£37,000 for disability discrimination and unfair dismissal: injury to feelings award
A former employee with six years' service has been awarded £37,003.42 after an employment tribunal found Ibco Limited discriminated against him by failing to make reasonable adjustments, harassing and victimising him, and unfairly dismissing him.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by the respondent from 29 July 2014 to 21 August 2020.
- The tribunal found the respondent discriminated against the claimant by failing to make reasonable adjustments, harassment, and victimisation.
- The claimant was unfairly dismissed.
- The remedy hearing was held on 2 and 3 March 2023.
- The total award of £37,003.42 includes compensatory award, injury to feelings, and interest.
Timeline
-
Employment started
The claimant started employment with the respondent.
-
Effective date of termination
The claimant's employment ended.
-
Remedy hearing day 1
The remedy hearing commenced at Manchester Employment Tribunal.
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Remedy hearing day 2 and judgment
The remedy hearing concluded and the judgment was issued.
The legal issue
The tribunal had to determine the appropriate compensation for a former employee who had already succeeded in claims of disability discrimination (failure to make reasonable adjustments, harassment, and victimisation) and unfair dismissal.
The outcome
The tribunal awarded a total of £37,003.42, comprising:
- Compensatory award for unfair dismissal (loss of statutory rights): £770
- Injury to feelings for discrimination during employment: £12,000 plus interest of £2,493.37
- Injury to feelings for discrimination on termination (victimisation): £18,000 plus interest of £3,740.05
The basic award was nil because the claimant received a redundancy payment. The compensatory award was limited to loss of statutory rights as the claimant found alternative employment immediately.
Lessons & takeaways
- Employers must take reasonable steps to accommodate disabled employees, including considering adjustments to working practices or environment.
- Victimisation after an employee raises discrimination concerns can lead to separate and substantial compensation.
- Injury to feelings awards reflect the severity and duration of discrimination, with higher awards for acts that continue up to and including dismissal.
- Even if an employee quickly finds a new job, they may still recover compensation for injury to feelings and loss of statutory rights.
What this case shows
This case illustrates how employment tribunals assess compensation when disability discrimination and unfair dismissal overlap. The former employee, who had six years' service, was subjected to a series of discriminatory acts: a failure to make reasonable adjustments, harassment, and victimisation. The discrimination continued up to and including the termination of employment, which the tribunal found to be both discriminatory and unfair.
The remedy hearing focused on the financial and non-financial losses. While the employee found new work immediately after dismissal, meaning no loss of earnings, the tribunal recognised the significant impact on his feelings. It awarded £12,000 for injury to feelings during employment and a further £18,000 for victimisation on termination, reflecting the seriousness of the employer's conduct.
What the employer could have done differently
Ibco Limited could have avoided liability by engaging properly with the employee's disability, making reasonable adjustments, and not treating him unfavourably when he raised concerns. The substantial injury to feelings awards suggest the discrimination was not an isolated incident but part of a pattern. Employers should ensure they have clear policies on disability adjustments and anti-victimisation, and that managers are trained to implement them.
Why this matters
This case is a reminder that compensation for discrimination is not limited to financial losses. Injury to feelings awards can be substantial, especially where the discrimination persists over time and culminates in dismissal. For employees considering similar claims, it shows the importance of documenting all instances of discrimination and victimisation, as the tribunal will consider the cumulative effect on the claimant's wellbeing.
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