Claimant won

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

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

Café worker (6 months' service) v Samantha Dalton

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

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.

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.

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.

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.

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.

EFL Teacher (18 years' service) v Golders Green College & School of English Ltd

An EFL teacher with 18 years' service was constructively dismissed after her employer unilaterally imposed a zero-hours contract and refused union representation. The tribunal awarded £39,208.47.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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 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.

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.

Chef (3 years' service) v Farmhouse Kitchen Huntleys Limited

A chef was automatically unfairly dismissed when her employer fired her by message after she requested time off for pregnancy-related bleeding. The tribunal awarded £18,479 for unfair dismissal, discrimination, and unauthorised deductions.

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.

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 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.

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.

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.

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.

Dental lab manager (9 years' service) v The Town Hall Group Ltd

A dental lab manager with nine years' service was constructively unfairly dismissed after his employer cut his hours from 43 to 18 per week without any consultation. The tribunal found the employer's conduct amounted to a repudiatory breach of contract.

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

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

Former employee v The Energy Comparison Service Limited (in creditors voluntary liquidation)

A former employee was awarded over £37,000 after colleagues repeatedly called him 'old man' and 'grandpa', and the company made unauthorised deductions from his wages and failed to pay holiday pay.

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.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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 (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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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

Former employee (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.

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.

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.

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.

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.

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.

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

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

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

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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 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.

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.

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.

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.

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 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.

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.

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.

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.

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.

Solicitor (5 years' service) v Bishop Lloyd & Jackson Solicitors Limited

A housing solicitor was unfairly dismissed when her employer failed to properly consider a possible secondment at a sister firm. The tribunal found a 85% chance that consultation would have led to an alternative role.

Drayman (beer delivery driver) (9 months' service) v Forest Road Brewing Co Ltd

A beer delivery driver who repeatedly wrote 'overweight' on his delivery manifests was unfairly dismissed for raising health and safety concerns. The tribunal awarded £6,297 in compensation.

Former employee v Italia2U Limited

A former employee of Italia2U Limited won over £11,700 after the company failed to respond to their tribunal claim, resulting in a default judgment and a remedy hearing.

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

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

Field services engineer (17 years' service) v Elopak UK Limited

A field services engineer with 17 years' service was constructively dismissed after his employer failed to fully reimburse his fuel costs and mishandled his grievance. The tribunal found a breach of trust and confidence.

Former employee (less than 1 year service) v Churston Court Inn Ltd

A tribunal has awarded nearly £30,000 to a pregnant employee who was dismissed by text message after complaining about derogatory comments and a failure to provide support with lifting.

Former employees (affected by TUPE transfer) v B&W Machinery Ltd (In Creditors Voluntary Liquidation)

Four former employees of B&W Machinery Ltd were awarded over £22,000 after the company failed to inform or consult them about a TUPE transfer before entering liquidation.

Shop Assistant (9 years' service) v Tarsaim and Mandeep Sandhu t/a Station Stores

A shop assistant with nine years' service was unfairly dismissed after using the Post Office till for a personal transaction. The tribunal found the investigation was insufficient and the dismissal procedurally unfair.

Territory sales executive (16 years' service) v ATN Marketing Limited

A territory sales executive with 16 years' service was unfairly dismissed for poor performance without any prior warnings or fair procedure. The tribunal awarded £33,819 in compensation, including a 25% uplift for failing to follow the ACAS Code.

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

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

Former employee (design and printing company) v SP Group Ltd (In Administration) and Secretary of State for Business, Energy and Industrial Strategy

A tribunal has awarded 221 former employees of SP Group Ltd a protective award of 90 days' pay after the company made them redundant without any collective consultation when it went into administration.

Former employee v Woods Catering Staffordshire Ltd (in liquidation)

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

Former employee (15 weeks' service) v Rands Farm Equestrian Centre Ltd

A former employee of Rands Farm Equestrian Centre Ltd has been awarded £7,234.51 after the tribunal upheld claims for unpaid wages, holiday pay, and failure to provide pay slips or written employment particulars.

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

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

Former employee v Tricrest Homes Limited

A former employee of Tricrest Homes Limited has been awarded over £7,000 after being paid less than female colleagues for the same work, leading to his constructive unfair dismissal.

Former employee v Heavenly Body Ltd

A former employee has been awarded £10,282 after her employer, Heavenly Body Ltd, failed to attend hearings or respond to claims of unfair dismissal and pregnancy discrimination.

Band 5 Staff Nurse (6 years' service) v Cardiff and Vale University Local Health Board

A Band 5 Staff Nurse was constructively dismissed after making protected disclosures about patient safety and an alleged assault. The tribunal found the Health Board subjected her to detriments including suspension and a flawed disciplinary process.

Former employee v Mrs Victoria Henderson t/a The Spirit Group

A former employee with psoriasis, psoriatic arthritis and type 2 diabetes was dismissed because of her pregnancy and disability. The tribunal awarded £24,626.93.

Former employee v Shaws (Cardiff) Limited (in liquidation)

A former employee of Shaws (Cardiff) Limited won a protective award of £4,142.60 after the company failed to consult about redundancies before going into liquidation.

Former employee v London Underground Ltd

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

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

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

Former employee v Skins Laser Clinic Ltd

A former employee of Skins Laser Clinic Ltd was awarded over £21,000 after the tribunal found she was not paid for 142 hours of work and suffered race discrimination. The award was increased by 25% because the employer failed to address her grievance.

Project Manager (charity sector, 1 year 5 months' service) v Blackpool Community Homeless Project

A project manager who made six protected disclosures about financial irregularities and safety failings at a homeless charity was automatically unfairly dismissed. The tribunal awarded £5,000 compensation.

Print manager (12 years' service) v JEM Packaging Ltd

A print manager with 12 years' service was unfairly dismissed after refusing two minor clauses in a new contract. The tribunal found the employer acted unreasonably by treating fire-and-rehire as a first resort. Compensation: £17,749.

Security guard (28 months' service) v Bardwood Support Services Ltd

A security guard who was removed from his assignment and not given any disciplinary process has been found to be an employee and unfairly dismissed. The tribunal also ordered the employer to pay outstanding holiday pay for the full 28 months of service.

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

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

Sign erector (7 months' service) v First Signs Ltd

A sign erector with only 7 months' service was automatically unfairly dismissed after raising road safety concerns about unroadworthy vehicles. The tribunal awarded £9,858.56.

Former employee v G and H

A former employee won a constructive dismissal and sexual harassment claim after their employer failed to respond to the tribunal claim. They were awarded £8,091.66 in compensation.

Former employees v Richmann Walsh Engineering Limited (In Administration)

An employment tribunal has awarded 90 days' pay to former employees of Richmann Walsh Engineering Limited after the company entered administration without carrying out collective redundancy consultation.

Former employee (12 weeks' service) v James Andrew Prams & Nurseries Ltd

A former employee was awarded over £10,700 after James Andrew Prams & Nurseries Ltd failed to pay redundancy, wages, notice pay and holiday pay following a redundancy dismissal.

Production manager (14 years' service) v Great British Confectionary Group Limited

A production manager with 14 years' service was unfairly dismissed when his employer closed a factory, laid him off indefinitely, and deliberately kept the redundancy count below 20 to avoid collective consultation. The tribunal awarded over £15,000 plus a protective award of £9,000.

Field engineers v Kalamazoo IT Limited

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

Former employees v Carl's Kitchen Limited

An employment tribunal has upheld claims from four former employees of Carl's Kitchen Limited for unpaid redundancy, unauthorised wage deductions, and missing pension contributions. The company failed to attend the hearing.

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

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

Farm worker (40 years' service) v G.E. Spence and Sons (a partnership)

A farm worker with 40 years' service was sent a P45 in the post while off sick with cauda equina syndrome. The tribunal found he was unfairly dismissed, discriminated against because of his disability, and awarded over £26,800.

Care worker (4 years' service) v R2

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

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

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

Yard Controller (30 years' service) v Abellio East Anglia Limited T/A Greater Anglia

A yard controller with 30 years' service was unfairly dismissed after a 16-second delay in stopping a train due to a radio failure. The tribunal found the employer's investigation was inadequate and the procedure fell outside the range of reasonable responses.

Welder (20 years' service) v Silo Services Limited

A welder who resigned after his employer failed to make reasonable adjustments for his heart condition has won his unfair dismissal and disability discrimination claims. The tribunal awarded £42,334 but reduced compensation because he turned down a job offer the day after leaving.

Cleaner (2 years' service) v M & I t/a Jetmaid Cleaning Services Ltd

A cleaner with two years' service was dismissed by text message after calling in sick. The tribunal found the dismissal unfair and awarded £8,192.72.

Conveyancing solicitor v A A Holmes Limited

A conveyancing solicitor who resigned after her employer threatened a 25% pay cut without agreement has won £11,657 in notice pay. The tribunal found the employer's unilateral salary reduction was a fundamental breach of contract.

