) Limited

A former employee won his unfair dismissal claim against ARL Services (UK) Limited but had his compensation reduced by 60% because the tribunal found he contributed to his own dismissal. He was awarded £1,659.76.

Carer (8 years' service) v Natalie Farrar

A carer with eight years' service was awarded over £2,500 after her employer failed to file a response to her tribunal claim, leading to a default judgment.

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.

Senior engineer (12 years' service) v Fisk Fire Group Ltd

A senior engineer with 12 years' service was summarily dismissed in a lay-by after falsifying fire alarm test records. The tribunal found the dismissal procedurally unfair but awarded nothing because the engineer was 100% to blame.

Former employee (family business) v The Secretary for Business, Energy and Industrial Strategy SOS

A former employee who won an unfair dismissal claim against a family business recovered £4,357.81 from the National Insurance Fund after the employer went into administration.

Former employee v Premier Recruitment Derby

A former employee who worked for less than two years won £1,045 for unlawful deduction of wages and failure to provide written particulars. His unfair dismissal claim was struck out due to insufficient service.

Former employee v Anthony Katrina Associates Ltd t/a AKA Communications

A former employee was automatically unfairly dismissed for making protected disclosures and awarded £4,466.92 in compensation, including an ACAS uplift for the employer's failure to follow procedure.

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.

Apprentice barber (later stylist) v Mr Mark Brown t/a Strongman Moustache

An apprentice barber who was summarily dismissed for soliciting clients and setting up a rival business failed to prove his dismissal was due to whistleblowing. The tribunal awarded £1,431 for unauthorised wage deductions.

Former employee v Sutton and Cheam Limited

A former employee has been awarded £2,338.64 after his employer made unlawful deductions from his wages for two invoices and failed to attend the tribunal hearing. The employer's late application for reconsideration was refused.

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

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

Caretaker (16 hours per week, 5 years' service) v Fordbridge Town Council

A part-time caretaker was unfairly dismissed by Fordbridge Town Council after a disciplinary panel included the wife of a complainant and an appeal panel included the husband of a witness. The tribunal awarded £1,060.41.

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

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

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

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

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.

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

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

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

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

Former employee v Maldon Brewing Company Ltd

A former employee of Maldon Brewing Company Ltd won £4,918.35 after the company dismissed him by reason of redundancy without paying his salary, notice pay, redundancy payment, or holiday pay. The respondent did not attend the hearing.

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

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

Bus driver (Stagecoach Manchester) v Greater Manchester Buses South LTD t/a Stagecoach Manchester

A bus driver was unfairly dismissed by Stagecoach Manchester, but the tribunal reduced his compensation by 75% because his own conduct contributed to the dismissal. He received a total of £4,306.62 including damages for wrongful dismissal.

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

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

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.

Apprentice bricklayer v Fosters Building Contractors Limited

An apprentice bricklayer was unfairly dismissed after using his mobile phone on scaffolding. The tribunal found the employer failed to carry out any investigation or disciplinary hearing.

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

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

Former employee v Digital Grading Studio Limited

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

Delivery driver (5 months' service) v Bread Basket Sandwich Station

A delivery driver with only five months' service was unfairly dismissed after texting her employer about a £630 tax refund she believed was owed. The tribunal awarded £2,601.61.

Night Support Worker v Parkcare Homes (No. 2) Limited

A care home worker who pushed a resident with autism was unfairly dismissed because the employer failed to hold a disciplinary hearing or consider an appeal. The tribunal awarded £2,436.73, reduced by 75% for his misconduct.

Library Assistant (14 years' service) v Plymouth Proprietary Library Association (a charitable incorporated organisation)

A library assistant with 14 years' service was dismissed by email without any warning or consultation. The tribunal awarded £1,301 after finding the dismissal unfair, but reduced compensation by 80% because she would likely have been dismissed anyway.

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

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

Project Manager v Land Science Limited

A project manager was unfairly dismissed when his small employer made him redundant without any warning, consultation or appeal. The tribunal awarded £2,650.83 after applying a 70% Polkey reduction.

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.

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

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

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

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

Head of Finance for Grenfell (agency worker, CIPFA qualified accountant) v Royal Borough of Kensington and Chelsea

Two finance agency workers were sexually harassed by a colleague who said they were sleeping together and made crude remarks. The tribunal awarded £4,000 and £7,000 for injury to feelings.

Former employee v Atiqun Nabi (trading as Econtrol Ltd)

A former employee who was barred from bringing an unfair dismissal claim due to less than two years' service won a breach of contract claim and was awarded £2,595.99.

Former employee v Waverley Court Consulting Ltd

A former employee won an unfair dismissal claim for redundancy but received no compensation because the tribunal found he would have been fairly dismissed for gross misconduct anyway.

Assistant solicitor v Spring And Co Solicitors Ltd

An assistant solicitor was unfairly dismissed after being refused a postponement despite a fit note, but his award was cut by 50% for his own conduct. He received £1,177.51.

Store manager (4 months' service) v H2C Gelati Ltd t/a Amorino

A store manager with four months' service was summarily dismissed for gross misconduct after a freezer temperature issue. The tribunal found the dismissal unfair and ordered the employer to pay over £1,500 for unpaid suspension and holiday pay.

Tandoor chef (5 years' service) v Zaika Restaurant Limited

A tandoor chef with five years' service was made redundant without any consultation after his restaurant closed for lockdown. The tribunal found the dismissal unfair but awarded only £1,304 because he would have been dismissed anyway.

Newly Qualified Social Worker (ASYE programme) v London Borough of Croydon

A newly qualified social worker was awarded £1,500 for injury to feelings after a without prejudice meeting was used to victimise her, but her unfair dismissal claim over tenancy and DBS fraud allegations was rejected.

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.