Reached the merits

Associate (non-UK national on skilled worker visa) v FINTRU LIMITED

A tribunal has ruled that Fintru Limited fairly dismissed an associate whose skilled worker visa could not be renewed after the Home Office raised salary thresholds. The employer explored alternatives and followed a reasonable process.

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.

Night team member at a hotel v Whitbread Group PLC

A tribunal struck out a constructive unfair dismissal claim from a night team member who waited 2.5 months after the last alleged breach before resigning, finding he had affirmed the contract.

Former employee v Prestige Dental Services Limited

A tribunal has set aside its own earlier judgments after admitting it should have telephoned the respondent before proceeding in their absence. The case will now be reheard.

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.

Community Development Manager (2 years' service) v Spelthorne Borough Council

A Community Development Manager who claimed she was dismissed for whistleblowing lost her case. The tribunal found the council's decision was due to an irretrievable breakdown in working relationships, not her protected disclosures.

Junior doctor (specialist registrar in Emergency Medicine) v Lewisham and Greenwich NHS Trust

A junior doctor's attempt to obtain a wasted costs order against the solicitors for an NHS Trust was dismissed because a 2018 settlement agreement precluded the application and there was no improper conduct.

Former employee (2 years' service) v Nathan Gittings

A former employee with two years' service was unfairly dismissed after being suspended and then sacked without any disciplinary hearing. The Cambridge tribunal awarded £9,546.81 in compensation.

Senior graphic designer (5 years' service) v Independent marketing agency (12 employees)

A graphic designer was told her role was redundant in a five-minute meeting with no warning, no consultation and no consideration of alternatives. The tribunal awarded £14,200.

Chartered accountant (former employee) v Bennbridge Services LLP

A former chartered accountant who made multiple applications to amend her whistleblowing and sex discrimination claims avoided a costs order, even though most amendments were refused. The tribunal said her conduct was not unreasonable or vexatious.

Handyman (former employee) v HMS Maintenance Solutions Limited

A handyman with ADHD resigned claiming constructive dismissal after alleged bullying and failure to make adjustments. The tribunal found no fundamental breach of trust and confidence, and the claim failed.

Special educational needs and disability learning support assistant (10 months' service) v The Governing Body of Horndean Junior School

A tribunal dismissed all claims of race and religion discrimination brought by a learning support assistant against Horndean Junior School, finding her evidence unreliable and the school's grievance process thorough.

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.

Care home worker (4 years' service) v Mid-sized care home group

A care worker was sacked for gross misconduct after a Facebook comment about a colleague. The tribunal found the dismissal unfair — but reduced compensation by 25% for contributory conduct.

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

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

Sonographer (9 months' service) v Woodhaze Ltd t/a Window to the Womb (Swansea)

A black African sonographer was racially harassed and discriminated against after being required to perform cleaning duties and threatened with deportation. The tribunal awarded £33,611.12.

Former employee and one-third shareholder v Yellowcoat Holdings Limited

A former employee and shareholder sought extensive disclosure of communications between his employer and an external investigator. The tribunal refused, finding the request was not necessary for fair disposal.

Warehouse operative (18 years' service) v ASDA Stores Limited

An employment tribunal found ASDA unfairly dismissed a warehouse operative with 18 years' service after failing to investigate his mitigation evidence, awarding £14,817 in compensation.

Former employee v Dance Attack Collection Limited

A former employee who responded to a tribunal direction within time but used the wrong case number had her unfair dismissal claim reinstated after the tribunal revoked its original judgment.

Bus driver (over 30 years' service) v Midland Red South Ltd

A bus driver with over 30 years' service was awarded £25,000 after his employer repeatedly allocated shifts that did not meet his disability-related needs, causing him to soil himself at work.

Installations Manager (20 years' service) v Park Lane Windows Ltd

A long-serving installations manager was constructively dismissed after being demoted twice without consultation. The tribunal awarded £24,331.

Trade Promoter (20 years' service) v Korea Trade Investment Promotion Agency

The tribunal found the dismissal was procedurally unfair, but refused to award any compensation because after-dismissed evidence showed the employee had sought a secret commission from a customer.

Bus driver (13 years' service) v London Central Bus Company Ltd

A bus driver with 13 years' service was fairly dismissed for gross misconduct after driving onto a pavement to overtake another bus. The tribunal rejected claims of race and religious discrimination.

Social worker (15 years' service) v Northern Care Alliance NHS Foundation Trust

A black social worker with 15 years' service lost her claims of race discrimination and constructive dismissal after an altercation with a white colleague. The tribunal found no evidence of stereotyping or unfair treatment.

Depot Infrastructure Technician (12 years' service) v Govia Thameslink Railway Limited

A depot technician with 12 years' service was dismissed after reversing a work van into a tree and attempting to repair the damage himself. The tribunal upheld the dismissal, finding it was for misconduct, not because of his protected disclosures.

Business Development Manager (6 years' service) v Mabey Hire Ltd

A Business Development Manager who resigned after his employer changed his commission scheme lost his unfair dismissal claim. The tribunal found the commission was never contractual and the employer acted reasonably.

Former employee v Giuseppe Of Belgravia Limited

A former employee was unfairly dismissed but received only limited compensation because the tribunal found he would have been fairly dismissed a month later when the workplace closed. Total award: £12,419.29.

Janitor (6 years' service) v Gentoo Group Ltd

A janitor with six years' service was fairly dismissed after CCTV and fob data showed he spent extended periods away from his post. The tribunal rejected his unfair dismissal claim.

Senior HR Manager - Employee Relations v National Highways Ltd

A senior HR manager who resigned after accepting a higher-paid job failed to prove constructive unfair dismissal or discrimination. The Birmingham tribunal found no breach of contract by National Highways Ltd.

Primary school teacher (19 years' service) v Trafford Council and The Governing Body of Kings Road Primary School

A primary school teacher with 19 years' service was unfairly dismissed for 'irretrievable breakdown' after she raised a grievance alleging race discrimination. The tribunal also found she was victimised.

Before and after school club leader (2 years' service) v The Governing Body of St Michael’s Church of England School Middleton

A before and after school club leader who refused to attend work during the pandemic claiming serious and imminent danger has lost her unfair dismissal claim. The tribunal found her belief was not reasonable given the school's risk assessments.

Care home manager (7 months' service) v Porthaven Care Homes No2 Ltd

A care home manager who claimed he was automatically unfairly dismissed for raising concerns about resident safety lost his case. The tribunal found the decision-maker did not know about the disclosures and dismissed him for genuine belief in gross misconduct.

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.

General administrative and sales assistant (3 years' service) v Mr John Kittelsen t/a Speedwell Cars

A father who told his daughter 'I don't have a job for you, in fact I hope I never see u again' in a WhatsApp message was found to have unfairly dismissed her. The tribunal awarded £13,977.58.

Former employee v South Coast Skips Limited (in Creditor’s Voluntary Liquidation)

A former employee was unfairly dismissed, wrongfully dismissed without notice, and discriminated against on grounds of sex. The tribunal awarded £16,208.68, including an uplift for the employer's failure to follow the ACAS code.

Band 6 Care Co-ordinator/Community Psychiatric Nurse (15 years' service) v South London and Maudsley NHS Foundation Trust

A Black African community psychiatric nurse with 15 years' service was found to have been discriminated against when two white female colleagues were appointed to a specialist lead role he was qualified for. The tribunal upheld his claims of direct race and sex discrimination and harassment.

Primary school teacher (2 years 6 months' service) v Diocese of Southwell and Nottingham Multi Academy Trust

A primary school teacher who exchanged personal messages with a vulnerable pupil via Class Dojo over the summer holidays was fairly dismissed. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Managing Director (3 years' service) v AP Drinks Ltd (now Wellness Capital Ltd)

A managing director's employment was found to have transferred to the buyer of his insolvent employer's intellectual property and goodwill, even though production stopped for six months.

Holistic Assessor (4 years' service) v Royal British Legion Industries

A Holistic Assessor with 4 years' service was fairly dismissed after scoring lowest in a redundancy selection matrix. The tribunal found the process was reasonable despite the employee's concerns about the criteria.

Former employee v Zhero Limited

A tribunal granted an employer's late application to defend a claim but ordered it to pay costs for unreasonable conduct, while dismissing a wasted costs application against its former representative.

Lead Software Consultant (6 years' service) v ICT Infotech Ltd

An employment tribunal struck out a Lead Software Consultant's whistleblowing detriment and automatically unfair dismissal claims, leaving only an ordinary unfair dismissal claim to proceed. The tribunal also refused the employer's bid to strike out the remaining claim due to the claimant's conduct.

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.

Part-time takeaway worker (2 years' service) v Crispy Cod Ketley Ltd

A part-time takeaway worker was unfairly dismissed by text message after complaining about undercooked chicken. The tribunal awarded £14,628.50 in compensation.

Area manager (3+ years' service) v Hamble Foods Limited

An area manager was unfairly dismissed after editing a timesheet, but the tribunal found the investigation was flawed and the disciplinary process lacked proper notice. He was awarded £8,026 after reductions for contributory conduct and a Polkey finding.

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.

Machine Room Manager (8 years' service) v UHV Design Limited

An Employment Tribunal has upheld the dismissal of a Machine Room Manager with 8 years' service who admitted physically blocking a subordinate during a workplace argument. No compensation was awarded.

Former employee v Gateshead Health NHS Foundation Trust

A former employee's unfair dismissal claim against Gateshead Health NHS Foundation Trust was struck out after he failed to comply with tribunal orders and did not respond to correspondence. He was ordered to pay £187.50 in costs.

Gymnastics coach v Friendship Society Limited

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

Approved Mental Health Professional (agency worker) v North Yorkshire Council

An Approved Mental Health Professional who withdrew from work citing serious danger lost his whistleblowing and health and safety detriment claims. The tribunal found his concerns did not amount to a protected disclosure or a reasonable belief of imminent danger.

Fraud consultant (4 years 10 months' service) v Lloyds Bank Plc

A fraud consultant with epilepsy lost his disability discrimination and constructive dismissal claims against Lloyds Bank because he filed them too late. The tribunal also found the claims lacked merit.

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

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

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

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

Head of Finance and Information Systems (11 years' service) v Grimsby Cleethorpes and Humer Region YMCA

A tribunal has ruled that a YMCA's request for a senior manager to return to blended working did not breach her contract, dismissing her claim for constructive unfair dismissal.

Packing and Logistics Operator (11 years' service) v Mexichem UK Limited

An employment tribunal has upheld the dismissal of a packing operator with 11 years' service who left work early without authorisation and was found to have been dishonest about his start time. No compensation was awarded.

Senior Contracts Attorney v Calabrio UK Limited

A senior contracts attorney lost her bid for interim relief after the tribunal found her redundancy was decided before she made protected disclosures about sanctions risks. The claim was dismissed.

Former employee v Remembrance Group Ltd (In Voluntary Liquidation)

A former employee who was owed wages, holiday pay and notice pay has been awarded £18,318.14 after their employer entered voluntary liquidation and did not defend the claim.

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.

Programme Manager (3 years' service) v JC Bamford Excavators Limited

A programme manager with dyslexia who resigned after an informal performance improvement plan and a partially upheld grievance has lost her constructive dismissal and disability discrimination claims.

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.