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

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

Former employee v Real Life Oldham Limited

A tribunal found that a former employee was unfairly dismissed because of her pregnancy, and awarded over £23,800 including £12,000 for injury to feelings.

Window fitter (6 years' service) v Amazing Glazing (Widnes) Limited

A window fitter with six years' service was dismissed by text message claiming the company was going into receivership, but the tribunal found the business continued trading. He was awarded £9,357 for unfair dismissal, notice pay, holiday pay, and an unauthorised deduction.

Deputy Manager (4 years' service) v Mr K M Bowen

A deputy manager who was pushed by her employer during a dispute, then offered a deal to return only to have it reneged on, has won her constructive unfair dismissal claim. The tribunal awarded £25,391.35.

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

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

Care worker (2 years' service) v Enlightenment Care Services

A care worker who was dismissed after making a protected disclosure has won her automatic unfair dismissal claim after her employer failed to respond to the tribunal claim on time. She was awarded £15,722.

Ramp Allocator (23 years' service) v Menzies Aviation (UK) Limited

A ramp allocator with 23 years' service was unfairly dismissed after Menzies Aviation used subjective interview-based selection criteria for redundancy. The tribunal awarded £31,373.68 in compensation.

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

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

Trainee route setter (2 years' service) v Ascendant Leisure Properties Limited

A trainee route setter who emailed about changing her role was unfairly dismissed when her employer treated it as a resignation. The tribunal awarded £5,597, including an 18% uplift for failing to follow the ACAS Code.

Finance director and co-owner v Franklin Funeral Directors

A finance director with complex PTSD has been found disabled under the Equality Act after a tribunal accepted her evidence of substantial and long-term effects on day-to-day activities.

Venue manager (8 years' service) v Sin Bar Ltd

A venue manager with 8 years' service was constructively unfairly dismissed after her employer shouted at her, refused sick pay, and removed her from the bar's Facebook page. The tribunal awarded £8,137.55.

Former employee v Lloyds Bank Plc

A former employee of Lloyds Bank who omitted her full postal address from an online ET1 form had her unfair dismissal claim accepted out of time after the tribunal ruled it was not reasonably practicable to present it correctly.

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

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

Childcare nursery assistant (3 months' service) v Ms Tika Mesha Williams

A nursery assistant with just 3 months' service was automatically unfairly dismissed after she raised concerns about being paid below the national minimum wage and not receiving rest breaks. The tribunal awarded £5,433.98.

Early years practitioner (8 years' service) v Hertsmonceux Pre-School Limited

An early years practitioner with 8 years' service was automatically unfairly dismissed after raising concerns about underpayment of SSP and holiday pay. The tribunal found the real reason for her dismissal was her assertion of statutory rights.

Regional Sales Manager (3 years' service) v Central Extrusions Limited

A Regional Sales Manager with three years' service was unfairly dismissed after using the word 'spastic' in a conversation about historical language. The tribunal awarded £7,710.31 for procedural failures including a pre-signed dismissal letter.

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

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

Purge and relight engineer (5 years' service) v Network Plus Services Limited

A purge and relight engineer with five years' service was unfairly dismissed after a dispute over whether he was told to return to a work site. The tribunal found the employer failed to consider the possibility of miscommunication and did not interview a key witness.

Former employee v RSPCA Clywd & Colwyn

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

Care coordinator (12 years' service) v Rotherham, Doncaster and South Humber NHS Foundation Trust

An employment tribunal ruled that a care coordinator with 12 years' service was disabled by anxiety and depression from August 2021, paving the way for her discrimination claims against Rotherham, Doncaster and South Humber NHS Foundation Trust.

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

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

Office Manager (3 years 7 months' service) v Main Group Services Ltd

An office manager with 3 years 7 months' service was unfairly dismissed after calling her managers 'dickheads' in jest during a heated meeting. The tribunal found the employer's subsequent disciplinary process was contrived and awarded £15,042.81.

Former employee v Skins Laser Clinic Ltd

A former employee of Skins Laser Clinic Ltd won nearly £19,000 in compensation after the company failed to respond to her tribunal claim, leading to a default judgment for unfair dismissal and race discrimination.

Former employee v Intimates Lingerie LLP

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

Accounts Manager (15 years' service) v Northern Belle Limited

An accounts manager with 15 years' service was unfairly dismissed when her employer failed to offer her a part-time role that became available during her notice period. The tribunal awarded £250 for loss of statutory rights.

Former employee v Riddwood Consulting Engineers Ltd (in voluntary liquidation)

A former employee who made a protected disclosure was unfairly dismissed and suffered detriment. The tribunal awarded over £6,300, including £5,000 for injury to feelings.

Retail Store Manager (16 years' service) v EE Limited

A retail store manager with 16 years' service was unfairly dismissed for gross misconduct after the employer failed to obtain medical advice about her depression and anxiety. The tribunal found the dismissal unfair and wrongful, with compensation reduced by 20% for Polkey and 50% for contributory conduct.

Former employees v TAL Precision Engineering Ltd

TAL Precision Engineering Ltd failed to pay wages for three months, leading to successful claims for unpaid wages, redundancy pay, and constructive unfair dismissal. The tribunal also applied a 25% ACAS uplift for failing to follow statutory procedures.

Online Editor (6 years' service) v Al Quds Al-Arabi Publishing & Advertising

An online editor who was paid a monthly retainer and subject to editorial control has been found to be an employee and unfairly dismissed. The tribunal awarded £32,020.80 in compensation.

Bus driver (6 years' service) v Abellio London Limited

A bus driver with six years' service was unfairly dismissed while on long-term sick leave for mental ill health. The tribunal awarded £19,580.63 in compensation, including underpaid notice and holiday pay.

Former employee v Local Plumbers We Care Limited

A former employee was automatically unfairly dismissed after raising health and safety concerns. The tribunal awarded £7,947 including a 25% ACAS uplift after the employer failed to attend the hearing.

Payroll clerk/Bookkeeper (10 years' service) v Philips Accountants (Southgate) Ltd

A payroll clerk with a decade of service was dismissed on the same day an incident occurred, without any investigation or prior warnings. The tribunal awarded £10,384.50 for unfair and wrongful dismissal.

Senior mental health practitioner (26 years' service) v Greater Manchester Mental Health NHS Foundation Trust

A senior mental health practitioner with 26 years' service was constructively dismissed after the trust took nine months to investigate a minor disciplinary matter and failed to handle his grievance promptly. The tribunal found a repudiatory breach of trust and confidence.

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

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

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

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

Car Body Repairer (4 years 5 months' service) v Car Perfection Carcare Ltd

A car body repairer who reported his employer's broken toilet to the council was told he was sacked. The tribunal awarded him £32,738 for automatic unfair dismissal.

Facilities Maintenance Engineer (6 years' service) v Sefton Metropolitan Borough Council

A facilities maintenance engineer resigned after repeated delays in his capability and grievance processes. The tribunal found a cumulative breach of trust and confidence and awarded £36,896.

Apprentice gas fitter (18 years old, 14 months' service) v DW Gas Services Limited

An 18-year-old apprentice gas fitter has been awarded £5,613 after his employer failed to pay his contractual wages, dismissed him without notice, and never provided written terms or pay statements.

Cleaner (12 years' service) v Whipcoot Developments Limited and Whipcott Getaways Limited

A cleaner with 12 years' service was dismissed on the day her employment transferred to a new company. The tribunal found the dismissal automatically unfair and awarded £3,025.24, including an uplift for ignoring her grievance.

Team leader (5 years' service) v CPSL MIND

A tribunal ruled that a team leader with anxiety and depression was disabled under the Equality Act, even though she managed her condition through self-help and avoided regular doctor visits.

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

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

Leading Project Geophysicist (4 years' service) v Petrotrace Limited

A 62-year-old Leading Project Geophysicist was unfairly dismissed and subjected to age discrimination after the company's majority shareholder repeatedly called for his replacement with younger employees. The Reading tribunal awarded £340,212.80.

Former employee v Chartwell Salon Supply Limited (in compulsory liquidation)

A former employee of Chartwell Salon Supply Limited, which went into compulsory liquidation, has been awarded £10,487 after being dismissed without notice. The tribunal found the dismissal unfair and ordered payment for notice, holiday pay and unpaid wages.

Senior Supervisor (3.5 years' service) v Plaza Premium Lounge (UK) Limited

A Senior Supervisor with 3.5 years' service was unfairly dismissed when his employer re-did his performance appraisal without consulting him, then failed to provide evidence of the appeal process. The tribunal awarded £16,211.91.

Former employees (21 claimants) v PARC (Essex) Limited

A tribunal awarded protective awards, redundancy pay, and unpaid wages to 21 former employees of PARC (Essex) Limited after the company ceased operations without any consultation or notice.

