Partial win

Taxi driver (private hire vehicle) v Mr R Tidman

A private hire taxi driver was found to be an employee of the vehicle owner and a worker of the dispatch company. He was awarded £5,181.48 for unlawful deduction of wages, but his age discrimination claim was dismissed.

Payments consultant (via limited company) v Paymentsense Limited

A tribunal has granted a payments consultant permission to amend his claim to include wrongful dismissal and National Minimum Wage complaints, but refused to add automatic unfair dismissal. The case highlights the hurdles of bringing claims when working through a limited company.

Delivery driver (2.5 years' service) v NHK Enfield Ltd

A delivery driver was unfairly dismissed after his manager told him 'I don't need you any more' and used abusive language. The Watford tribunal awarded £4,656 in compensation.

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

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

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

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

Work coach (2 years' service) v Department for Work and Pensions

An employment tribunal struck out a work coach's direct sex discrimination claim after she was dismissed for unauthorised searches, but allowed her discrimination arising from disability claim to proceed.

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

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

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

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

Former employee v Giuseppe Of Belgravia Limited

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

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

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

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

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

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

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

Former employee v Miss Sparkles 2 You Ltd

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

Former employee v Zhero Limited

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

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

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

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

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

Former employee v Remembrance Group Ltd (In Voluntary Liquidation)

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

Former employee v Mitie Ltd

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

Care Assessment Officer v AMG Consultancy Services Ltd

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

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

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

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

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

Former employee v Ian Henery Solicitors Ltd

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

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

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

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

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

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

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

Former employee v Guardian Industrial (UK) Ltd

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

Former employee v Stonewater Ltd

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

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

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

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

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

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

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

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

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

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

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

Former employee v OCS Group UK Ltd

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

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

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

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

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

Former employee (business service consultant) v UK Direct Business Solutions Limited

A former business service consultant's direct sex discrimination and bonus claims were struck out, but her sexual harassment and harassment related to sex claims will proceed to a final hearing.

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

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

Former employee v Anderbury Ltd

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

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

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

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

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

Legal secretary (trainee) v AD (deceased)

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

Registered Manager (domiciliary care) v Allwell Care Company Ltd

A registered care manager with emotionally unstable personality disorder was harassed by his employer through a derogatory 'chimp' comment, a push, and a detrimental reference. The tribunal awarded £22,966.72.

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

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

Former employee v Mold Systems EU Limited (In Administration)

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

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

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

Former employee v RR Swami Ltd

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

Former employees (telemarketing business) v Phonetic Group Limited

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

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

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

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

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

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

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

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

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

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

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

Clinical Support Worker (19 years' service) v Chelsea and Westminster Hospital NHS Foundation Trust

A tribunal awarded a statutory redundancy payment of £2,077.16 to a Clinical Support Worker with 19 years' service, finding that his refusal of an alternative role was not unreasonable.

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

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

Former employee v Asda Stores Ltd

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

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

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

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

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

Former employee v Fenco Ltd t/a Homesafe Housing

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

Former employee v Fox Networking UK Ltd

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

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

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

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

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

Project Manager (2 months' service) v Phoenix Social Enterprise Ltd

A tribunal ruled that a Project Manager who worked for just two months at Phoenix Social Enterprise Ltd was a worker, not an employee, meaning she can claim unpaid wages and holiday pay but not unfair dismissal.

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

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

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

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

Care home employee v Abbey Grange Care Home Ltd

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

General Manager (charity founder) v Like U CIO

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

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

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

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

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

Kitchen porter v Boiler & Company UK Limited

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

Former employee v Esto Es Espana Ltd

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

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

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

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

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

Former employee v T33 Holdings Ltd

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

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

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

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

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

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

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

NHS employee v Wirral University Teaching Hospital NHS Foundation Trust

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

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

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

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

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

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

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

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

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

Asbestos supervisor (7 years' service) v Safe Strip UK Limited

An asbestos supervisor unfairly dismissed for redundancy was awarded £3,298 after a 75% Polkey reduction. The tribunal found the dismissal unfair but applied a large reduction for the chance of fair dismissal.

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

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

Former employee v The Bull (Colchester) Ltd

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

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

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

Former employee v Ministry of Justice

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

Swimming teachers v Achieve Lifestyle Ltd

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

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

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

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

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

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

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

Former employee v Acton Vale Community Association

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

Estate agent employee v Staton’s Estate Agents LLP

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

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

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

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

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

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

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

Bar worker (2 years' service) v David Brooker

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

Former employee v Mazars LLP

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

Sales assistant (7 months' service) v Electronic Wholesale Suppliers (Guildford) Limited

A sales assistant who was dismissed for unauthorised absence the day after submitting a fit note for mixed anxiety and depressive disorder has won a disability harassment claim. The tribunal awarded £22,178.95.

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

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

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

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

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

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

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

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

Team Member (36 years' service) v BT Plc

A team member with 36 years' service resigned after performance concerns were raised following a new ticketing system. The tribunal dismissed her constructive dismissal claim but awarded £306.40 for unpaid holiday pay.

Barrister (criminal defence) v Stonewall Equality Limited

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

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

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

Former employee v Strong Maker Limited

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

Former employee v Auxilium Developments Limited

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

Former employee v Ocado Central Services Ltd

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

Former employee v Amazon UK Services Limited

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

Director (solicitor, 2 years' service) v Duncan Lewis Solicitors Limited

A director with extreme fatigue was dismissed for unauthorised absence without any medical evidence or occupational health referral. The tribunal found unfair dismissal and disability discrimination.

Relief pharmacist (11 years' service) v Boots Management Services Limited

A relief pharmacist with 11 years' service was subjected to racial harassment by colleagues and then constructively dismissed after his employer mishandled his grievance. The tribunal awarded £45,263.11.