Care Assessment Officer v AMG Consultancy Services Ltd

A care assessment officer who was told she was 'so bipolar' and had her role changed with less than 24 hours' notice has been allowed to add protected disclosure claims to her constructive dismissal case.

Administrative Officer (Civil Service) v Ministry of Justice (HMCTS)

An Administrative Officer who resigned after just seven weeks with the Ministry of Justice lost her claims of constructive unfair dismissal and disability discrimination. The tribunal found her employer had acted reasonably throughout.

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

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

Supply teacher v Ravenscroft Park Preparatory School

A tribunal allowed a supply teacher to amend her disability discrimination claim to include victimisation, and later granted an anonymity order after initially refusing it.

Mental health practitioner (15 years' experience) v Cardiff Mind Limited

A mental health practitioner with 15 years' experience was unfairly dismissed when her fixed-term contract was not renewed while she was on long-term sick leave. The tribunal awarded £33,443.28.

Project Manager (10 years' service) v Morrison Energy Services Limited

A project manager with 10 years' service was fairly dismissed for redundancy after failing to attend a competitive interview. The tribunal rejected claims that his role as an employee representative or his grievances were the real reason.

Deputy Customer Services and Housing Options Manager (16 years' service) v London Borough of Richmond upon Thames and London Borough of Wandsworth

A deputy manager with 16 years' service was dismissed for gross misconduct over visitor parking permits. The tribunal found the process unfair and awarded £35,318.56, but rejected her whistleblowing claim.

Medical secretary (5 years' service) v Sheffield Teaching Hospitals NHS Foundation Trust

An employment tribunal has upheld the dismissal of a medical secretary who made racist comments about a colleague's appointment, finding the NHS trust acted reasonably.

Former employee (31 years' service) v Wolseley UK Limited

A tribunal has ruled that Wolseley UK Limited fairly dismissed a long-serving employee by reason of redundancy, rejecting claims of age discrimination, harassment, and victimisation.

Former employee (funeral director, 31 years' service) v Estate of D B Roberts t/a Gwyn Jones Funeral Directors

An employment tribunal has ruled that a funeral director with 31 years' service was not a disabled person under the Equality Act, dismissing his disability discrimination claims.

Office manager (1 year 8 months' service) v Reactive Solutions FM Limited

An office manager with retinal dystrophy was awarded £44,489 after her employer failed to implement recommended equipment and training from Access to Work. The tribunal found the delay was a failure to make reasonable adjustments.

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.

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.

Station Support Assistant (approx. 5 years' service) v London North Eastern Railway Limited

A station support assistant lost his unfair dismissal claim after 20 months off work. The tribunal found the initial decision to dismiss was premature, but the appeal corrected the flaw.

Business Development Manager (2 years 4 months' service) v Angry Creative (UK) Limited

A tribunal found that a Business Development Manager was unfairly dismissed because the real reason was his grievance, not redundancy. The case highlights the risks of dismissing a worker who has raised concerns.

Staff nurse (Band 5, previously Band 6 secondment) v Lewisham and Greenwich NHS Trust

A tribunal has dismissed all claims brought by a Band 5 staff nurse against Lewisham and Greenwich NHS Trust, including constructive dismissal, whistleblowing detriment, and discrimination on grounds of race, age, and religion.

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.

Post 16 Outreach Learning Mentor (14 months' service) v Achieving for Children Community Interest Company

A tribunal dismissed claims of disability discrimination and constructive unfair dismissal brought by a learning mentor with dyslexia and anxiety/depression, finding the employer acted reasonably throughout.

Stores person (2 years' service) v Amey Services Limited

A stores person who resigned after a security breach investigation lost his constructive unfair dismissal claim because he had accepted a new role before quitting.

Kitchen Porter (22 years' service) v Marriot Hotels Ltd

A tribunal has upheld the dismissal of a kitchen porter with 22 years' service after he whispered 'I wish I could impregnate you' to a colleague, following a previous warning about inappropriate comments.

Croupier (6 years' service) v Aspers (Stratford City) Limited

A croupier with six years' service resigned after his employer failed to deal with his grievance for over a month and left him without a line manager for weeks. The tribunal awarded £16,345.60.

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.

Consultant Clinical Scientist Head of Service (23 years' service) v Nottingham University Hospital NHS Trust

A consultant clinical scientist with 23 years' service resigned after a 'retire and return' scheme reduced her role. The tribunal struck out her breach of contract and age discrimination claims, but allowed her unfair dismissal claim to proceed.

Former employee v Stonewater Ltd

A former employee won her unfair dismissal claim against Stonewater Ltd but was awarded no compensation because she suffered no financial loss as a result of the dismissal.

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

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

Night concierge (5 years' service) v POD Group Services Ltd

A night concierge who resigned after a TUPE transfer, claiming his overtime, sick pay and holiday entitlement were cut, has lost his unfair dismissal claim. The tribunal found no such cuts were made.

Consultant ophthalmologist (8 years' service) v University Hospitals of Morecambe Bay NHS Foundation Trust

An NHS consultant who stopped on-call duties and refused to engage with his clinical lead was fairly dismissed for a breakdown in trust and confidence, the tribunal has ruled.

Assistant Practice Manager / Practice Secretary (14 years' service) v Dr Sarah Harding and Dr Catriona McNicol T/A Park Edge Practice

A GP practice assistant manager with 14 years' service resigned after learning of a proposed new role, claiming constructive dismissal. The tribunal rejected her claim, finding no breach of trust and confidence.

Front of house worker (11 years' service) v L&M Coventry Limited

A front of house worker at a pub/restaurant was unfairly dismissed after 11 years' service. The tribunal awarded £10,800 in compensation, including basic award and notice pay.

Meter reader (16 years' service) v Morrison Data Services Ltd

A meter reader who was dismissed while on long-term sick leave after a motorbike accident has won his unfair dismissal and disability discrimination claim. The tribunal found that Morrison Data Services Ltd failed to obtain an up-to-date occupational health report before deciding to dismiss.

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.

Nursery worker v Monkton Under 5 Playgroup

A nursery worker was unfairly dismissed and subjected to disability discrimination by Monkton Under 5 Playgroup. The tribunal awarded £27,676 in compensation, including £16,200 for injury to feelings.

Pharmacist (20 years' service) v Whittington Health NHS Trust

A pharmacist with 20 years' service was unfairly dismissed by Whittington Health NHS Trust after being refused an extension to her notice period while hospitalised with a sickle cell crisis. The tribunal found indirect disability discrimination and a failure to make reasonable adjustments, awarding £16,884.

Attendance Officer (10 years' service) v Wokingham Borough Council and LDBS Frays Academy Trust

A tribunal has ruled that an Attendance Officer with 10 years' service was fairly dismissed by Wokingham Borough Council and LDBS Frays Academy Trust following a redundancy selection process, rejecting claims of race discrimination and unfair dismissal.

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

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

Managing Director (1 year 1 month service) v Inglis Jane Limited

A managing director with a six-month notice period was dismissed by email after raising concerns about unpaid expenses and pension contributions. The tribunal awarded £25,000 for wrongful dismissal but rejected his protected disclosure claim.

Bus driver (6 years' service) v London United Busways Ltd

A bus driver with 6 years' service was fairly dismissed for gross misconduct after refusing a breath alcohol test following an at-fault collision. The tribunal also dismissed his discrimination and victimisation claims.

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

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

Pre-assessment Nurse (14 months' service) v Royal Devon University Healthcare NHS Foundation Trust

A pre-assessment nurse who carried out paid Botox procedures while signed off sick was fairly dismissed for misconduct. The tribunal rejected her claims of disability discrimination and victimisation.

Production operative (1 year 9 months' service) v Bravo FB Limited (trading as Fox’s Biscuits)

A production operative who was dismissed while on sick leave for plantar fasciitis and depression lost her unfair dismissal claim because she had less than two years' service. All disability discrimination claims were also dismissed.

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.

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

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

Former employee v Garbett Butchers Ltd

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

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

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

Former HGV driver v George Walker Transport Manchester Limited

A former HGV driver's unfair dismissal and disability discrimination claim was dismissed after he continued using abusive language, breaching an unless order. His application to set aside the order was refused.

Firefighter (5 years' service) v Avon Fire and Rescue Service

A firefighter with five years' service was constructively dismissed after being subjected to sex discrimination, harassment, and victimisation by colleagues. The tribunal upheld her claims and awarded a basic award of £2,284.

Catering manager (16 years' service) v Serco Ltd

A tribunal has upheld the dismissal of a catering manager who was found guilty of gross misconduct for stealing tea bags and bullying a colleague, ruling that Serco Ltd's investigation and decision were within the range of reasonable responses.

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.

Legal services provider (locum lawyer) v Hogan Lovells International LLP

A locum lawyer's claim for automatic unfair dismissal over alleged whistleblowing was struck out because the disclosure came months after his engagement ended. He was also ordered to pay £8,000 in costs for unreasonable conduct.

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.

Former employee v Anderbury Ltd

A former employee was unfairly dismissed and denied proper notice pay and annual leave. The tribunal awarded £8,000 after finding the employer failed to follow a fair process.

Part-time Fitness Instructor (8 years' service) v Greenwich Leisure Ltd

A tribunal found that Greenwich Leisure Ltd unfairly dismissed an 8-year employee during pandemic redundancies, due to flawed selection criteria and a lack of consultation.

Former employee v NHS Blood and Transplant

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

Security officer (6 years' service) v CIS Security Ltd

A security officer with six years' service was unfairly dismissed after a back injury. The tribunal also found that CIS Security Ltd failed to make reasonable adjustments and discriminated against him arising from his disability.

Site Manager (2 years' service) v GreenSquareAccord Limited

A site manager with two years' service was fairly dismissed for redundancy after a trial period in a lower-paid role was deemed unsuccessful. The tribunal rejected his unfair dismissal claim.

Legal secretary (trainee) v AD (deceased)

A trainee legal secretary who was assaulted by her employer and made protected disclosures has won claims of unfair dismissal, sex discrimination, harassment and victimisation. She was awarded £28,986.85.

Former employee (11 years' service) v Motus Commercials Limited

A tribunal dismissed all claims from a former employee with 11 years' service and a clean disciplinary record, finding his misconduct dismissal fair and not discriminatory.

Former employee v George Thompson Limited

A former employee won a constructive unfair dismissal claim after her employer made unauthorised deductions from wages and failed to pay holiday entitlement. The tribunal awarded over £10,000, including a basic award and penalties for missing written particulars.

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

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

Teaching Assistant (2 years 7 months' service) v Calcot Services for Children Limited

A teaching assistant who pulled a young person's hood and took them to the floor in a ground hold was fairly dismissed for misconduct, the tribunal has ruled. The claim for race discrimination also failed.

Shift Leader (17 years' service) v Tesco Stores PLC

A shift leader with 17 years' service had his unfair dismissal claim struck out after he failed to provide a witness statement, disclosure, or a schedule of loss, and did not engage with the respondent or the tribunal.

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.

Warehouse operative (32 years' service) v Bapp Industrial Supplies (Huddersfield) Limited

A warehouse operative with 32 years' service was fairly dismissed after failing to contact his employer for nearly a month. The tribunal rejected his unfair dismissal claim.