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

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

Pub Manager (3 years' service) v Your Friendly Local Ltd

A pub manager was automatically unfairly dismissed and discriminated against after her employer failed to carry out a pregnancy risk assessment, changed her contract, evicted her from tied accommodation, and refused to let her return from maternity leave. The tribunal awarded £40,743.

Security guard (10 weeks' service) v ESG Security Limited

A security guard who resigned after just 10 weeks has been awarded £5,892 by an employment tribunal for constructive unfair dismissal, including notice pay and pension loss.

Shunter refuelling and refilling buses (16 years' service) v Bidvest Noonan (UK) Limited

A bus depot shunter with 16 years' service resigned after repeated payroll errors. The tribunal found the persistent underpayments were a fundamental breach of contract, making his constructive dismissal unfair.

Professor (University of Oxford) v The Chancellor, Masters and Scholars of the University of Oxford

A University of Oxford professor won his unfair dismissal and age discrimination claims, but was ordered to pay £7,500 in costs after failing to provide remedy disclosure for his £3 million compensation claim.

Head of Sales (3 years' service) v Sequin Art Ltd

A Head of Sales with 3 years' service was unfairly dismissed after a series of conduct allegations, including a joke about a 'drive-by shooting'. The tribunal awarded £27,777.76, reduced by 25% for contributory fault.

Mobile Heavy Goods Vehicle Technician (13 years' service) v Enterprise Rent a Car UK Ltd

A mobile technician with 13 years' service was unfairly dismissed after describing a colleague as a 'female Eastern European woman' who 'always makes mistakes'. The tribunal found the employer's investigation was inadequate.

Fleet Operative-Drayman (7 years' service) v GXO Logistics Drinks Limited (formerly XPO Logistics Drinks Limited)

A fleet operative who was dismissed for using his mobile phone while driving has won his race discrimination and unfair dismissal claims. The tribunal found the dismissal was tainted by race and reduced compensation by 50% for contributory fault.

UK Head of Environment, Health and Safety (EHS) (2 years' service) v Piramal Healthcare UK Limited

A UK Head of EHS resigned after her employer ignored her grievance and threatened sick pay. The tribunal found constructive unfair dismissal and wrongful dismissal, with remedy to be decided.

Business Intelligence Manager (6 years' service) v Micro Focus Ltd

A Business Intelligence Manager with six years' service has won his unfair dismissal claim after his employer decided his fate before consulting him. The tribunal awarded over £117,000 in compensation and a protective award for failing to collectively consult.

Administrator, Office Manager and Business Manager and Compliance Officer (10 years' service) v Peter Radelat t/a PR Employment Law Specialists

An employment law specialist who closed his business due to ill health was found to have unfairly dismissed his administrator of 10 years. The tribunal awarded compensation for the unfair dismissal and failure to provide written particulars.

Former employee v Riley Foods Limited

A former employee won nearly £15,000 after being unfairly dismissed by Riley Foods Limited, with the tribunal adding a 25% uplift for the company's failure to follow the ACAS Code of Practice.

HGV driver v Logikal Network Limited

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

Former employee v Bedwellty Park Residential Home Limited

A former employee of Bedwellty Park Residential Home has been awarded £16,439 after the tribunal found she was unfairly and wrongfully dismissed, and that the home made unauthorised deductions from her wages.

Team Lead, Wheelchair Tennis (4 years' service) v ITF Licensing (UK) Limited

A tribunal has ruled that ITF Licensing (UK) Ltd unfairly dismissed a team lead who refused the Covid-19 vaccine, because it did not properly consider whether her duties could be modified. She was awarded £27,465.

Apprentice mechanic (2 years' service) v Thomas Burgess t/a Toms Motors

An apprentice mechanic who was left bleeding after a hand injury, verbally abused, and denied tools has won a constructive unfair dismissal claim against Thomas Burgess t/a Toms Motors. The Manchester tribunal awarded £8,756.61.

Cleaner (4 years' service) v Ms Z Nicholson (trading as "Hestia Cleaning Services")

A cleaner with four years' service was found to be automatically unfairly dismissed when the new cleaning contractor refused to take him on. The tribunal awarded £1,372.

Sales assistant (9 years' service) v John Titcombe Limited

A sales assistant with 9 years' service was dismissed on the spot after asking for a chair and reduced hours due to a cycling injury. The tribunal awarded £47,886 for unfair dismissal and disability discrimination.

Stores Assistant/Taping Tool Repair Technician (3 years' service) v Gypsumtools Ltd

A stores assistant who was dismissed after a video accused him of grooming an underage girl has won his unfair dismissal claim. The tribunal found the employer's investigation was biased and procedurally unfair.

Former employee v PJ Southport Limited t/a Papa John's

A former employee won £7,432 in a race discrimination claim after the employer's response was struck out and it failed to attend the hearing.

Sales and marketing consultant (2 years' service) v Futurelink Employment Services Ltd

A sales and marketing consultant with anxiety was dismissed just before her two-year service milestone after requesting reduced hours. The tribunal found disability discrimination and awarded £36,735.59.

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

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

Ophthalmic technician (Band 3) (1 year 8 months' service) v Moorfields Eye Hospital NHS Foundation Trust

An ophthalmic technician at Moorfields Eye Hospital was subjected to racist accent mimicry and victimised after complaining. The tribunal found she was constructively dismissed as a result of race discrimination and harassment.

Telephone operator (taxi firm) v Key Cars (Widnes) Ltd (in Liquidation)

A telephone operator who was dismissed for taking a cigarette break 12 minutes into her shift, while other employees who did the same were not disciplined, has won her claim for automatic unfair dismissal related to pregnancy. The tribunal awarded her £17,003.

Restaurant employee (4 months' service) v Morgarten Restaurants Ltd

An employee who resigned after four months due to constructive dismissal has been awarded £2,579 for unpaid wages, holiday pay, and notice pay. The restaurant company, now in liquidation, failed to pay her final earnings.

Former employee v Dannii Matthews Limited

A former employee won £15,298 after being unfairly dismissed by redundancy and having wages unlawfully deducted. The employer failed to present a valid response.

Administrator (5 months' service) v All Techmart UK Limited

An administrator who was sexually harassed by her boss, who sent explicit texts and propositioned her, has been awarded £17,607 by an employment tribunal. The employer failed to defend the claim.

Cleaner (2 years 7 months' service) v Mario Cleaning Services Ltd

A cleaner was unfairly dismissed after being selected for redundancy solely because she asked about taking unpaid leave to care for her ill mother. The tribunal found no chance she would have been dismissed if a fair procedure had been followed.

Postal worker (34 years' service) v Royal Mail Group Limited

A Watford tribunal found Royal Mail unfairly dismissed a postal worker with 34 years' service after a manager used PDA tracking data to investigate him, contrary to a union agreement. The tribunal reduced any compensation by 60% for the employee's contributory conduct.

Former employees v Cheshiregate Property Services Limited

Two former employees of Cheshiregate Property Services were awarded over £45,000 after the company failed to defend claims of redundancy pay, notice pay, and unpaid wages.

Executive General Manager (2 years' service) v Eastman Staples Ltd

An executive general manager with two years' service was unfairly dismissed for alleged gross misconduct. The company entered liquidation and did not defend the claim, resulting in a £13,716 award.

Head of Investments (3 years 7 months' service) v Ahauz Ltd.

A head of investments was unfairly dismissed on redundancy grounds. The tribunal awarded £49,992 compensation, noting his reasonable fear of breaching broad restrictive covenants hindered his job search.

Deputy Manager (18 years' service) v Sense, The National Deafblind and Rubella Association

An employment tribunal has ruled that a deputy manager's eczema and severe allergies amounted to a disability, paving the way for her discrimination claims to proceed.

Branch manager (15 years' service) v Travis Perkins PLC

A branch manager with 15 years' service was suspended for alleged gross misconduct after handing in his notice. The tribunal found it was a 'witch hunt' and awarded a 25% ACAS uplift for failing to follow the code.

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

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

Senior Paramedic (18 years' service) v East of England Ambulance Service NHS Trust

An NHS Trust unfairly dismissed a Senior Paramedic with 18 years' service after he reacted to being struck by a patient. The tribunal found the investigation failed to properly assess witness credibility and withheld key evidence, awarding £49,314.66.

Teacher of maths and computing (5 years' service) v Devonport High School for Girls

A teacher with five years' service was unfairly dismissed after the school failed to properly investigate allegations made by pupils. The tribunal awarded £44,868.

Maintenance technician (3 years' service) v APM Nationwide Ltd

A maintenance technician was unfairly dismissed after being accused of defaming his employer. The tribunal found the investigation was minimal, the outcome predetermined, and the appeal conducted by the managing director's brother-in-law. He was awarded £10,896.94.

Optimisation Engineer (2 years' service) v Unipart Group Ltd

An Optimisation Engineer with two years' service was unfairly dismissed after Unipart Group failed to disclose redundancy selection criteria or scores during consultation. The tribunal found the process both procedurally and substantively unfair.

Learning and Development Manager (5 years' service) v The Financial Reporting Council

A Learning and Development Manager with 5 years' service was unfairly dismissed after her employer placed her in a redundancy pool of one and made her compete externally for a new role. The tribunal awarded £21,696.25.

Estate director (6 years' service) v Waltham Estate Resident Management Limited

An estate director with six years' service resigned after his employer failed to investigate his grievance and made an unsubstantiated fraud allegation. The tribunal awarded £36,087.48 for constructive unfair dismissal, with a 25% uplift for breaching the ACAS code.

Registered manager (7 years' service) v J & Y Webber Services Limited

A registered manager with seven years' service was constructively dismissed after her employer failed to implement a promised Yorkshire Manager role, instead creating a new role that effectively demoted her. The tribunal awarded £14,594.38.

Stable Lass/Work Rider (2 years 8 months' service) v Richard Fulke Johnson and Eve Johnson Houghton T/A Eve Johnson Houghton Racing

A stable lass who signed a settlement agreement under pressure to get an eviction letter has won the right to bring her pregnancy discrimination claim. The tribunal set aside the COT3 agreement on grounds of duress.

Former employee (10 years' service) v Fonmigo Limited

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

Senior Nursery Practitioner (3 years' service) v Swans Day Nurseries Ltd

A senior nursery practitioner was unfairly dismissed after her employer fabricated an allegation that she was under the influence of alcohol at work. The Watford tribunal awarded £5,325.75, including a 25% Acas uplift for ignoring the code of practice.

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

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

Skilled labourer (26 years' service) v Balfour Beatty Group Employment Limited

A severely dyslexic labourer who could not read or write was granted an extension to bring an unfair dismissal claim against Balfour Beatty, after the tribunal found it was not reasonably practicable for him to meet the deadline.

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

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

Priest (Purohit) at a Hindu Mandir v Trustees of Vishwa Hindu Parishad - a registered charity

A Hindu priest who was summarily dismissed after a dispute over Covid-19 safety measures has won his unfair dismissal claim. The tribunal awarded £15,924, reduced by 40% for his own conduct.

Contract manager (3 years' service) v Bridge Facilities Engineers Limited

A contract manager who asked to work from home temporarily because his son was clinically vulnerable was dismissed for purported redundancy. The tribunal found the real reason was his home-working request and awarded £38,758.

House Manager (4 years' service) v Jewish Blind and Physically Disabled Society

A house manager with four years' service was unfairly dismissed after giving a vulnerable tenant two paracetamol tablets and a hot water bottle. The tribunal awarded £17,266.74, finding the employer had no reasonable grounds to believe the actions were dangerous.

Former employee (8 years' service) v Lodge Security Limited

A former employee's widow secured £16,821 in compensation after Lodge Security Limited failed to attend hearings or comply with tribunal orders, leading to the response being struck out.

Barmaid (3 years' service) v Real Bars Ltd

A barmaid with three years' service was unfairly dismissed when her employer sacked her by text message without notice. The tribunal awarded her £8,619.38 in compensation for unpaid wages, holiday pay, notice pay, and unfair dismissal.

Driver (lorry driver) v Metal Processing Limited

A lorry driver was dismissed with immediate effect when his employer decided to make him redundant, with no warning, consultation, or fair selection process. The tribunal awarded £6,278.38.

Former employee v Lunar Automotive Limited

A former employee won a constructive unfair dismissal claim after his employer failed to pay wages, holiday pay and notice pay. The tribunal awarded over £14,000 after the employer's response was struck out for non-attendance.

Chief Product Officer (3 years' service) v Tendable Limited

A Chief Product Officer who moved to part-time work was unfairly dismissed after being replaced and subjected to detriment. The tribunal awarded £41,735.70, including an ACAS uplift for failing to follow grievance procedures.

Employee, shareholder and director v Arcstream Ltd (In Liquidation)

A director and shareholder was summarily dismissed without any disciplinary process or notice. The tribunal awarded £16,916.86 for unfair dismissal and breach of contract.

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

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

Primary school teacher (2 years' service) v Orchard Prep Ltd

A tribunal ruled that a teacher who invoiced via her limited company was an employee from September 2019, enabling her to pursue claims for unfair dismissal and whistleblowing.

Former employees v Orthios (Anglesey) Technologies Ltd (In Administration)

Former employees of Orthios (Anglesey) Technologies Ltd won a protective award after the company failed to consult them before making redundancies. The tribunal awarded 90 days' pay.

Payroll administrator and receptionist (20 years' service) v Johnsons Financial Management Ltd

A payroll administrator with 20 years' service was unfairly dismissed after a flawed capability process that lacked warnings, investigation, and an appeal. The tribunal awarded £28,333, including a 25% uplift for failing to follow the ACAS Code.

Headteacher (5 years 6 months' service) v Governing Body of Northwood Community Primary School and Knowsley Metropolitan Borough Council

A headteacher with over five years' service was unfairly dismissed after a flawed investigation into his decision to engage a former teacher subject to a Prohibition Order. The tribunal found the employer failed to consider alternatives to dismissal.

Former employee v Sami Husseyin

A former employee was awarded £26,668 after being dismissed because of pregnancy and pregnancy-related illness. The tribunal found the employer, a sole trader, discriminated against her and unfairly dismissed her.

Care Assistant (2 years' service) v WT UK OPCO Ltd (formerly Gracewell Healthcare 3 Ltd)

A care assistant with two years' service was unfairly dismissed for alleged gross misconduct after a flawed investigation. The tribunal awarded £27,316, including a 25% ACAS uplift for the employer's failure to follow the ACAS Code.

Former employee v Network Rail Infrastructure Limited

A former employee won an unfair dismissal claim against Network Rail Infrastructure Limited, but saw compensation slashed by 80% because they would have been dismissed anyway, plus a further deduction for failing to look for work.

Practice manager (6 years' service) v Firvale Clinic Limited

A practice manager who was dismissed via a WhatsApp message after a Christmas party incident has been awarded £12,431 after an employment tribunal found the dismissal procedurally unfair and outside the range of reasonable responses.

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

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

Former employee v HYPHA Restaurants Limited

A former employee of HYPHA Restaurants Limited has won £5,421.70 after the company dismissed her with only one week's notice instead of the contractual month, and failed to pay pension contributions and holiday pay.

Beauty therapist (3 years' service) v Monas Beauty Lounge

A beauty therapist with three years' service was unfairly dismissed after her employer refused a last-minute leave request and told her not to come back. The tribunal awarded £22,073.20, including a 20% uplift for failing to follow the ACAS Code.

Former employee v Bryn Labour Club

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

Former employee v Callacab (UK) Ltd (in liquidation)

A former employee won over £41,000 in compensation for sex discrimination and unfair dismissal after her employer failed to defend the claim.

Recruitment consultant (less than 2 years' service) v FDS Recruitment Ltd

A recruitment consultant with less than two years' service won £15,280 after their employer failed to pay wages, holiday pay, commission and notice pay. The company did not attend the hearing.

Former employee v Mr H Thompson t/a Thompson & Co

A former employee has won £36,000 in a constructive unfair dismissal and holiday pay claim after the employer conceded liability on the day of the hearing.

Postman (27 years' service) v Royal Mail Group Limited

A postman who collected mail 11 minutes early and scanned the barcode away from the box was unfairly dismissed. The tribunal found Royal Mail ignored his mental health and failed to follow proper procedures.

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

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

Former employee v Amber Pubs Limited

A former employee won over £5,000 after being made redundant without proper notice, holiday pay, or written particulars. The employer's failure to comply with tribunal orders led to its defence being struck out.

Window fabricator and installer (4 years' service) v Keepout Limited (in liquidation)

A window fabricator with four years' service was dismissed by redundancy without any warning or consultation. The tribunal awarded £15,319 in unpaid wages, holiday pay, notice pay, redundancy pay and compensation.

Warehouse operative (29 years' service) v Valves and Engineered Products Limited

A warehouse operative with 29 years' service was found to have been unfairly dismissed after her employer sold the business and mistakenly treated her as an agency worker. The tribunal awarded over £11,000 in compensation.

Chef (7 years' service) v Bright Horizons Family Solutions Limited

A chef with 7 years' service was unfairly dismissed after a flawed investigation that showed gender bias. The tribunal found the employer treated him less favourably than a female colleague in similar circumstances. He was awarded £33,666.99.

Cleaner (4 years' service) v Clearlake Cleaning Ltd

A cleaner with four years' service was unfairly dismissed after she raised concerns about unpaid wages. The tribunal awarded £11,226.61, including a 25% ACAS uplift for the employer's failure to follow procedures.