Pharmacy Dispensary Technician (6 years' service) v JCL UK Limited

A pharmacy dispensary technician with fibromyalgia and other conditions lost her constructive unfair dismissal and disability discrimination claims after the tribunal found she did not share her adjustment passport with her new employer following a TUPE transfer.

Healthcare assistant (6 years' service) v University Hospitals Birmingham NHS Foundation Trust

A healthcare assistant who was dismissed for persistent short-term absences after her employer made reasonable adjustments has lost her unfair dismissal and disability discrimination claims. The tribunal found the NHS Trust acted fairly.

Assistant Branch Manager (28 years' service) v Howarth Timber and Building Supplies Limited

An employment tribunal has upheld the dismissal of an assistant branch manager with 28 years' service who was absent for 10 months with anxiety. The employer had offered multiple adjustments but the claimant insisted on a customer ban.

Media Sales Operator (10 years' service) v Discovery Communications Europe Limited

A Media Sales Operator with 10 years' service had his unfair dismissal and discrimination claims struck out after repeatedly failing to comply with tribunal directions. The tribunal awarded costs against him.

Former employee v Mold Systems EU Limited (In Administration)

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

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

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

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.

Operational Support Grade (OSG) at HMP Garth (2.5 years' service) v The Secretary of State for Justice

An Operational Support Grade at HMP Garth who resigned after alleging bullying and poor complaint handling lost her constructive unfair dismissal claim. The tribunal found the employer acted reasonably and the complaints were not formal grievances.

Support worker (6 months' service) v South Gloucestershire Council

A support worker with depression was dismissed after six months' sick leave. The tribunal upheld the dismissal, finding the council acted reasonably and proportionately.

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

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

Branch Manager (8 years' service) v VP Plc (1) and Brandon Hire Station Limited (2)

An employment tribunal has upheld the dismissal of a branch manager who used 'dump codes' to circumvent the company's asset tracking system, rejecting his claims of unfair dismissal and whistleblowing.

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

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

Sales Executive/Administrator (2 years 9 months' service) v Forest Master Limited

A sales executive with a clean record was given a final written warning for baseless dishonesty allegations and had commission withheld. The tribunal found he was constructively unfairly dismissed.

Former employee v RR Swami Ltd

A former employee has been awarded £12,503 after an employment tribunal found she was unfairly dismissed, not given notice, and had wages unlawfully deducted by RR Swami Ltd.

Former employees (telemarketing business) v Phonetic Group Limited

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

Former employee (pregnant, dismissed after disclosing pregnancy) v ALM Electrical Solutions Ltd

A Birmingham tribunal found that ALM Electrical Solutions Ltd dismissed a pregnant employee shortly after she disclosed her pregnancy, fabricating a redundancy reason. The claimant was awarded over £25,000 for injury to feelings and losses.

Head of School (development role, 8 years' service) v Initio Learning Trust (formally Wimbourne Academy Trust)

A tribunal found that a school trust failed to make reasonable adjustments for a head of school with depression and anxiety, by not providing timeframes for a disciplinary process or reviewing her suspension. Her constructive dismissal claim was rejected.

Former employee v Grikis Ltd

A former employee who was dismissed while pregnant after raising health and safety concerns has won her claims for pregnancy discrimination and unfair dismissal. The East London Employment Tribunal awarded her £43,153.60 in compensation.

Support Manager (2 years' service) v Atamis Ltd

A Support Manager who resigned after her role was changed and workload reduced lost her constructive unfair dismissal claim. The tribunal found no breach of trust and confidence.

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.

Customer Care Assistant / Lead Customer Host (10 years' service) v First Greater Western Limited

A Customer Care Assistant with 10 years' service was unfairly dismissed after being accused of breaching a COT3 settlement agreement. The tribunal awarded £9,074, but applied a 50% Polkey reduction.

Electrician (2 years' service) v Thames Spark Group Limited

An electrician who raised asbestos safety concerns was dismissed for alleged expense fraud. The tribunal found the dismissal was tainted by whistleblowing and awarded nearly £20,000.

Skilled mechanical maintenance fitter (22 years' service) v Vauxhall Motors Ltd

Three skilled maintenance fitters with up to 25 years' service were unfairly dismissed by Vauxhall Motors after a flawed investigation into an anonymous letter about overtime. The tribunal rejected claims of whistleblowing or union-related automatic unfair dismissal.

Former employee v Bridge Medical Solutions Ltd

Two former employees of Bridge Medical Solutions Ltd have won their claims for automatic unfair dismissal after being sacked for making protected disclosures. The tribunal awarded a total of £27,286 in compensation.

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

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

Sales assistant (former nurse) v Irvings Butchers Limited

A former nurse turned sales assistant who was placed on furlough during the pandemic due to shielding advice has lost her disability and age discrimination claims against Irvings Butchers Limited.

Former employee v UK Cleaning Contracts Limited

A cleaner was dismissed while pregnant, without a maternity risk assessment. The tribunal awarded £9,107.40, including £7,500 for injury to feelings.

Warehouse operative (6.5 years' service) v WM Morrisons Supermarket Ltd

A warehouse operative with 6.5 years' service was dismissed for capability after a year of sick leave for depression. The tribunal upheld the dismissal, finding the employer acted reasonably despite not waiting the 4-5 weeks suggested by occupational health.

Accounts Manager (3 years' service) v G. & M.J. Crouch & Son Ltd

A tribunal upheld one claim of direct sex discrimination after an accounts manager was told a client 'likes pretty women', but dismissed her constructive dismissal and other claims.

Support worker (16 years' service) v Craegmoor Healthcare Company Limited

A support worker with a clean record was fairly dismissed for failing to document a resident's coffee burn, the Leeds Employment Tribunal has ruled. The tribunal rejected claims of race discrimination and victimisation linked to a 2015 claim.

Former employee v Priory Group Partnerships in Care Ltd

A former employee's claims for constructive unfair dismissal, direct discrimination and victimisation were dismissed after the tribunal revoked a default judgment and found the discrimination claims were brought too late.

HGV Class 1 Night Driver (10 years' service) v Maritime Transport Limited

An HGV driver with 10 years' service was dismissed for gross misconduct after a member of the public complained he was watching videos on his phone while driving. The tribunal struck out his unfair dismissal claim as having no reasonable prospect of success.

Senior Internal Auditor (1 year service) v Costain Engineering and Construction Limited

A tribunal has ruled that a senior internal auditor with one year's service was not automatically unfairly dismissed for taking time off to care for his seriously ill father. The claim was dismissed.

Carer (4 years' service) v Evergreen Homecare Services Ltd (formerly SureCare Barnet Ltd)

A carer who brought a second, materially identical unfair dismissal claim after her first was struck out and she was ordered to pay £20,000 costs has been ordered to pay a further £6,000 for vexatious conduct.

Registered Nurse (dementia ward) v The Royal Star and Garter Homes

A tribunal dismissed all claims by a dementia ward nurse who resigned after suspension, finding no link between his protected disclosure and the employer's actions.

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.

Solutions engineer (3 years 8 months' service) v Singletrack Systems Limited

A solutions engineer who resigned after a performance improvement plan and grievance process lost his constructive dismissal claim because he stayed in the job too long after the alleged breaches.

Senior Events & Operations Co-Ordinator (6 years' service) v Heritage Venues Limited

A senior events co-ordinator who returned from maternity leave to work part-time was selected for redundancy in a 'pool of one' while full-time colleagues doing the same job were retained. The tribunal found unfair dismissal, indirect sex discrimination and part-time worker detriment.

Insurance broker employee (7 years' service) v Verlingue Limited

An insurance broker who resigned 5 months after a flawed disciplinary hearing lost her constructive unfair dismissal claim because the tribunal found she did not resign in response to the breach of trust and confidence.

Furniture installer (4 months' service) v Atic Group Ltd

A furniture installer who was dismissed shortly after asking for a phone mount and charger to navigate safely lost his unfair dismissal claim when the tribunal revoked an earlier interim relief order and later dismissed the case.

Panel beater (3 years' service) v LSJ The Car Body Repair Specialist Limited

A Watford tribunal has ruled that a panel beater with three years' service was fairly dismissed when his employer, a four-person car repair shop, made him redundant as the only employee at risk. The decision highlights how small employers can follow a lighter process.

Former employee v Dunton Environmental Limited

A former employee who claimed disability discrimination based on ADHD had her claim dismissed after the tribunal found she had not proven she had the condition on the balance of probabilities.

HGV driver (5 years' service) v Armstrong Logistics Ltd

An HGV driver who resigned after a short delay in payment for three days' work lost his constructive unfair dismissal claim. The tribunal found he acted prematurely before the employer's conduct became repudiatory.

Former employee v Paragon Network Services Limited (Previously Core Network Services Limited)

A former employee's unfair dismissal claim faced a setback when the tribunal granted the employer extra time to respond, due to an incorrect address on the claim form.

Former employee v North East Autism Society

Two former employees of North East Autism Society who refused the Covid-19 vaccine had their unfair dismissal and discrimination claims struck out after failing to attend a preliminary hearing and comply with tribunal orders.

Enquiry unit advisor (2 years' service) v Secretary of State for Business, Energy and Industrial Strategy

An enquiry unit advisor who sent threatening WhatsApp messages and emails to his line manager was fairly dismissed for gross misconduct. The tribunal rejected claims of disability discrimination.

Restaurant general manager (10 years' service) v Chicken Cabins Ltd

A restaurant general manager who resigned after a disciplinary process and alleged race discrimination has lost his claims of constructive dismissal and race discrimination at the Leeds Employment Tribunal.

Dental nurse v KDPG Limited

A dental nurse who resigned after securing another job failed to prove she was constructively dismissed or that her employer discriminated against her. All claims were dismissed.

Broadband Technical Support Team member (part-time, evening shifts) v EE Limited

A tribunal found that EE Limited unfairly dismissed a broadband technical support worker with panic disorder after it refused to wait a week for her to return to work, and also discriminated against her because of her disability.

NHS employee v Royal Devon University Healthcare NHS Foundation Trust

An NHS employee's unfair dismissal and discrimination claims were dismissed, but the tribunal refused the Trust's application for costs, finding she had a genuine belief in her case and did not act unreasonably.

Former employee v Asda Stores Ltd

A former employee succeeded in her unfair dismissal claim against Asda Stores Ltd, but her age discrimination and harassment complaints were dismissed. She was awarded £27,924.06.

Mailman/driver (32 years' service) v Royal Mail Group Ltd

A mailman with 32 years of unblemished service was unfairly dismissed by Royal Mail after a customer complaint about a duplicate barcode. The tribunal found the investigation and disciplinary process flawed, and reduced compensation by 20% for his own conduct.

Food sales assistant (3 years' service) v Garden Market Butchers West Brom Ltd (in voluntary liquidation)

A food sales assistant dismissed by a butchers that went into liquidation has won £12,651 for unfair dismissal, redundancy and wrongful dismissal after the tribunal found the employer failed to follow proper procedures.

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.

Recruitment coordinator (former employee) v Lifeways Community Care Limited

The tribunal dismissed claims of constructive unfair dismissal and breach of contract for non-payment of a discretionary bonus, finding no repudiatory breach of trust and confidence.

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.

Registered mental health nurse (2 years 9 months' service) v Cygnet NW Limited

A registered mental health nurse who alleged race discrimination and harassment by Cygnet NW Limited has had all his claims dismissed by the Sheffield Employment Tribunal.

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 v Openwork Limited

The employment tribunal struck out all three claims brought by a former employee against Openwork Limited after he failed to pay a deposit order. The tribunal also refused his applications for an extension of time and reconsideration.

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.

Shift Team Leader (9 years' service) v Britvic Soft Drinks Limited

A shift team leader with 9 years' service resigned after being placed on a performance improvement plan, but the tribunal dismissed all claims, finding no breach of contract and serious credibility problems with his evidence.

Warehouse first line manager (3 years' service) v DHL Services Limited

A warehouse first line manager with three years' service at DHL Services Limited resigned after a flawed grievance process. The tribunal upheld his claim for constructive unfair dismissal.

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.

Delivery and Collection Manager (2 years' service) v Royal Mail Group Ltd

A black Caribbean delivery manager was unfairly dismissed and racially stereotyped after a returned iPhone went missing. The tribunal found Royal Mail's investigation was flawed and the claimant was treated less favourably than a hypothetical white comparator.

Former employee v Sainsbury’s Supermarkets Ltd

A former employee's unfair dismissal claim against Sainsbury’s was struck out after she failed to attend the final hearing and did not provide a witness statement as ordered. The tribunal refused her application for reconsideration.

Customer Service Representative (5 years' service) v Liverpool Victoria Financial Services Ltd

A customer service representative who resigned claiming constructive dismissal after a cleaner's complaint and a failed grievance has lost her case. The tribunal found no fundamental breach of trust and confidence.

Clerical Officer (5 years' service) v Leeds Teaching Hospitals NHS Trust

A clerical officer with five years' service was fairly dismissed after repeatedly refusing to attend investigation and disciplinary meetings. The tribunal rejected her unfair dismissal claim.

Cook (22 years' service) v KZ Catering Ltd

A cook employed for 22 years claimed unauthorised deductions after his hours were cut from 30 to 6 per week. The tribunal dismissed the claim, finding no deduction occurred because he was paid for all hours worked.

Trainee car sales executive (2.5 months' service) v Bristol Street First Investments Limited

A trainee car sales executive with 2.5 months' service failed to prove he made a protected disclosure when his father sent an email to the CEO alleging fraud. The tribunal found the email was not a disclosure by the claimant and was not in the public interest.

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.

Former employee v Ideal Shopping Direct Limited (in voluntary liquidation)

A former employee was awarded £37,178 after an employment tribunal found she was discriminated against because of her pregnancy and unfairly dismissed by reason of redundancy.

Graphic Designer (15 years' service) v Embrace Education Limited

A graphic designer with 15 years' service was dismissed by text message during the first lockdown. The tribunal found the dismissal unfair but rejected age discrimination claims.

Trainee solicitor (1 year 3 months' service) v Sterling Lawyers Limited

A trainee solicitor who sent 106 confidential client emails to her personal address was fairly dismissed for gross misconduct, the tribunal ruled. Her claims of whistleblowing and pregnancy discrimination were rejected.

Former employee v UK Windows & Doors Group Limited (In Administration)

A former employee was unfairly dismissed by UK Windows & Doors Group Limited. The tribunal increased compensation for the company's failure to follow the ACAS Code but reduced it due to the employee's own blameworthy conduct.

Former employee v Cardiff & Vale University Local Health Board

An employee with a mental health disability lost all claims of unfair dismissal and discrimination after the tribunal found the health board's absence management process was reasonable.

Security officer (5 years' service) v Corps Security (UK) Limited

A security officer who resigned after a disciplinary process was started following a two-hour absence from her post has lost her constructive unfair dismissal claim. The tribunal found the employer's conduct, including minor pay issues and a request for an occupational health assessment, did not amount to a repudiatory breach of contract.

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

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

Security guard (3 years' service) v Mitie Ltd

A security guard who lost most of his sight was unfairly dismissed and discriminated against by Mitie Ltd, which failed to consider reasonable adjustments or a vacant role he suggested.

Paramedic (22 years' service) v South Western Ambulance Service NHS Foundation Trust

A paramedic with 22 years' service lost his unfair dismissal and disability discrimination claims after the tribunal found his employer acted reasonably in dismissing him for ill-health when his own psychiatrist said he was permanently incapable of working.

Warehouse operatives v Euro Car Parts Ltd

Two warehouse operatives had their automatic unfair dismissal claims for whistleblowing struck out because the alleged breaches happened before they made their protected disclosure. The tribunal said the claims had no reasonable prospects of success.

Care home employee v Abbey Grange Care Home Ltd

A care home employee was unfairly dismissed and had wages unlawfully deducted. The tribunal awarded £6,108 for breach of contract and unauthorised deduction, with a remedy hearing for unfair dismissal still to come.

Former employee v Your Local Hadfield Ltd

A former employee was unfairly dismissed by the new employer that took over the business, and awarded £34,485 for unfair dismissal, breach of contract, and unauthorised deductions from wages.

Care assistant (2 years 6 months' service) v The Royal Star & Garter Homes

A care assistant was unfairly dismissed after his employer relied on a vaccination deadline that had already been extended. The tribunal awarded £12,137.94.

Agency caretaker (13 days' service) v Future Academies

An agency caretaker who worked for only 13 days at Pimlico Academy lost his claims of direct and indirect discrimination over keys, phone use, and prayer breaks. The tribunal found no less favourable treatment.

Former employee v A&A Enterprises London Ltd

A former employee who signed a settlement agreement and later brought new claims had her case struck out as an abuse of process. The tribunal found she had mental capacity when signing.

Healthcare Consultant (6 years' service) v BUPA Insurance Services Ltd

A healthcare consultant with 6 years' service was fairly dismissed for gross misconduct following four customer complaints about his attitude. The tribunal also rejected his claims of race discrimination and victimisation.

Emergency Medical Technician 1 (15 years' service) v North West Ambulance Service NHS Trust

A tribunal has upheld the dismissal of an EMT with 15 years' service who used the n-word about a black colleague on two occasions, finding the employer's investigation and decision were within the range of reasonable responses.

General Manager (charity founder) v Like U CIO

A general manager who resigned over a hostile working environment was later dismissed for gross misconduct. The tribunal found he was wrongfully dismissed but his whistleblowing claim failed because it was brought too late.

Deputy Design Director (5 years' service) v Greenland (United Kingdom) Investment Limited

A deputy design director who brought claims of unfair dismissal, discrimination, harassment, victimisation, and unlawful deduction from wages after being made redundant has lost all her claims at the London Central Employment Tribunal.

Former employee v The Bowness Pudding Company Limited

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

Director of Strategy (3 years' service) v Soldo Software Ltd

A director of strategy who was the only person in her redundancy pool lost her unfair dismissal claim. The tribunal found the employer acted reasonably in a genuine redundancy situation.

Security Officer (17 years' service) v Bouygues E&S Solutions Limited

A security officer who refused to carry out hand sanitiser checks was unfairly dismissed due to a flawed investigation, but his 75% contribution and a 90% Polkey reduction meant he received only £5,281.

Housing Officer (agency worker, 1 month service) v Central Bedfordshire Council

A housing officer who worked for Central Bedfordshire Council for just one month via an agency had her claims of whistleblowing detriment and harassment related to disability and transgender status dismissed by the Watford Employment Tribunal.

Head of Workforce Development and Engagement (resigned) v North Tees and Hartlepool NHS Foundation Trust

A head of workforce development who resigned alleging constructive dismissal and whistleblowing had her claims struck out after she repeatedly failed to comply with case management orders and stopped engaging with the tribunal.

Dump truck driver v Stevens Equipment Rental Limited

A dump truck driver on a zero-hours contract claimed he was unfairly dismissed after being removed from a client site, but the tribunal found he resigned. His claim failed.

Production operative (13 years' service) v Cranswick Convenience Foods Ltd

A production operative with 13 years' service was dismissed for capability due to ill health after a telephone meeting. Most of her claims were struck out as out of time, but one disability discrimination claim will proceed.

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.

Engineer / Salvage Buyer (18 years' service) v 4th Dimension Innovation Ltd (Group)

An engineer with 18 years' service resigned after his request for a four-day week was refused. The employment tribunal found his employer had reasonable cause and dismissed the claim.

Care worker (5 years' service) v 1st Grade Care Ltd

A care worker on a zero-hours contract was constructively and unfairly dismissed after her employer suspended her without pay and failed to respond to her grievance. The tribunal found a fundamental breach of trust and confidence.

CAD/CAM Designer and Machinist (17 years' service) v Arrow Precision Manufacturing Ltd

A CAD/CAM designer with 17 years' service lost his constructive dismissal claim after being laid off for four weeks without pay. The tribunal found he had accepted a 2018 contract with a lay-off clause by his conduct.

Property Operations Manager (self-employed) v Holborn Assets Insurance Brokers LLC

A property operations manager who worked from home for a Dubai-based firm was found by the tribunal to be self-employed, not an employee or worker, meaning his claims could not proceed.

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

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

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

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

Manager (6 years' service) v Stapletons (Tyre Services) Limited

A manager with six years' service was unfairly dismissed after a flawed investigation into password sharing and order deletion. The tribunal awarded £5,552 but reduced compensation because he contributed to his own dismissal.

Customer service assistant (3 years 8 months' service) v Trenitalia C2C Limited

A customer service assistant who tried to strike a teenage customer with an open hand was fairly dismissed for gross misconduct, the tribunal ruled. His race discrimination claims against third-party security guards were also dismissed.

Assistant headteacher (12 years' service) v YY

An assistant headteacher with 12 years' service was fairly dismissed for gross misconduct after sending a sexual message to a child under duress from a coercive partner. The tribunal rejected her claims of unfair dismissal and disability discrimination.

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.

Former employee (25 years' service) v Advisory Conciliation and Arbitration Service

A former employee with 25 years' service lost his constructive dismissal claim against ACAS after resigning over parking arrangements following an office move. The tribunal found the employer had acted reasonably.

Former employee v The A&S Leisure Group Ltd (t/a Napoleon’s Casino Bradford)

A tribunal struck out a former employee's claims of unfair dismissal and disability discrimination after she admitted inappropriate touching, failed to attend hearings, and ignored tribunal communications.

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

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

Former employee v McFarlane Telfer Ltd

A former employee has been awarded £26,554 after the tribunal found McFarlane Telfer Ltd unfairly dismissed them, though a 15% reduction was applied for contributory conduct.

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.

Night care assistant (3 years' service) v Runwood Homes Ltd

A night care assistant who was found asleep on three occasions was fairly dismissed for gross misconduct. The tribunal also rejected his claims of discrimination and whistleblowing detriment.

Regional Manager (care homes, probationary period) v Sanctuary Care Limited

A regional manager dismissed during her probationary period for capability reasons lost her claim that she was automatically unfairly dismissed for whistleblowing. The tribunal found her protected disclosure played no part in the decision.

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.

Senior Lecturer v Teesside University

A tribunal struck out a Senior Lecturer's unfair dismissal and race discrimination claim after he failed to attend a preliminary hearing and did not comply with orders to explain his absence. His application to reconsider was refused.

Service host (22 years' service) v Asda Stores Limited

An employment tribunal has upheld Asda's dismissal of a service host with 22 years' service after CCTV showed her taking coins and bags for life without paying. The tribunal found the decision was within the range of reasonable responses.