Senior stylist (12 years' service) v The Dapper Clinic Limited

A senior stylist with 12 years' service was awarded £7,720 after his employer refused to pay him unless he submitted invoices, claiming he was a freelancer. The tribunal found his employment had transferred under TUPE.

Former employee v LJE Management Limited

A former employee won £13,617 after a tribunal found she was racially discriminated against, harassed, and unfairly dismissed by LJE Management Limited, which did not attend the hearing.

Grade 10 Conciliator (9 years' service) v ACAS

A Grade 10 Conciliator with 9 years' service won her constructive unfair dismissal claim after ACAS repeatedly failed to clarify her holiday entitlement, leading to her resignation. The tribunal awarded £24,847.58.

Chief Technical Officer (2 years' service) v Secarma Limited

A chief technical officer who resigned after being suspended, having his team made redundant without consultation, and being denied contractual sick pay has won his constructive unfair dismissal claim at the Bristol Employment Tribunal.

Former employee v Greenfields Nursery Ltd

A former employee of Greenfields Nursery Ltd was unfairly dismissed after the nursery failed to carry out any redundancy consultation. The tribunal awarded £4,439.30.

Human resources manager (2 years 10 months' service) v SM Sparkling Services Limited

A human resources manager was awarded £7,222 after her employer removed her from the payroll without notice, refused holiday leave, and underpaid her for months. The tribunal upheld her claim of constructive unfair dismissal.

Security Officer (4 years' service) v G4S Secure Solutions (UK) Ltd

A security officer with four years' service was unfairly dismissed after G4S mistakenly believed he could not legally work following his SIA licence revocation. The tribunal awarded £16,632.84.

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

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

Lettings Manager (3 years' service) v Phillip Ellis Properties Limited

A lettings manager who suffered a stroke was unfairly dismissed after his employer refused to allow him to work from home. The tribunal awarded £27,664.

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

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

Plumber (3 years' service) v 24/7 Plumbing & Gas (UK) Limited

A plumber with three years' service was constructively dismissed after his employer refused to pay overtime for hours over 40 per week and mishandled his grievance. The tribunal awarded £26,953 in compensation.

Former employee v DAU Draexlmaier Automotive UK Limited

A former employee has been found to be disabled under the Equality Act 2010 due to anxiety, after the tribunal accepted that her condition had a substantial and long-term adverse effect on daily activities.

Former employee (BT) v British Telecommunications plc (BT)

A former BT employee was unfairly dismissed in a redundancy process. The tribunal awarded £52,173.45 after applying a 75% Polkey reduction and compensating for lost share scheme benefits.

Site Manager (3 years' service) v NB Construction (UK) Limited

A site manager was unfairly dismissed after a sham redundancy process and a subsequent gross misconduct dismissal that lacked proper investigation. The tribunal awarded £8,281.30, including a 20% ACAS uplift.

Funeral director (30 years' service) v Dignity Funerals Ltd

A funeral director with 30 years' service was unfairly dismissed after removing a deceased person's jewellery. The tribunal found procedural unfairness and awarded £43,350.60 after a 40% reduction for contributory fault.

Senior Staff Nurse (Band 6) – IVF and fertility services (12 years' service) v University Hospitals Plymouth NHS Trust

A senior staff nurse with 12 years' service was found to have transferred to the new IVF service provider under TUPE, despite the new provider's claim she was not assigned to the organised grouping.

Minibus driver (4 years' service) v Blackburn and Darwen Community Transport Limited

A minibus driver who was dismissed shortly after complaining about unpaid holiday pay has been found unfairly dismissed. The tribunal awarded £12,489.86 in compensation.

Railway signaller (2 years' service) v Network Rail Infrastructure Limited

A railway signaller who resigned after his employer failed to discipline a bullying manager as promised by a grievance outcome has won his constructive unfair dismissal claim. The tribunal found a breach of trust and confidence.

Production Manager (13 years' service) v Herongrange Manpower Direct Limited (previously Herongrange Security and Systems Limited)

A production manager with 13 years' service was dismissed without notice on the day his employment transferred to a new company. The tribunal found automatic unfair dismissal and direct age discrimination, awarding over £130,000.

Chief Technology Officer / Chairman and Chief Innovation Officer (9 years' service) v MYPINPAD Ltd

A tribunal found that a founder and chief technology officer was summarily dismissed during a Teams call, despite the company later claiming otherwise. The preliminary ruling on the effective date of termination has implications for similar disputes.

Sports bar employee (17 years' service) v Rileys Sports Bar (In Administration)

A sports bar employee with 17 years' service was unfairly dismissed after being accused of drinking on duty. The tribunal found the real reason was the bar's poor business performance.

Former employee (6 years' service) v Ibco Limited

A former employee with six years' service has been awarded £37,003.42 after an employment tribunal found Ibco Limited discriminated against him by failing to make reasonable adjustments, harassing and victimising him, and unfairly dismissing him.

Former employee v Fiza Foods Ltd

A former employee was awarded £12,871 after being dismissed while pregnant. The tribunal found automatic unfair dismissal and pregnancy discrimination.

Former employee v Rujia Marketing Consultants Limited

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

Former employee v Garmston Professional Ltd

A former employee won £35,163 after her employer failed to submit a response to her pregnancy discrimination claim in time, leading to a default judgment.

Hairdresser (18 months' service) v Atelier Clifton Ltd

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

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

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

Part-time shed builder (7 years' service) v Hunt Sheds Limited

A part-time shed builder with bowel cancer was told he hadn't 'a fucking days' work' in him and dismissed. The tribunal awarded £10,610 after the employer failed to defend the claim.

Therapeutic Community Support Worker (1 year 7 months' service) v Sea Sanctuary

A support worker with depression and anxiety was unfairly dismissed after her employer failed to consider concluding disciplinary proceedings in writing. The tribunal awarded £14,573.

Social worker (23 years' service) v Doncaster Metropolitan Borough Council

A social worker with 23 years' service was constructively unfairly dismissed after her employer failed to implement Access to Work recommendations and refused a transfer. The tribunal found the council's conduct destroyed trust and confidence.

Bus driver v A & A Coach Travel Ltd

A bus driver with Asperger's Syndrome was constructively dismissed after repeated abusive comments on a WhatsApp group and threats to sack him if he pursued an insurance claim. The tribunal awarded £25,000 for injury to feelings.

MASH/Link Officer (7 years' service) v London Borough of Havering

A MASH/Link Officer with seven years' service was constructively dismissed after being removed from management duties and having her distress ignored. The tribunal awarded £39,168, reduced by 25% for her own conduct.

Former employee (7 years' service) v Tidysite Building and Construction Service Limited

A former employee with seven years' service won £5,687.63 after his employer failed to file a response to his tribunal claims for unfair dismissal, unpaid sick pay, holiday pay and notice pay.

Electrical apprentice (4 years) v CC Cousins Limited

An electrical apprentice was unfairly dismissed after a flawed redundancy selection process. The tribunal awarded £14,251 for loss of future prospects and the delay in qualifying.

Ward manager (40 years' experience as a nurse) v Priory Healthcare Limited

A 40-year nursing veteran was unfairly dismissed by Priory Healthcare after the employer mistakenly believed a urine test showed she was under the influence of cannabis at work. The tribunal found the dismissal was outside the range of reasonable responses.

Piano and singing teacher (24 years' service) v The Mount School Limited

A piano and singing teacher with 24 years' service was unfairly dismissed after she refused to attend a mandatory staff meeting at short notice because of a pre-arranged family gathering to discuss her mother's cancer care. The Leeds tribunal awarded £16,802.31.

Skilled computer programmer (20 years' service) v Office for Students

A computer programmer with 20 years' service was constructively dismissed after her employer adopted a 'low code/no code' approach. The tribunal found the restructure amounted to a redundancy situation and the grievance process was mishandled.

Former employee (pregnant at time of dismissal) v VPS PVT Limited

A tribunal found that VPS PVT Limited unfairly dismissed a pregnant employee and discriminated against her by failing to carry out a health and safety risk assessment. The claimant was awarded £23,823.50 in compensation.

Refuse Loader (10 years' service) v London Borough of Newham

A refuse loader with 10 years' service was dismissed for failing to wear his high-visibility vest and reporting late, while a white colleague who committed fraud received only a written warning. The tribunal found race discrimination.

Former employee v Lancashire County Council

A former employee was awarded £12,953.98 after Lancashire County Council's response was struck out for non-compliance, leading to a finding of unfair dismissal.

Bursar and Clerk to the Governors (7 years' service) v Alpha Schools (Holdings) Ltd and Wellesley House School Ltd

A bursar and clerk to the governors was summarily dismissed without notice or pay. The tribunal awarded £97,220.70 for unfair dismissal, wrongful dismissal, and unpaid holiday pay, plus a penalty for failing to provide written particulars.

Former employees v AAQUA LIMITED

Two former employees of AAQUA LIMITED were awarded over £24,000 after the company failed to respond to claims for unpaid wages, notice pay, and accrued holiday pay.