Former employee v T33 Holdings Ltd

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

Senior Customer Advisor (16 years' service) v EE Limited

A senior customer advisor with 16 years' unblemished service was dismissed for gross misconduct after creating two accounts for one customer. The tribunal upheld the decision, finding the employer acted reasonably.

Senior hairdresser (12 years' service) v Razors Edge Group Limited

A senior hairdresser with 12 years' service who resigned after her employer refused her GP-recommended phased return of two days a week has been awarded £13,699 for constructive unfair dismissal and failure to make reasonable adjustments.

Former employee v Oxleas NHS Foundation Trust

A former employee agreed to a judgment by consent to settle an unfair dismissal claim, but later challenged the recoupment of £16,000 in jobseeker's allowance. The tribunal refused to reconsider.

Former store manager v Co-operative Group Limited

A former store manager's unfair dismissal claim against Co-operative Group Limited was struck out after he failed to provide a witness statement or attend the final hearing.

Office Manager (5 months' service) v Trustmark Plans Limited

An office manager with just five months' service was sexually harassed by a colleague and then dismissed using fake disciplinary records. The tribunal awarded £39,662.92.

BSL Communicator/Instructor (12 years' service) v Myerscough College Further Education Corporation

A BSL communicator with 12 years' service lost her constructive dismissal claim after the tribunal found that an out-of-office reply, which delayed her grievance appeal outcome, was not a breach of trust and confidence.

Care home manager (3 years' service) v HC One Limited

A care home manager with lupus who resigned after the Covid vaccine mandate was introduced has lost her constructive unfair dismissal and disability discrimination claims. The tribunal found no breach of trust and confidence.

Duty manager (39 years' service) v Harlech and Ardudwy Leisure

A duty manager who resigned after her employer imposed split shifts and reduced hours without consultation, and then failed to address her grievance for over a month, has been awarded £10,683.75 for constructive unfair dismissal.

NHS employee v Wirral University Teaching Hospital NHS Foundation Trust

An NHS employee who withdrew an earlier tribunal claim cannot re-litigate the same factual allegations in a later constructive dismissal case, the Midlands West Employment Tribunal has ruled.

Chartered physiotherapist (Head Sports Physiotherapist, 5 months' service) v Barnet Football Club Ltd

A head sports physiotherapist was constructively dismissed after being investigated and having her grievance rejected following her pregnancy disclosure. The tribunal awarded £18,152.48.

Procurement Director (9 years' service) v Northern Housing Consortium Ltd

A procurement director who resigned after raising concerns about commission on expired contracts has lost her tribunal claims for constructive unfair dismissal, whistleblowing detriment and disability discrimination.

Facilities Manager (6 years' service) v Marsh Farm Futures

A facilities manager with dyslexia and heart failure was unfairly dismissed after his employer turned a redundancy process into a disciplinary hearing. The tribunal found the process was a sham and the real reason was a breakdown in trust and confidence.

Former employee v Samuel Smith (Southern)

A former employee's unfair dismissal claim against Samuel Smith (Southern) has been struck out for failing to comply with tribunal orders and not actively pursuing the case.

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

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

Administrator (4+ years' service) v Criteria Internet Services Limited

An administrator who was constructively dismissed and then pursued self-employment as a specialist exercise instructor had her compensation reduced because she did not look for similar office roles. She was awarded £10,261.74.

Regional Manager (10 years' service) v POhWER

A regional manager with 10 years' service was fairly dismissed after admitting she had not been following the employer's safeguarding policy for external reporting in secure settings.

Former employee v LHR Airports Limited

A former employee who threatened to reveal damaging information unless his claim was settled has been ordered to pay £750 costs after withdrawing his claim minutes before a hearing.

Operations Manager (24 years' service) v DPD Group UK Ltd

An operations manager with 24 years' service was fairly dismissed for gross misconduct after making unauthorised manual carded entries and giving incorrect explanations. The tribunal rejected both his unfair and wrongful dismissal claims.

Senior Bookseller (13 years' service) v Waterstones Booksellers Limited

A senior bookseller with 13 years' service was unfairly dismissed after being summarily dismissed during an investigation meeting. The tribunal awarded £11,471.80, including a 12.5% uplift for failing to follow the ACAS Code.

Team manager (8 years' service) v SER Staffing Limited

A team manager with eight years' service was constructively dismissed after his employer removed all managerial duties for over 10 months and then disciplined him for swearing. The tribunal awarded £18,923.

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

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

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.

Consultant Obstetrician and Gynaecologist (9 years' service) v West Hertfordshire Hospitals NHS Trust

An employment tribunal has dismissed all claims by a consultant obstetrician and gynaecologist who argued she was unfairly dismissed for whistleblowing and race discrimination, upholding the NHS trust's decision to dismiss her on capability grounds after a coroner found her account of a baby's death unreliable.

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

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

Former employee v The Bull (Colchester) Ltd

Two former employees of The Bull (Colchester) Ltd were awarded over £5,000 after the pub failed to pay their final wages, holiday pay, and notice pay, and did not provide written employment particulars.

General Assistant (4 months' service) v Durham Indoor Bowling Club Community Association Limited

A general assistant who walked out of his shift twice and claimed he was dismissed for whistleblowing has lost his unfair dismissal claim. The tribunal found the real reason was his conduct, not any protected disclosure.

Shunter (HGV driver, 2 years' service) v Moran Logistics Ltd

A shunter with two years' service was unfairly dismissed after an accident while 'buddying up' — a practice that was custom and practice at the site. The tribunal found procedural flaws and pressure from senior management made the dismissal unreasonable.

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.

Pharmacy Manager (15 years' service) v Bestway Panacea Holdings Limited

A pharmacy manager who resigned after his employer reduced hours based on computer modelling has lost his constructive dismissal claim. The tribunal found no fundamental breach of contract.

Former employee v Aurora Lighting UK Ltd

A tribunal refused an employer's application for a deposit order against a former employee whose unfair dismissal claim was filed one day late, finding he had reasonable prospects of arguing the effective date of termination was after the transfer date.

Former employee v Rob Wyman Homes Limited

A former employee who sought £1,550 in costs after the respondent delayed disclosure by a week has had his application refused. The tribunal found the conduct was not unreasonable.

Maintenance worker (11 years' service) v City Care Partnership Limited

A maintenance worker with 11 years' service resigned after his employer investigated and responded to his grievance. The tribunal found the process was fair and dismissed his constructive unfair dismissal claim.

Research Assistant (12 years' service) v Newcastle University

A research assistant with 12 years' service lost her claim for unfair dismissal, whistleblowing detriment and disability discrimination after the tribunal found her redundancy was genuinely due to loss of funding.

Former employee v Blinds Ltd

A former employee's unfair dismissal claim was struck out because they had worked for less than two years. Their breach of contract claim also failed, but they were entitled to £90.28 holiday pay.

Former employee v Ministry of Justice

A former employee was allowed to amend her claim to add details to a failure to make reasonable adjustments claim, but her attempt to add new claims of direct sex discrimination and harassment was refused by the tribunal.

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.

Client Account Manager (4 years' service) v NSL Limited

A Client Account Manager with 4 years' service was fairly dismissed for redundancy after refusing to attend selection interviews and declining an alternative role. The tribunal upheld the dismissal by a majority, finding the redundancy genuine and the process reasonable.

Sales Administrator (11 years' service) v Launch Tech UK Limited

A Sales Administrator with 11 years' service resigned after a workplace argument and poor communication, but the tribunal found no fundamental breach of contract or discrimination.

Swimming teachers v Achieve Lifestyle Ltd

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

Train driver (5 years' service) v London Underground Limited

A London Underground train driver with five years' service was unfairly dismissed and discriminated against after being sacked for long-term sickness despite occupational health and a specialist both saying he could return with adjustments.

Head of Maintenance (4 years' service) v Roehampton University

A tribunal has dismissed a head of maintenance's constructive unfair dismissal claim against Roehampton University, finding that the employer's handling of workplace incidents did not breach the implied term of trust and confidence.

Driver Installer (4 months' service) v A&J Sectional Buildings Ltd

A driver installer who was dismissed after challenging his pay rate has been allowed to pursue an automatically unfair dismissal claim, despite having less than two years' service.

General Manager (17 years' service) v Bestway Wholesale Limited

A General Manager with 17 years' service was dismissed for gross misconduct after his IT account was used to raise fraudulent credit notes worth £32,000. The tribunal found the dismissal fair and rejected all other claims.

Former employee (22 years' service) v Optim Management Ltd

A former employee with 22 years' service was unfairly dismissed after being given just one week's notice. The employer failed to attend the hearing or provide a reason, resulting in a £25,055 award.

Civil Enforcement Officer (parking warden) (12 years' service) v NSL Limited

A civil enforcement officer with severe dyslexia was unfairly dismissed after GPS data appeared to contradict his patrol records. The tribunal found procedural failings and indirect disability discrimination, awarding £17,126.

Former employee v Blamire Bakery Limited

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

Operational Postal Grade employee (19 years' service) v Royal Mail Group Ltd

An employment tribunal has ruled that Royal Mail fairly dismissed a 19-year employee after magic mushrooms were found with his locker key fob, despite his later retraction of an admission.

Medical Lead (GP) v Practice Plus Group Health and Rehabilitation Services Ltd

A tribunal found that a GP with bipolar disorder and severe neck pain was constructively dismissed and discriminated against after her employer failed to provide a suitable chair and mouse, and treated her negatively in a performance meeting.

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.

Recruitment agency worker (1 year 7 months' service) v Pertemps Recruitment Partnership Ltd

A recruitment agency worker who resigned after a return-to-work meeting could not bring an unfair dismissal claim because he had less than two years' service and presented his claim too late.

Call centre agent (10 months' service) v Salim Algunaidi

A call centre agent with learning difficulties failed to prove that his managers discriminated against him. The tribunal dismissed claims of failure to make reasonable adjustments and harassment.

Former employee v Acton Vale Community Association

A former employee has won her claim for constructive unfair dismissal and breach of contract for notice pay against Acton Vale Community Association. A remedy hearing will determine compensation in January 2024.

Estate agent employee v Staton’s Estate Agents LLP

An estate agent with Crohn's disease was constructively dismissed and discriminated against after her employer sidelined her due to her disability. The tribunal awarded £46,652.74.

Customer Service Manager (6 years' service) v Ladbrokes Betting and Gaming Limited

A Customer Service Manager with 6 years' service was constructively dismissed after being repeatedly overlooked for increased hours while a colleague was given a 30-hour contract. The tribunal found direct disability discrimination and unfair dismissal.

Customer Adviser (22 years' service) v Boots Management Services Ltd

A customer adviser with 22 years' service was unfairly dismissed by Boots after a redundancy exercise that failed to properly explore alternative roles. The tribunal upheld the unfair dismissal claim but dismissed race-related complaints.

Former employee v Beaver-Visitec International Limited

A former employee's harassment and victimisation claims against her employer were deemed in time if there was conduct over a period, but time was extended for a harassment claim against the individual manager.

Store Assistant (20 years' service) v Sainsbury’s Supermarkets Ltd

A Sainsbury's store assistant with 20 years' service was fairly dismissed after refusing to accept a change to her working hours as part of a business reorganisation. The tribunal upheld the employer's decision.