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

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

Customer Care Adviser (6 years' service) v JD Sports Fashion Plc

A Customer Care Adviser who had worked from home for over two years was constructively dismissed when JD Sports forced him to relocate to a different office, increasing his commute to nearly three hours a day. The tribunal awarded £14,215.95.

Sales Manager (3 years 8 months' service) v Jansen UK Ltd

A sales manager who was dismissed by phone after insisting on a contractual £3k bonus has been awarded over £39,000 for unfair dismissal. The tribunal found the real reason was the bonus dispute, not poor performance.

Former employee v Craven Inns Limited

A former employee of Craven Inns Limited has won claims for unfair dismissal, wrongful dismissal, and unlawful deduction from wages, receiving a total of £9,313.83 plus costs.

Senior manager (1 year's service) v Nextsteps Development (1) and Nextsteps @ Barnstaple CIC (2)

A senior manager who was not paid for five months and then underpaid for six more has won her claim for unauthorised deductions. The tribunal found she was an employee from March 2021 and entitled to full pay.

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

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

Vehicle Handling Operative (VHO) at Jaguar Land Rover Halewood v Resource Management Solutions (North East) Limited

A Vehicle Handling Operative was unfairly dismissed after his employer incorrectly scored his absence record and then removed two selection criteria on appeal, a tribunal has ruled. He was awarded £13,868.

Finance director (5 years' service) v Next Steps Independence Ltd

A finance director who raised concerns about safeguarding was suspended and forced to resign. The tribunal found he was constructively dismissed because of his public interest disclosures.

Business Administration Manager (21 years' service) v British Car Auctions Limited

A Business Administration Manager with 21 years' service was unfairly dismissed after a flawed redundancy selection process that the tribunal found was tainted by age discrimination. The case highlights the risks of competency-based scoring lacking transparency.

Maintenance craftsperson (Barnet Hospital) v Bouygues Energies and Services

A maintenance worker at Barnet Hospital was unfairly dismissed after refusing a COVID-19 test. The tribunal found the procedure was rushed and the testing policy was never properly communicated.

Former employee v Trackforce Recruitment Limited

A former employee won over £5,500 after her employer failed to respond to her tribunal claim for redundancy pay, unpaid holiday, notice pay and an unauthorised deduction from wages.

Former employee v The Workshop Coffee House Ltd

A former employee was awarded over £18,500 after being automatically unfairly dismissed due to pregnancy. The employer did not defend the claim, leading to a default judgment.

Mechanical Engineer (37 years' service) v Ministry of Defence

A mechanical engineer with 37 years' service was unfairly dismissed for unauthorised absence after the Ministry of Defence failed to consider his mental health. He was awarded £19,710.

Progression Manager (21 years' service) v Countryside Properties (UK) Limited

A Progression Manager with 21 years' service was unfairly dismissed after an investigation that relied on hearsay and leading questions. The employment tribunal found the process fell outside the band of reasonable responses.

Senior Store Manager (11 years' service) v Credentia Foods Ltd

A senior store manager who resigned after his new employer withheld paternity pay and started disciplinary proceedings for unauthorised absence has won a constructive unfair dismissal claim. The tribunal awarded £20,446.

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

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

Former employee (5 years' service) v Greenbrow Social Club Ltd (In Administration)

A former employee with 5 years' service was awarded £8,756 after her employer failed to defend her unfair dismissal claim and later entered administration.

Employee Relations Advisor (6 weeks' service) v Care UK Community Partnerships Ltd

An employee with Asplenia and Ehlers Danlos Syndrome was automatically unfairly dismissed after asking to work from home on government shielding advice. The tribunal found the real reason was her disability.

Operations Director (6 years' service) v Opsec Security Limited

An Operations Director with six years' service resigned after his responsibilities were progressively stripped without consultation. The tribunal found constructive unfair dismissal.

Office Assistant (7 years' service) v UK Atlantis Ltd

An office assistant with seven years' service was unfairly dismissed after her husband fell out with the company director. The tribunal found the redundancy was a sham and awarded £17,235.

Transport coordinator (2 years 5 months' service) v Speedy Asset Services Limited

A transport coordinator with two years' service was unfairly dismissed after being sacked for driving without a tachograph card. The tribunal found the employer failed to consider her mitigation and awarded £5,991.

Maintenance manager (6 years' service) v Cosgrove Leisure Parks UK Ltd

A maintenance manager with 6 years' service was unfairly dismissed after a flawed disciplinary process. The tribunal awarded £8,455, applying a 20% ACAS uplift, a 25% Polkey reduction, and a 20% contributory fault reduction.

Former employee (concierge staff) v Urbanbubble Liverpool Limited (in Creditors’ Voluntary Liquidation)

An employee who resigned with one month's notice was dismissed without notice by her employer, which later went into liquidation. The tribunal awarded £1,661.25 for unfair dismissal, statutory redundancy, and breach of contract.

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

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

Group Facilities Manager (4 years' service) v AI-Mubarakia Limited

A Group Facilities Manager was dismissed in a sham redundancy after a director made racist comments. The tribunal upheld claims of unfair dismissal, direct race discrimination, and harassment.

Music tutor v Rhythmix (in Liquidation) Ltd

A tribunal found that music tutors for a charity were employees despite being treated as self-employed, entitling them to redundancy and holiday pay.

Transport Team Leader (16 years' service) v 3663 Transport Limited

A Transport Team Leader with 16 years' service was unfairly dismissed after his LGV licence was revoked due to depression. The tribunal found the employer failed to consider alternative roles or reasonable adjustments.

Former employee v Kalchal Limited

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

Operations Manager (Structured Coaching) (5 years' service) v Crisis UK

An operations manager who previously brought a sex discrimination claim was victimised and constructively dismissed after a flawed disciplinary process. The tribunal found Crisis UK breached the implied term of trust and confidence.

Former employee v Ormskirk Metal Fabrications Ltd

A former employee won £10,405 after his employer failed to respond to his unfair dismissal claim. The tribunal found he was dismissed by reason of redundancy without proper notice or pay for accrued holiday.

Sales Negotiator (4 years' service) v Bradleys Estate Agents Limited

A sales negotiator with cancer was constructively unfairly dismissed after her employer rejected her grievance about a manager's comment without holding a meeting. The tribunal found a fundamental breach of trust and confidence.

Former employee v Arcadia Group Limited (in administration)

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

Community Support Worker (30 years' service) v Bolton Cares (A) Limited

A community support worker with 30 years' service was constructively unfairly dismissed after her employer moved her to a location inaccessible by public transport without any consultation. The tribunal awarded £39,609.

Health Care Assistant (bank staff, mental health) v Cornwall Partnership NHS Trust

A bank health care assistant at an NHS trust was de-registered after raising concerns about patients' neglected animals. The tribunal ruled she suffered a detriment for making protected disclosures.

Nursery manager (2 years' service) v Michael Sutton trading as St Margaret's Nursery

A nursery manager with two years' service was constructively dismissed after his employer sent a private message accusing him of dishonesty and lies, without any prior investigation. The tribunal awarded £5,298.

Former employee (operations/business development administrator, 16 hours/week) v The Vital Element (UK) Limited

A former employee with PTSD was placed at risk of redundancy while on sick leave. The tribunal found it was discrimination arising from disability and awarded £12,183.

Delivery driver (7 years' service) v The Harlestone Group Limited

A delivery driver on a zero-hours contract was unfairly dismissed when his employer summarily ended his work without following any disciplinary process. The tribunal awarded £6,675.

Former employee v The Furzedown Group Limited a.k.a The Furzedown Group

A former employee of The Furzedown Group has been awarded £10,358.50 after the company failed to pay full wages, holiday pay, and dismissed without notice.

Export Key Account Manager (2 years' service) v Stiltz Limited

An export manager who resigned after her employer insisted she continue selling lifts that were not certified for wheelchair use has won her whistleblowing unfair dismissal claim. The tribunal awarded £11,112.89.

Registered Care Home Manager (4 years' service) v Hastings & Rother Voluntary Association for the Blind

A registered care home manager with four years' service has won her unfair dismissal claim after a tribunal found her employer failed to establish a fair reason for dismissal. The tribunal awarded £24,697.76, including a 15% uplift for breaching the ACAS Code.

UK Health, Safety and Environmental Manager (27 years' service) v Weetabix Limited

A health and safety manager with 27 years' service won his constructive unfair dismissal claim against Weetabix after the company mishandled his grievance, promoted his alleged bully, and delayed an occupational health referral.

Gardener (part-time, 4.5 years' service) v Care UK Community Partnerships Limited

A part-time gardener with anxiety was unfairly dismissed after refusing to take COVID-19 tests. The tribunal awarded £27,605.13 in damages.

Accountant (7 years' service) v Finanspol Group Ltd

An accountant with 7 years' service was unfairly dismissed after refusing to accept self-employment and reduced pay. The tribunal awarded £9,063.83.

HR Business Partner (5 years' service) v The British Council

An HR Business Partner who worked for the British Council in Dubai has won the right to bring unfair dismissal and discrimination claims in the UK, after the tribunal ruled that diplomatic immunity in the UAE did not leave her without a remedy.

Worker (former employee) v GenderGP PTE Ltd

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

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

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

Former employee (accountancy business) v Mohammad Afzal Shaheen t/a Global Link Associates

A former accountancy employee was unfairly dismissed and discriminated against due to her pregnancy and maternity leave. The tribunal awarded her £26,599.12 after the employer failed to attend the hearing.

Senior Control Centre Officer (13 years' service) v Waltham Forests Services Ltd

A long-serving control centre officer was unfairly dismissed after he did not report a man drinking on a town hall complex. The tribunal found the employer failed to genuinely believe misconduct had occurred and relied on an unwritten procedure.

Branch Manager (12 years' service) v Jayar Components Ltd

A branch manager with 12 years' service who was clinically extremely vulnerable to COVID-19 was unfairly dismissed and discriminated against after his employer demanded he return to an office he considered unsafe. The tribunal found the disciplinary process was a sham.

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

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

DWP employee (17 years' service) v Department for Work and Pensions

A DWP employee with ME who worked reduced hours for years was unfairly dismissed and discriminated against. Tribunal awards £47,087.46 and recommends a positive reference.

Lubrication team leader (17 years' service) v Network Rail Infrastructure Limited

A lubrication team leader with 17 years' service was unfairly dismissed after a 16-month investigation into a near-miss incident. The tribunal found the delay and failure to consider alternatives made the dismissal unreasonable.

Country director (29 years' service) v The British Council

A country director with 29 years' service was unfairly dismissed after a flawed investigation into a sexual harassment allegation. The tribunal ordered his re-engagement.

Airline employee (32 years' service) v British Airways plc

British Airways unfairly dismissed a 32-year employee for alleged misuse of sickness and dependency leave. The tribunal found the employer presumed absences were not genuine, awarding over £49,000.

Former employee v Mayfair Residential Care Home Ltd

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

Hygiene operative (16 years' service) v Anglo Beef Processors UK

A hygiene operative with 16 years' service was unfairly dismissed after a disciplinary hearing that had already decided his guilt. The tribunal awarded £23,091 in compensation.

Sales Manager (24 years' service) v The Estate of Glenn Hamish Manuel T/A Baytree Car Sales

A sales manager with 24 years' service was dismissed by text message without any disciplinary process. The tribunal awarded him £38,229.54 for unfair dismissal, unpaid wages, and breach of contract.

Former employee (17 months' service) v Scammell Groundworks Ltd (Liquidation)

A former employee with 17 months' service won nearly £20,000 after being unfairly dismissed and discriminated against due to pregnancy. The employer failed to follow any statutory procedure.

Senior Night Carer (1 year 3 months' service) v Zion Care (St Albans) Limited

A senior night carer was automatically unfairly dismissed after raising concerns about resident neglect and safety at a care home. The tribunal awarded £24,594 in compensation.

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

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

Former employee (12 years' service) v Owen Owen (Western) Ltd (in liquidation)

A former employee with 12 years' service was unfairly dismissed by reason of redundancy, but a 100% Polkey deduction meant no compensatory award. The tribunal awarded £4,362.20 for redundancy, unpaid wages, holiday pay, and other losses.

Former employee v Every Sensation Care Ltd

A former employee with depression and anxiety was constructively dismissed after her employer contacted her GP without permission. The tribunal awarded over £54,000.

Senior Operations Manager (4 years' service) v Telecom Service Centres Limited t/a Webhelp UK

A Senior Operations Manager's unfair dismissal claim survived a time limit challenge after the tribunal ruled the effective date of termination was the one stated in the dismissal letter, not an earlier date claimed by the employer.

Registered Manager of a care company (15 months' service) v Happy Care Limited

A care company's registered manager was automatically unfairly dismissed after making protected disclosures to the CQC and police. The tribunal found the employer fabricated a homophobia allegation and sexually harassed her. She was awarded £73,474.

Cleaner (4 years' service) v Direct Cleaning Services SW Ltd

Two cleaners were unfairly dismissed after their employer accused them of gross misconduct but failed to hold a disciplinary hearing or give details of the allegations. The tribunal awarded over £9,600 in compensation.

Site manager (3 years' service) v Bury Council

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

Former employee v Richmond Harbour Hotel Management Limited T/A Richmond Harbour Hotel

A former employee who was immunocompromised after a partial splenectomy has been found to be disabled under the Equality Act 2010. The tribunal ruled that her condition had a substantial and long-term adverse effect on day-to-day activities.

Former employee v Boilertech (NW) Limited

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

Former employee v NFS Hotel Technology Limited

A former employee won his unfair dismissal claim against NFS Hotel Technology Limited, receiving over £28,700 in compensation. The respondent did not attend the hearing.

Former employees (3 years' service) v Costal and Country Devonshire Arms Ltd (trading as Coastal and Country Devonshire Arms Ltd)

Two former employees were unfairly dismissed and awarded over £42,000 for unpaid notice, unauthorised deductions, holiday pay, and pension contributions, plus a 25% uplift for the employer's failure to comply with ACAS rules.

Carer/Support Worker (2 years' service) v Golden Hands Home Care Limited

A care worker who was suspended without pay for over two months and accused of acting because a manager was Filipina has won her claims for constructive unfair dismissal, racial harassment, and unlawful deduction of wages.

Office administrator (2 years' service) v Links Waste Management Ltd. t/a JM Waste Management

An office administrator with two years' service was unfairly dismissed after being told she was not an 'A player'. The tribunal awarded £3,809.67, including an ACAS uplift for failing to follow a fair procedure.

Former employee v Hayre Builders Company Limited

A Reading tribunal awarded a former employee £178,199.82 after finding he was unfairly dismissed, with the employer failing to provide a written statement of particulars and unreasonably ignoring the Acas Code.

Former employee (driver) v 247 West London Ltd

A former driver for 247 West London Ltd who endured homophobic harassment and an overdose was constructively dismissed. The tribunal awarded £31,517, including £12,000 for injury to feelings.

Former employee (5 years' service) v Greenbrow Social Club Ltd. (In Administration)

A former employee of Greenbrow Social Club Ltd. was found unfairly dismissed and awarded £5,972.33, including basic and compensatory awards, notice pay, and holiday pay.

Head of Compliance (Financial Services) (9 years' service) v Connells Group and Countrywide Ltd

A head of compliance with 9 years' service was automatically unfairly dismissed when her redundancy was driven by a TUPE transfer, not genuine redundancy. The tribunal found the employer failed to consult properly.

Former employee v London Borough of Bexley

A tribunal has allowed a former employee to amend her claim to include indirect sex discrimination after her employer refused her request for flexible hours during school closures.

Assistant Principal (7 years' service) v The Thinking Schools Academy Trust

An assistant principal with seven years' service was unfairly dismissed after physically restraining a disruptive student. The school had not provided positive handling training and failed to preserve full CCTV evidence.

Care assistant (3 years 4 months' service) v R G Care Ltd

A care assistant was unfairly dismissed after a 10-minute disciplinary hearing where the decision-maker had already decided she was guilty. The tribunal awarded £11,300.97.

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

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

Compliance administrator (10 weeks' service) v Nav Van Hire Limited

A compliance administrator was dismissed during her pregnancy without any disciplinary process. The tribunal awarded £12,347 for automatic unfair dismissal and pregnancy discrimination.

Former employee (17 years' service) v Rayhome Limited

A former employee with 17 years' service was awarded over £20,000 after her employer failed to pay wages, notice pay, holiday pay, and pension contributions upon redundancy.

Head of Estates (13 years' service) v Muntham House Ltd

A head of estates with 13 years' service was unfairly dismissed for selling a disused oil tank for £230. The tribunal found the investigation and appeal process were biased and procedurally flawed.

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

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

Assistant manager (3 years' service) v Supaman Limited t/a Oliver Brown

An assistant manager who was threatened with being shot and beaten by his boss at a work party was constructively unfairly dismissed. The tribunal awarded £1,477 but reduced it by 75% due to his own inebriated conduct.

Petrol station employee (17 years' service) v AKS Forcort Limited

A petrol station employee with 17 years' service was automatically unfairly dismissed when the incoming operator refused to hire her. The tribunal awarded £29,242.10, with the transferee held solely liable.

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

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

Train driver (12 years' service) v First MTR South Western Trains Limited

A train driver with 12 years' service was unfairly dismissed for posting offensive tweets, but the tribunal awarded no compensation due to his blameworthy conduct.