Science Director (7 years' service) v O3Biotech Limited

A science director who was dismissed after a colleague reported smelling cannabis in his company car has lost his unfair dismissal claim. The tribunal found the employer's investigation and decision were reasonable.

Shop assistant (20 years' service) v Mehat Six Bells Limited

A shop assistant who worked for 20 years without pay, then for below the National Minimum Wage, has won her constructive dismissal claim. The tribunal found she was subjected to detriments for asserting her right to be paid.

Machine tool maintenance technician (11 months' service) v Cosworth Ltd

A machine tool maintenance technician with 11 months' service was refused interim relief after being dismissed for unauthorised absence. The tribunal found he did not have a 'pretty good chance' of proving his whistleblowing claim, but allowed the case to proceed to a full hearing.

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.

Civil engineer v 2010 OPTICS LTD (in Creditors Voluntary Liquidation)

A civil engineer who was dismissed without notice and not paid his final wages, holiday pay, or notice pay has been awarded £5,819 by an employment tribunal. The employer had since gone into liquidation.

HR and Recruitment Coordinator (3 years' service) v Oyster Bay Systems Ltd

An HR and Recruitment Coordinator won her constructive unfair dismissal claim after her employer failed to deal with her grievance and sent mixed messages that destroyed trust and confidence. The tribunal awarded £15,195.90.

Former employee v Mazars LLP

A former employee won claims of constructive unfair dismissal and disability discrimination against Mazars LLP after the firm failed to make reasonable adjustments and subjected him to harassment.

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

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

Non-registered vaccinator (supplied by Bank Partners to UCLH) v Anonymous respondent

A tribunal dismissed claims of disability discrimination and harassment by a vaccinator with borderline personality disorder who was sent home from work due to concerns about her emotional stability and medication status.

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

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

Passenger Assistant (3 years 6 months' service) v Elizabeth Abbots T/A Ladybirds Travel

A tribunal found a passenger assistant with sciatica was not disabled at the time of her dismissal, because her symptoms had not lasted 12 months and there was no evidence they would. The disability discrimination claim was dismissed.

Former employee (12 years' service) v Sovereign Housing Association Ltd

A housing association was found to have constructively dismissed a long-serving employee after mishandling his grievance. The tribunal awarded over £11,000 in compensation, including a basic award of £6,096 and a compensatory award of £1,073.

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.

Production Manager (23 years' service) v Northern Joinery Limited

A production manager with 23 years' service was fairly dismissed for gross misconduct after an investigation into missing scrap wood sale proceeds, the tribunal ruled, despite errors in the employer's spreadsheet evidence.

Shift Manager (5.5 years' service) v Lidl Great Britain Ltd

A Lidl shift manager who admitted lone working and asking colleagues to remain in store after clocking out was fairly dismissed, the tribunal ruled.

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.

Sales & Customer Service Supervisor (Felton, 18 years' service) and Sales & Customer Service Assistant (Smith, 7 years' service) v Britannia Driving School Limited

Two employees who claimed constructive dismissal and unfair dismissal against Britannia Driving School Ltd had their claims dismissed after the tribunal found a TUPE transfer had already moved their employment to another company.

Community development worker (4 months' service) v The Complete Care Group Limited

A community development worker with four months' service was dismissed for missing a shift. The tribunal found the reason was absence, not her protected disclosures.

Former employee (6 years' service) v Causeway Heating Services Limited

A former employee with six years' service won £26,374 after resigning when he discovered the grievance appeal handler was a friend of his employer. The tribunal found the employer breached the ACAS Code and made unauthorised deductions.

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.

Night shelf stacker (12 years' service) v Tesco Stores Limited

A Tesco employee with 12 years' service was fairly dismissed for gross misconduct after failing to scan and pay for items on multiple occasions while using the Scan as You Shop service. The tribunal found Tesco's investigation and decision were reasonable.

Senior management team (CEO, Finance Director, Commercial Director, Operations Director, Acting Managing Director) v Futurama Limited (in administration)

Five senior managers were summarily dismissed for gross misconduct without any investigation or appeal. The tribunal found the dismissals unfair and wrongful, and awarded unpaid wages, holiday pay, and notice pay.

Barrister (criminal defence) v Stonewall Equality Limited

A barrister who was investigated by her chambers after tweeting about gender critical beliefs has been awarded £22,000 for direct discrimination and victimisation.

Driver v Conexim Solutions Ltd

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

Teacher of Welsh as a second language (17 years' service) v Vale of Glamorgan Council

A tribunal has upheld the dismissal of a Welsh teacher with 17 years' service after a lengthy capability procedure, finding that the employer made reasonable adjustments and acted fairly.

Driving examiner (14 years' service) v Driving & Vehicle Standards Agency

A driving examiner with 14 years' service was dismissed for taking photos of a colleague's personal data. The tribunal found the dismissal fair and rejected all claims of discrimination and whistleblowing detriment.

NHS employee v Leicestershire Partnership NHS Trust

An NHS employee who tried to amend her claim three years after presenting it, adding new disability discrimination and whistleblowing allegations, has been refused by the tribunal due to the balance of hardship favouring the trust.

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 Duchy Farm Kennels Ltd

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

Former employee v Premier EA and FS Ltd

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

Head of Policy and Participation (3 years' service) v The Royal Society for the Encouragement of Arts, Manufactures and Commerce

A head of policy was automatically unfairly dismissed after giving a newspaper interview criticising her employer's approach to union recognition. The tribunal awarded £6,959 in basic award.

Former employee v Strong Maker Limited

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

Former employee v Auxilium Developments Limited

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

Gas engineer (6 years 9 months' service) v Plus Dane Housing Limited

A gas engineer who resigned while being investigated for working for another employer while off sick has lost his constructive unfair dismissal claim. The tribunal also ordered him to repay £2,837.10 in sick pay.

Former employee v Groeneveld UK Limited

A former employee who resigned and claimed constructive dismissal over part-time worker rights and national minimum wage issues has had all her claims dismissed by an employment tribunal.

Locum Clinical Neuropsychologist (fixed-term contract) v The Disabilities Trust

A locum clinical neuropsychologist's claim for unfair dismissal after sending a 'Letter of Concern' about a former colleague's dismissal has been struck out. The tribunal found the letter was not a qualifying protected disclosure.

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.

Barber's assistant (2 years 6 months' service) v Mr Panayiotis Andreou Chimonides t/a Cutthroat Kings Barbers

A barber's assistant who was dismissed by text message while on sick leave has won £16,840 in compensation for unfair dismissal, unpaid wages, holiday pay and sick pay.

Family Support Worker (14 years' service) v Leeds City Council

A tribunal has upheld the dismissal of a family support worker with 14 years' service who began a personal and later romantic relationship with a service user, finding the council's decision was within the range of reasonable responses.

Dog walker/day care worker (5 years' service) v Look Who’s Walking Limited

A dog walker who worked set hours for five years was found to be an employee, not a self-employed contractor, and awarded over £11,700 for unfair dismissal and age discrimination.

Former employee v Ocado Central Services Ltd

A former employee with a disability succeeded in a reasonable adjustments claim after Ocado failed to implement a phased return to work recommended by occupational health. The tribunal awarded £8,271.35, including £5,000 for injury to feelings.

Kitchen porter/general assistant v Bartlett Mitchell Limited

A tribunal refused to order a claimant's representative to pay wasted costs, despite the claimant withdrawing all claims the day before the final hearing, because the respondent could not prove improper conduct.

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

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

Former employee v Amazon UK Services Limited

A tribunal ruled that a former Amazon employee with tendonitis, polyarthritis and cervicalgia was disabled under the Equality Act, despite the employer's occupational health reports suggesting otherwise.

Production operative (10 months' service) v GI Recruitment Limited

A production operative who reported sexual harassment but was later dismissed for gross misconduct after leaving work early without clocking out has lost her unfair dismissal claim. The tribunal found the employer acted reasonably.

Teaching Assistant (5 years' service) v Lancashire County Council

A teaching assistant with anxiety and depression failed to prove that a council's refusal to let his mother represent him at a disciplinary appeal was a failure to make reasonable adjustments. The tribunal dismissed the claim.

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

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

Business manager (8 years' service) v Bristol Street First Investments Limited

A business manager with 8 years' service resigned after being invited to a second disciplinary hearing for underperformance. The tribunal found no breach of trust and confidence and dismissed his constructive unfair dismissal claim.

Security supervisor (22 years' service) v Bidvest Noonan (UK) Limited

A security supervisor with 22 years' service was fairly dismissed for a fundamental breakdown of trust and confidence after he repeatedly emailed senior management and a client threatened to cancel its contract. The tribunal upheld the employer's decision.

Youth Services Manager (2 years' service) v Queen’s Crescent Community Association

A tribunal has dismissed a youth services manager's claim that she was automatically unfairly dismissed for whistleblowing, finding that her concerns about financial mismanagement were not protected disclosures.

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 First Greater Western Ltd

A tribunal found that a former employee had conducted litigation unreasonably but refused to strike out her claim, allowing it to proceed to a final hearing despite delays and disputes over the list of issues.

Customer Support Officer (15 months' service) v Driver & Vehicle Licensing Agency

A Customer Support Officer with long COVID and diabetes was dismissed after 8 months' absence. The tribunal rejected his disability discrimination claims, finding the DVLA acted reasonably.

Finance Manager (7 years' service) v SSCP Spring Bidco Limited t/a Outcomes First Group Limited

An Employment Tribunal has dismissed all claims of maternity discrimination, harassment, victimisation and unfair dismissal brought by a Finance Manager who was made redundant shortly after returning from maternity leave.

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

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

Technical Services Manager (5 years' service) v Incentive Facilities Management Limited

A Technical Services Manager was fairly dismissed after bypassing an overheat stat on an air handling unit and swearing at a colleague. The tribunal found the employer's investigation and decision were within the range of reasonable responses.

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.

Part-time band 4 endoscopy scheduler (9 years' service) v Medway NHS Foundation Trust

A part-time endoscopy scheduler with 9 years' service lost her constructive unfair dismissal claim after the tribunal found no fundamental breach of contract by Medway NHS Foundation Trust.

Hair stylist (3 months' service) v Hair at Two Ten Limited

A hair stylist who worked for just three months at a salon without a written contract has been found by an employment tribunal to be an employee, not self-employed, paving the way for her discrimination and pay claims.

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

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

Personal Banker (8 years' service) v Santander UK Plc

An employment tribunal has dismissed a personal banker's claims of constructive unfair dismissal and disability discrimination against Santander UK Plc, finding that the final straw she relied on was innocuous and that earlier alleged breaches were not linked to her resignation.

Driver Technician (Tanker Driver) (3 years' service) v Fuels Transport and Logistics Ltd

A tanker driver who resigned after alleging bullying and harassment lost his constructive dismissal claim. The tribunal found the employer's grievance investigations were adequate and there was no breach of trust.

HR Officer (24 years' service) v London Borough of Haringey

A long-serving HR officer who resigned after a nine-month disciplinary investigation has lost her constructive unfair dismissal claim. The tribunal ruled she had affirmed her contract by waiting over seven months to resign.

Paramedic (27 years' service) v London Ambulance Service NHS Trust

A London Ambulance Service paramedic who was dismissed for bullying colleagues after failing a mask fit test has lost her unfair dismissal claim. The tribunal found the employer's investigation was thorough and the decision reasonable.