Former employee v Simon Cooper and Co Ltd

A former employee was dismissed less than 24 hours after sending a protected disclosure email. The tribunal found the dismissal was automatically unfair and awarded £13,426 including £8,000 for injury to feelings.

Integrated Pest Management Specialist (6 years' service) v Fargro Ltd

An employee dismissed for refusing to remove a screensaver and discussing politics at work has won his unfair dismissal claim after the tribunal found the appeal process was fatally flawed. No compensation was awarded at this stage.

Bar staff (5 years' service) v Aldenham Social Club Ltd

A bar worker with 5 years' service was constructively dismissed after his employer failed to offer him any shifts following furlough. The tribunal found a fundamental breach of contract and trust.

Clinical Programme Lead (7 years' service) v NHS Sussex Integrated Care Board

A Clinical Programme Lead who worked for the NHS for seven years under successive 'contract for services' agreements has been found to be an employee and unfairly dismissed in a redundancy restructure. She was awarded £25,000.

Office manager (14 years' service) v Deltec industries Limited

An office manager who stopped placing stock orders due to cash flow concerns was unfairly dismissed. The tribunal found the employer had already decided to dismiss before the hearing.

Former employee v Kirwan and Sons Limited

A former employee was unfairly dismissed and awarded over £7,600 in compensation after her employer failed to pay redundancy, notice, holiday pay, and statutory sick pay.

Events Manager (1 year 5 months' service) v Jack Petchey Foundation Limited

A tribunal ruled that an events manager with a serious leg injury was disabled under the Equality Act, and that her employer knew about it from February 2020.

Former employee v Inari Sushi and Grill Limited

A former employee who was unfairly dismissed for whistleblowing and subjected to multiple breaches including unpaid holiday pay and unauthorised deductions has been awarded £13,117.36 by an employment tribunal.

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

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

Account manager (7 years' service) v Lil Packaging Ltd

An account manager with seven years' service was unfairly dismissed after her partner started working for a competitor. The tribunal found the employer failed to explore alternatives like office working. She was awarded £5,174.80.

Part-time Fundraising Assistant (8 years' service) v The College of St Barnabas

A part-time Fundraising Assistant was dismissed for not being vaccinated against COVID-19, but a tribunal ruled her unfair dismissal claim was in time because she only read the dismissal letter on 23 December 2021, not when it was first sent.

Groom (3 years' service) v The Durdans Stables Ltd

A groom who was offered different working days after maternity leave, which she could not do due to childcare, was constructively dismissed and awarded £16,839 including £12,000 for injury to feelings.

Former employee v McMillan Williams Solicitors Limited (In administration)

A former employee of McMillan Williams Solicitors won £13,649 after the tribunal found she was constructively unfairly dismissed. The firm did not attend the hearing.

Former employee v Unite Telecoms Limited

A former employee won £29,477 in disability discrimination and holiday pay after Unite Telecoms Limited failed to comply with tribunal orders and had its response struck out.

Former employee v Independent Catering Management Ltd

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

Quality Lead (18 years' service) v Mitie Group Plc

A Quality Lead with 18 years' service was unfairly dismissed when Mitie Group Plc used flawed selection criteria and a perfunctory consultation process in a redundancy exercise. The tribunal awarded £46,933.64.

Former employee v University College of Osteopathy

A former employee was unfairly dismissed for gross misconduct. The tribunal applied a 20% ACAS code uplift but also reduced compensation by 20% for contributory conduct and 20% for the chance she would have been dismissed anyway.

Bar manager v Hamsterley and District Social Club Limited

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

Driver of 7.5 tonne vehicles (7 years' service) v Halls Distribution Ltd

A driver with 7 years' service was unfairly dismissed after a road traffic accident when his employer failed to contest his claims. The tribunal awarded £5,586.99.

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

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

Carer (2 years' service) v Mr Paul Orkin

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

Sewing Machinist (7 years' service) v Sew On and Sew Forth Limited

A Norwich tribunal awarded £20,891.76 to a sewing machinist who was unfairly selected for redundancy when her employer closed the business but only dismissed her. The award included a 20% uplift for breaching the ACAS Code of Practice.

Head of operations & finances (4 years' service) v IOET Ltd T/a Tokyoesque

A tribunal found that a small employer's failure to appoint an independent chair for disciplinary and appeal hearings amounted to a fundamental breach of trust, entitling the head of operations to resign and claim constructive unfair dismissal. A remedy hearing will determine compensation.

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

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

Communications and marketing officer (8 months' service) v Wren Music (a company limited by guarantee)

A communications and marketing officer with only eight months' service was dismissed shortly after raising fire safety concerns. The tribunal granted interim relief, finding he had a 'pretty good chance' of proving automatic unfair dismissal.

Telesales staff (office staff) v Flawless Makeover Studios Ltd

Three telesales workers were told they were employed by a company in liquidation, but the tribunal found their real employer was Flawless Makeover Studios Ltd. The case highlights the importance of written contracts and consistent payment records.

Practice Manager (4.5 years' service) v Dr A Milner t/a Anlaby Surgery

A practice manager with 4.5 years' service was unfairly dismissed after a dispute over pay for work at an Improving Access Hub. The tribunal found the real reason was a breakdown in the relationship, not misconduct. She was awarded £24,440.

Former employee v Roudh Enterprise Limited

A former employee has been awarded £14,363.05 after the Employment Tribunal found their unfair dismissal, breach of contract and holiday pay claims well-founded. The employer did not attend the hearing.

Former employee v Fyre Group Limited

A former employee won over £41,000 for pregnancy discrimination after her employer failed to respond to the tribunal claim. The award includes loss of earnings, injury to feelings, and an ACAS uplift.

Printing assistant (graphic design) (2 months' service) v H & L Trading Ltd

A printing assistant with only two months' service was automatically unfairly dismissed after emailing his employer about back pain caused by a low worktable. The tribunal awarded £23,192.40.

Deputy Home Manager (support worker) v Teen Support Services Ltd

A deputy home manager has won a preliminary ruling that she was employed by Teen Support Services Ltd, not a related company, allowing her whistleblowing and race discrimination claims to proceed.

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

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

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

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

Former employee (11 years' service) v Emma’s Beauty (Epsom) Limited

A former employee with 11 years' service was awarded over £4,600 after being made redundant without notice or redundancy pay by Emma’s Beauty (Epsom) Limited.

Community accountant (21 years' service) v Community Accountancy Self Help

A community accountant with 21 years' service had her pay and hours halved without her agreement. The tribunal ordered the charity to repay £16,893 in unlawfully deducted wages.

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

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

Waitress (2 years' service) v Cribben Southampton Limited

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

Pot department packer (11 years' service) v Aeroplas (UK) Ltd

A pot department packer with 11 years' service was dismissed after a seizure at work without a formal meeting. The tribunal found the dismissal unfair and discriminatory, awarding over £15,000 in compensation.

Former employee v Small and Beautiful Limited

A former employee who was dismissed shortly after raising concerns about not being paid the national minimum wage has won over £17,000 in compensation for automatic unfair dismissal, race discrimination, and unlawful deductions.

Former employee (made redundant while pregnant) v Janet Sinden & Co

A tribunal has allowed a former employee to bring her unfair dismissal and sex discrimination claims nearly five months late, after she suffered a traumatic birth, lost her partner, and faced pandemic isolation.

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

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

Former employee v Victuals Trading Limited t/a Brooks

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

Overseas Visitors Officer (7 years' service) v Bradford Teaching Hospitals NHS Foundation Trust

An Overseas Visitors Officer with 7 years' service resigned after her bullying complaint was upheld but the outcome was never disclosed. The tribunal awarded £9,379.96 for constructive unfair dismissal.

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

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

Night Manager (17 years' service) v Bondco 628 Limited

A night manager who raised concerns about pay and holiday pay was unfairly dismissed after posting derogatory comments in a WhatsApp group. The tribunal found the real reason was her assertion of statutory rights.

Multi-Skilled Operative (2.5 years' service) v Cemex UK Operations Limited

A multi-skilled operative was unfairly dismissed after a collision with a customer lorry that had entered the yard without permission. The tribunal found the appeal process was procedurally unfair and closed-minded.

Former employees v C and others

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

Supermarket employee (8 weeks' service) v Thoughtful Supermarket Ltd

A supermarket employee was unfairly dismissed for making protected disclosures after just eight weeks of service. The tribunal awarded £15,660.06, including injury to feelings and an ACAS code uplift.

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

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

Former employee (Technical Department) v Spanjer Chemicals Limited

A former technical department employee was awarded £9,000 after his employer failed to present a response to his unfair dismissal claim within the time limit, and the tribunal refused an extension.

President EMEA (6 years' service) v Burrana Limited

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

Former employee v Head Projects Ltd

A former employee of Head Projects Ltd has won a claim for unlawful deduction of wages, holiday pay, an HMRC refund and expenses, totalling £5,285.68.