Head of People Services (4 months' service) v Chief Constable of Merseyside Police

A Head of People Services with only four months' service was dismissed for lack of suitability during her probation. The tribunal found no link between her protected disclosures and the dismissal, rejecting claims of automatic unfair dismissal and detriment.

Former employee v Carter Technical Mouldings Ltd

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

Associate Chief Pharmacist Clinical Lead (Band 8C, 2 years 9 months' service) v The Queen Elizabeth Hospital King’s Lynn NHS Foundation Trust

The tribunal rejected a constructive unfair dismissal claim by an Associate Chief Pharmacist, finding the Trust had not breached the implied term of trust and confidence.

Apprentice beauty therapist (aged 17, less than 3 months' service) v Miss Gemma Boardman trading as House of GB

A 17-year-old apprentice beauty therapist who complained about not receiving rest breaks was dismissed during her trial period. The tribunal found the real reason was a stock incident, not her complaints, so the dismissal was fair.

Pre-school practitioner v St Mark’s Pre-School

A pre-school practitioner who claimed she was dismissed for whistleblowing lost her case after the tribunal found her disclosures did not tend to show health or safety endangerment.

Project manager (21 years' service) v Greenhey Industrial and Marine Engineering Limited

A project manager with 21 years' service was fairly dismissed after a listening device was found in his boss's office, with wires leading to his desk. The Liverpool tribunal rejected his unfair dismissal claim.

CSS General (20 years' service) v Yodel Delivery Network Limited

A tribunal dismissed unfair dismissal and wage claims from a CSS General with 20 years' service because he waited over five months to contact ACAS, even though he continued to receive salary after dismissal.

Contracts and Procurement Lawyer (agency worker) v London Borough of Waltham Forest

An agency Contracts and Procurement Lawyer lost her race discrimination, harassment and victimisation claims against the London Borough of Waltham Forest. The tribunal also ordered her to pay costs for pursuing claims with no reasonable prospect of success.

Faculty Manager (23 years' service) v Canterbury Christ Church University

A tribunal found that Canterbury Christ Church University unfairly dismissed a faculty manager and discriminated against her because of her disability when it decided she was not appointable to a new role due to her ill health. She was awarded £32,684.

Process Controller / Vessel Controller (25 years' service) v The Felixstowe Dock and Railway Company

A process controller with 25 years' service had his harassment claim struck out as too old, and his unfair dismissal and disability discrimination claims dismissed after a full hearing. The tribunal found the dismissal was fair and any discrimination was justified.

Assistant Officer (HMRC) v Commissioners for HM Revenue & Customs

An HMRC assistant officer's claim that her flexible working application was unreasonably refused has been dismissed by the Newcastle Employment Tribunal. The tribunal found the employer properly considered the request and rejected it on the permitted ground of detrimental impact on quality.

SHEQ Advisor (probationary employee) v SMS Connections Ltd

An employment tribunal refused interim relief to a probationary SHEQ Advisor who claimed she was automatically unfairly dismissed for raising fire safety concerns. The tribunal found she did not have a pretty good chance of proving the email was the principal reason for her dismissal.

Maths teacher (3 years' service) v Summit Learning Trust

A maths teacher with three years' service was fairly dismissed for gross misconduct after sharing his personal mobile number and a test paper with a student, and sending over 50 emails to students outside school hours. The Employment Tribunal upheld the dismissal.

Cook (22 years' service) v KZ Catering Ltd

A cook who claimed unauthorised deductions from his wages after being paid only statutory sick pay had his claim dismissed. The tribunal found the employer had discretion over contractual sick pay and had exercised it lawfully.

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.

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.

Pastry chef (zero-hours contract) v Damask Catering Limited

A pastry chef on a zero-hours contract claimed she was verbally dismissed during a 10-minute meeting, but the tribunal found no dismissal took place and struck out her claims.

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.

Front-of-house staff (16-year-old student, less than 5 months' service) v Smart NYD Ltd t/a New York Diner

A 16-year-old front-of-house worker was dismissed three days after her mother confronted the manager about sexual harassment by a chef. The Manchester tribunal awarded £13,886 for victimisation.

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.

Insurance Account Handler (16 years' service) v Eden Insurance Services Limited

An insurance account handler with 16 years' service succeeded in her equal pay and constructive unfair dismissal claims after her employer failed to address a pay gap with a less experienced male colleague doing like work.

Gymnastics coach (3 years' service) v Daniel May

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

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

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

Restoration technician (5 years' service) v Restoration Force Limited

A restoration technician who left work early and then behaved aggressively during an investigation meeting was fairly dismissed for gross misconduct, the tribunal has ruled.

Former employee v CH Hydraulics Limited t/a Pirtek Ellesmereport

A former employee who resigned after losing a bonus was awarded £18,731 for constructive unfair dismissal. The tribunal found the employer's conduct amounted to a fundamental breach of contract.

HGV driver (Tramper) v RT Keedwell Group Ltd

An HGV driver with COPD who resigned after his employer refused to furlough him in November 2020 has lost his unfair dismissal and disability discrimination claims. The tribunal found the employer correctly interpreted the Coronavirus Job Retention Scheme rules.

Office administrator v Manceps Limited

An office administrator dismissed during her probation period failed to convince a tribunal that her refusal to sign a loan document was a protected disclosure. The interim relief application was refused.

Commissioning Director (24 years' service) v Bradbury House Limited

A tribunal ruled that a commissioning director with 24 years' service remained an employee even after switching to a consultancy agreement via his own limited company.

Former employee v International Procurement and Logistics Ltd

A former employee who brought claims of unfair dismissal, disability discrimination and holiday pay arrears has been ordered to pay £4,490 in costs after failing to attend hearings and ignoring a Calderbank offer.

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

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

LSE Fellow (teaching role, 3 years' service) v The London School of Economics and Political Science

An LSE Fellow who alleged sexual harassment by a student and then never returned to work has lost his unfair dismissal, disability discrimination and victimisation claims. The tribunal found his allegations were dishonest and made in bad faith, and ordered him to pay the LSE's costs on an indemnity basis.

Subject Leader English as an Additional Language (21 years' service) v St Augustine’s Federated Schools: CE High Schools

A Subject Leader with 21 years' service was fairly dismissed when her school restructured its EAL department. The tribunal found the consultation and consideration of alternative roles were reasonable.

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.

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

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

Deputy Manager (3 years' service) v Really Flexible Care Ltd

A deputy manager with three years' service was unfairly dismissed after her employer relied solely on a council safeguarding report without conducting its own investigation or disciplinary hearing. The Watford tribunal awarded £26,926.

Deputy Chairman, Group Finance Director and Group HR Director (21 years' service) v Dextra Group PLC

A senior executive who resigned after a difficult board meeting failed to prove constructive unfair dismissal. The tribunal found no breach of trust and confidence despite 11 alleged incidents.

Former employees v Disclosure and Barring Service

A tribunal struck out all claims brought by four former employees of the Disclosure and Barring Service, finding their conduct of the litigation was so unreasonable that a fair hearing was no longer possible.

Boatman (16 years' service) v Trevor Symes

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

Minibus driver (17 and 26 years' service respectively) v Hallmark Connections Limited and First Choice Mini-Bus Service Limited

Two long-serving minibus drivers were found to have been automatically unfairly dismissed when a school transport contract was awarded to a new provider who refused to take them on. The tribunal awarded a total of £47,584.72.

Former employee (15 years' service) v Crystal Clear Designs and Signs Ltd

A former employee with 15 years' service was constructively dismissed after a campaign of race harassment. The tribunal awarded over £34,000 including £21,000 for injury to feelings.

Firefighter (18 years' service) v Royal Berkshire Fire Authority (also known as Royal Berkshire Fire and Rescue Service)

An employment tribunal has ruled that Royal Berkshire Fire Authority fairly dismissed a firefighter who pleaded guilty to 12 firearms offences, rejecting claims of race and disability discrimination.

Wedding events manager (Mrs Brake) and Facilities and land manager (Mr Brake) v Axnoller Events Ltd (1), The Cheddington Court Estate Ltd (2), Dr Geoffrey Guy (3), Mr Russell Bowyer (4)

A married couple who worked as wedding events and facilities managers were fairly dismissed after a heated meeting where the husband shouted at the company owner. The tribunal rejected claims of unfair dismissal, disability discrimination, and whistleblowing detriment.

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

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

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

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

Security guard v Seal Security UK Ltd

A security guard who was dismissed after being found asleep during his shift at Bloomberg LLP has lost his claims for unfair dismissal and discrimination. The tribunal found the employer acted reasonably and the discrimination claims had no merit.

HGV driver (11 years' service) v Lomas Distribution Limited

An HGV driver with 11 years' service resigned after a heated exchange about a recurring vehicle fault. The tribunal ruled he was not dismissed, rejecting his unfair dismissal claim.

Former employee v Royal Mail Group Ltd

A former Royal Mail employee's unfair dismissal claim was dismissed after he and his union representative failed to attend the first hearing. The judgment was later revoked due to the rep's family bereavement, but the claim was ultimately rejected on its merits.

Former postal worker (OPG, 8 years' service) v Royal Mail Group Ltd

A former Royal Mail employee who was dismissed for gross misconduct claimed his application for a seasonal role was rejected because of his earlier discrimination complaints. The tribunal disagreed, finding the rejection was automatic and unrelated to any protected act.

Former employee v Walkdens Newsagents Limited

A former employee of Walkdens Newsagents Limited has been awarded £25,931 after the tribunal found they were unfairly and wrongfully dismissed, and that the employer made unauthorised deductions from wages and failed to pay holiday pay.

Former employee v Norse Commercial Limited

A former employee's unfair dismissal claim was dismissed after a full merits hearing, but a preliminary hearing over a mistaken dismissal date nearly cost him £850 in wasted costs.

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

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

Former employee v The Blurt Foundation CIC (in creditors’ voluntary liquidation)

A former employee won automatic unfair dismissal and pregnancy/maternity discrimination claims after The Blurt Foundation failed to respond. The tribunal awarded £15,093.21, including an uplift for breaching the Acas Code.

Team Leader (16+ years' service) v ISS Facilities Services Ltd

A team leader with 16+ years' service was dismissed for gross misconduct after three colleagues saw an indecent video of child abuse on her phone. The employment tribunal upheld the dismissal as fair.

Nursing Assistant (18 years' service) v University College London Hospitals NHS Foundation Trust

A tribunal struck out an unfair dismissal claim by a nursing assistant with 18 years' service after she failed to comply with orders, including providing a witness statement. No compensation was awarded.

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.

Former employee v Baber Khan

A former employee won over £29,000 for constructive unfair dismissal and wrongful dismissal, but her claims of detriment and automatic unfair dismissal for protected disclosure were dismissed.

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

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

Project Manager (3 years' service) v Equans Fabricom UK Limited

A project manager who resigned after his employer changed working practices to recover overpaid offshore allowance has lost his constructive unfair dismissal claim. The tribunal also ordered him to repay £10,056.85.

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.

Former employee v GI Group Recruitment Ltd and BMW (UK) Manufacturing Ltd

A former agency worker's claims of disability discrimination against GI Group Recruitment Ltd and BMW (UK) Manufacturing Ltd were dismissed after the tribunal found he was not an employee and his complaints were not well founded.

Delivery driver (8 years' service) v Totalserve (Wholesale) Ltd

A delivery driver who claimed unfair dismissal after driving through flood water has been ordered to pay £8,779.50 in costs. The tribunal found he acted unreasonably by continuing his claim after receiving a Fire Service report that contradicted his key argument.

EMEA Regulatory Exam Management and Oversight – Senior Analyst (7 years' service) v Citibank N.A.

A senior analyst with 7 years' service was fairly dismissed after submitting an expense claim that included his partner's meals and then denying it during investigation. The tribunal upheld Citibank's decision.

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

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

Former employee (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.

Customer Service Assistant (13 years' service) v London Underground Ltd

A tribunal has upheld the dismissal of a London Underground customer service assistant with 13 years' service, finding that the employer acted reasonably despite not carrying out a recommended risk assessment before termination.

Motor mechanic (3 years' service) v JDH Motor Repairs Limited

A motor mechanic with three years' service was unfairly dismissed after being told 'I think it's time you went' and 'There's no time like the present'. The tribunal found the employer's Facebook advert for a replacement on the same day confirmed the dismissal.

Community Staff Nurse (10 years' service) v Guy’s and St Thomas’ NHS Foundation Trust

A community staff nurse who resigned after her NHS trust failed to contact her about redeployment during long-term sickness has won her constructive unfair dismissal claim. The tribunal awarded £41,935.

Digital Delivery Manager v Institute of Physics

A Digital Delivery Manager with multiple sclerosis was fairly dismissed for redundancy, the tribunal ruled, finding a genuine redundancy situation and fair process despite disability discrimination claims.

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.

Family law solicitor (self-employed consultant, 11 years' service) v Sinclairslaw Ltd

A family law solicitor who claimed Sinclairslaw Ltd failed to respond to her email because of her age or sex has lost her discrimination claim. The tribunal found the non-response was an innocent oversight.

Former dog trainer (Head Trainer/Puppy Manager, later Assistance Dog Trainer) v Hypo Hounds

A tribunal found that a dog trainer was unfairly dismissed after his employer withdrew a zero-hour contract offer when he joined a trade union, but the decision to dismiss was made before he joined.

Store Manager (7 years' service) v Smyths Toys UK Limited

A store manager who resigned after claiming her employer refused annual leave and a five-day week to rest a foot injury has lost her constructive unfair dismissal claim.

Former employee v Freespee Limited

The tribunal dismissed a former employee's application for specific disclosure of documents, ruling that a foreign qualified in-house lawyer had capacity to give legal advice and that the dominant purpose of the communications was legal advice.

Head Butler & Valet (6 years' service) v Shenton Properties Ltd

A head butler with six years' service lost his unfair dismissal and disability discrimination claims after a tribunal found his redundancy was genuine and fairly handled.

Business consultant (8 months' service) v Eunisure Limited (in voluntary liquidation)

A business consultant who was refused homeworking after training has won £5,130 for unpaid commission, holiday pay and notice pay, but her claim of associative disability discrimination was dismissed.

Office Manager (3 years' service) v Bartco Ltd

A Reading tribunal found that Bartco Ltd unfairly dismissed its office manager after a flawed investigation and pre-determined decision, awarding £11,932.17.

Former employee (makeup specialist) v Makeup Specialists Limited

A makeup specialist was automatically unfairly dismissed because of her pregnancy. The tribunal awarded over £40,000 including an ACAS code uplift and injury to feelings.

Property Maintenance Manager (2 years' service) v Melin Homes Ltd

A property maintenance manager who was dismissed after less than two years' service following bullying complaints has lost his claims of unfair dismissal, age discrimination and trade union detriment. The tribunal found the dismissal was fair and not motivated by age.

Former employee (Lead Country Accountant, 4 years' service) v Venator Materials UK Ltd

A former employee's claims for unfair dismissal, race discrimination and whistleblowing detriment have been struck out after he repeatedly failed to comply with tribunal orders and did not attend hearings.

Access Resources Integrated Services Support Officer v London Borough of Enfield

A tribunal struck out a former support officer's unfair dismissal claim against London Borough of Enfield after he failed to confirm whether he wished to pursue it and did not attend hearings.

Former employee v HFD Limited

A former employee who submitted an unfair dismissal claim and then cut all contact has had his case struck out and been ordered to pay £723.80 in costs.

Installation engineer (5 years' service) v ABS Installations Limited

An installation engineer who used his employer's credit card to fuel his personal car on three occasions was fairly dismissed for gross misconduct, the tribunal has ruled.

Social worker (12 years' service) v Rotherham Metropolitan Borough Council

A social worker with 12 years' service had her unfair dismissal and disability discrimination claims dismissed after she failed to comply with a deposit order and an unless order. Her application to set aside the dismissal was refused.

Warehouse operative (12 years' service) v Regional logistics company

Employer dismissed a long-serving warehouse worker after eight months of sickness absence without obtaining an up-to-date medical report. The tribunal found the dismissal unfair.

Former employee v Wales England Care Ltd

A former employee's pregnancy-related unfair dismissal claim against Wales England Care Ltd was allowed to proceed after the tribunal identified the correct employer, dismissing claims against a dissolved company and a liquidated one.

Commercial Service Manager (22 years' service) v Denbighshire County Council

A 22-year council employee who set up a private company without telling his employer was fairly dismissed for gross misconduct, the tribunal ruled.

Former employee v APT Health and Safety Training Solutions Ltd

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

Sales Assistant (5 years' service) v H & M Hennes & Mauritz UK Limited

A sales assistant who relocated from Milton Keynes to Bournemouth was fairly dismissed after H&M tried but failed to find her a suitable transfer. The tribunal rejected her unfair dismissal claim.

Former employee v Jet2.com Limited

A former employee's unfair dismissal claim against Jet2.com was struck out after he failed to comply with case management orders, and his application to set aside the Unless Order was dismissed.

Former employee v Hydegate Pet Resort Ltd

A former employee was unfairly dismissed after the employer failed to follow a fair procedure. The tribunal awarded a 20% uplift for breaching the ACAS Code and confirmed one month's notice pay.

Former employee v Vibrant Energy Matters Ltd

A former employee has won her harassment and victimisation claims after her employer forwarded her emails alleging sex discrimination to the person she complained about, who then called her. She was later dismissed.

IT Business Partner (10 years' service) v Transport for London

An IT Business Partner with 10 years' service was unfairly dismissed by Transport for London after the tribunal found the real reason was poor performance, not a breakdown in relationships. Compensation will be reduced by 35% due to her own conduct.

Sales Progressor (2 years 7 months' service) v Paradigm Housing Group Limited

A tribunal has rejected claims of unfair dismissal, pregnancy discrimination and sex discrimination brought by a Sales Progressor who was dismissed after a performance improvement plan that began shortly after her miscarriage.

Personal Assistant (6 months' service) v Club19 Limited

A tribunal rejected a wrongful dismissal claim from a PA with six months' service who was summarily dismissed after blocking her manager on WhatsApp and returning the business phone unattended. No compensation was awarded.

Support Worker (3 years 6 months' service) v Just One Health & Social Care Ltd

A support worker who raised her voice at a vulnerable adult was unfairly dismissed after her employer relied on undisclosed witness statements. The tribunal awarded £12,108, reduced by a third for her own conduct.

Former employee v Together Stronger (South Wales) Ltd.

A former employee with less than two years' service won over £11,000 after being constructively dismissed and discriminated against due to his disability. The tribunal found the employer made unauthorised deductions and failed to provide a written statement of employment particulars.

Beer delivery van driver (9 months' service) v Forest Road Brewing Company Limited

A beer delivery driver with only nine months' service was automatically unfairly dismissed after repeatedly raising health and safety concerns about overloaded vans. The tribunal awarded £9,436.63 in compensation.

Former employee v London Borough of Lambeth Council

Two former employees had their unfair dismissal claims automatically struck out after failing to comply with an Unless Order. The tribunal refused reconsideration, and the claims were ultimately dismissed.

Coach driver (3 years' service) v Seaward Travel Ltd

A coach driver who repeatedly raised concerns about diesel fumes in his minibus and resigned after a poorly handled disciplinary meeting has won his claim for constructive unfair dismissal.

Technician (6 years' service) v Crossroads Group Limited

An employment tribunal has ruled that a technician with an inguinal hernia, prolapsed disc and nerve damage was disabled under the Equality Act from June 2022. The decision clears the way for his claims of disability discrimination and failure to make reasonable adjustments.

Customer Service Adviser (2 years' service) v Lloyds Bank plc

A customer service adviser with 2 years' service was constructively unfairly dismissed after Lloyds Bank failed to carry out a pregnancy risk assessment or provide a supportive chair, and mishandled her grievance. The tribunal upheld her pregnancy discrimination and unfair dismissal claims.

Data Protection Officer (9 months' service) v The Veterinary Defence Society Limited

A Data Protection Officer who alleged he was dismissed for making protected disclosures saw his claim struck out after failing to comply with tribunal orders. His interim relief application was dismissed for not meeting the high threshold of a 'pretty good chance' of success.

Customer Service Adviser (4 years' service) v BSH Home Appliances Limited

A customer service adviser with functional neurological disorder lost his unfair dismissal and disability discrimination claims. The tribunal found the employer's process was fair and the dismissal justified.

Client care associate (6 years' service) v Shred-it Ltd

A client care associate with six years' service was dismissed for aggressive behaviour and unauthorised absences while on a final written warning. The tribunal upheld the dismissal, finding the employer acted reasonably.

Business Development Manager (3 years' service) v Siemens Healthcare Ltd

A Business Development Manager who resigned claiming constructive dismissal due to race discrimination lost his case. The tribunal found Siemens Healthcare Ltd had genuine, evidence-based performance concerns and had not breached the implied term of trust and confidence.

HGV driver (3 years' service) v Sepco International Limited

An HGV driver who refused a route in anger and left work was unfairly dismissed when his employer treated it as resignation without a disciplinary hearing. The tribunal found the dismissal procedurally unfair, but will apply significant reductions for his conduct.

Bus driver (7 weeks' service) v Abellio London Limited

A bus driver with only 7 weeks' service was dismissed for gross misconduct after using his mobile phone while driving. The tribunal struck out his unfair dismissal and race discrimination claims.

Smart Meter Installer (11 months' service) v Morrison Data Services Limited

A smart meter installer with chronic migraines was dismissed after three months' absence. The tribunal found he was disabled but that the employer acted reasonably and did not discriminate.

Area manager (8 years' service) v H B Pizza Ltd (In Creditors Voluntary Liquidation)

An area manager with 8 years' service resigned by email after his grievance was rejected. The tribunal found he was not constructively dismissed because the employer's conduct did not amount to a fundamental breach of trust and confidence.

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

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

Health Visitor (39 years' service) v Cwm Taf Morgannwg University Local Health Board

A health visitor who resigned after delays in occupational health referrals, expenses, and grievance handling has lost her constructive unfair dismissal claim. The tribunal found the employer's failings did not amount to a fundamental breach of contract.

Food Technology Technician (12 years' service) v South West Essex Community Education Trust Limited

A Food Technology Technician with 12 years' service was fairly dismissed for capability after a long-term sickness absence, the tribunal ruled, finding the employer had properly considered redeployment and made reasonable adjustments.