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

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

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

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

Former employee v Fyfe Mcdade Ltd

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

Former employee v Beechwood Property Services Ltd

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

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

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

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

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

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

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

Gymnastics coach (3 years' service) v Daniel May

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

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

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

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

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

Former employee v Autosparx Limited

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

Former employee v Baber Khan

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

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

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

Security Patrol Officer v Pace Security Services Limited

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

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

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

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

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

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

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

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

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

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

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

Office Manager (3 years' service) v Bartco Ltd

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

Former employee v BAE Systems (Operations) Limited

A former employee's whistleblowing detriment claims against BAE Systems have been partially struck out as out of time, but her constructive dismissal and some other claims can proceed.

Former employee v APT Health and Safety Training Solutions Ltd

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

Former employee v Vibrant Energy Matters Ltd

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

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

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

Former employee v Together Stronger (South Wales) Ltd.

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

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

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

Technician (6 years' service) v Crossroads Group Limited

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

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

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

Former employee v Shane Finnegan t/a Harp Renewables Ltd

A former employee who could not bring an unfair dismissal claim due to short service was awarded over £21,000 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

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

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

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

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

University academic (disabled employee) v University of the West of England

A university academic with Parkinson's disease was allowed to pursue her unfair dismissal claim 10 days late after the tribunal found it was not reasonably practicable to file on time due to her disability and IT problems.

Former employee v Epsilon Ten Limited trading as Oxto Energy Storage

A former employee with less than two years' service successfully claimed £13,389.33 in unpaid wages, pension contributions and annual leave after his employer failed to pay him for months and did not attend the tribunal hearing.

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

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

Former employee v PMP Recruitment Limited

A former employee of PMP Recruitment Limited succeeded in claims of direct discrimination and harassment on grounds of age, race, and sex, and was awarded over £19,000 in compensation.

Head of E-Commerce (8 months' service) v Mibelle Ltd

A tribunal found that a Head of E-Commerce with 8 months' service was genuinely redundant, rejecting claims that her dismissal was linked to her pregnancy. She succeeded only on a claim for unpaid holiday pay.

Trader (7 years' service) v EDF Trading Limited

A trader with 7 years' service was unfairly dismissed by EDF Trading Limited after a flawed investigation into an alleged leak of confidential information. The tribunal found the dismissal procedurally unfair but rejected his whistleblowing claim.

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

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

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

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

Deputy Principal (14 years' service) v The Shared Learning Trust

A deputy principal with 14 years' service was unfairly dismissed after the trust failed to tell her the purpose of a redundancy consultation meeting. The tribunal awarded no compensation, however, finding she would have been dismissed anyway.

Lead Engagement & Core Production Officer (local authority) v Mosses Community Association Limited (in Voluntary Creditors Liquidation)

A local authority employee was awarded £15,483 after her employer's response was struck out for failing to comply with case management orders, leaving the tribunal unable to hold a fair hearing.

Senior Electrical Engineer/Supervisor (8 years' service) v Bechtel Ltd

An employment tribunal found that Bechtel Ltd unfairly dismissed a senior electrical engineer during a redundancy process, ruling that the selection lacked transparency. The claimant's race, caste, and whistleblowing claims were dismissed.

Former employee v Carisway Facilities Support Ltd (in Creditors’ Voluntary Liquidation)

A cleaner was unfairly dismissed when her employer went into liquidation without following any redundancy procedure. The tribunal awarded £14,522 in compensation, reduced by 50% for the chance she would have been dismissed anyway.

Care worker v Reach Care Services Limited (in Voluntary Liquidation)

A care worker was constructively unfairly dismissed by Reach Care Services Limited, which was in voluntary liquidation. The tribunal awarded £31,222.97 for unfair dismissal and unpaid holiday pay.

Job applicant (former Band 2 Clerical Supervisor) v Princess Alexandra Hospital NHS Trust

A job applicant with fibromyalgia had his offer withdrawn after requesting part-time hours. The tribunal found direct disability discrimination and awarded £8,067.

Former employee v ISWP Support Services Limited

A former employee who resigned after being required to attend a disciplinary investigation meeting following protected disclosures has won claims for detriment, disability discrimination, harassment and victimisation, but her constructive unfair dismissal claim was dismissed. She was awarded £12,822.78.

Former employee (32 years' service) v High-Tech Windows Ltd (in voluntary liquidation)

A former employee with 32 years' service was awarded a protective award of 90 days' pay after his employer made him and 20 others redundant without any consultation.

Former employee v Green and Brown Ltd

A former employee with a dilated right kidney has been found disabled under the Equality Act, allowing his discrimination claims to proceed to a full hearing.

Teaching Assistant (6 months' service) v Knossington Grange School Ltd

A tribunal ruled that a teaching assistant with ADHD, anxiety and depression was disabled at the time of her employment, allowing her disability discrimination claim to proceed.

Former employee v Sterling Studios Ltd

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

Train cleaner (21 years' service) v Atalian Servest Limited

A train cleaner with 21 years' service was unfairly dismissed after a flawed investigation into alleged theft of soap, but the tribunal found he actually committed theft, reducing compensation to zero.

Former employee v The High Street Surgery

A former employee of The High Street Surgery won her constructive unfair dismissal claim after resigning due to her employer's conduct. The Watford tribunal awarded £5,687.21 but dismissed her disability discrimination claims.

Former employee (rehabilitation sector) v KTB Rehabilitation Ltd

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

Theatre and Community Centre Manager (18 years' service) v The Dragon Barmouth Ltd

A theatre manager who was dismissed after two long periods of sickness absence lost her claims for unfair dismissal and disability discrimination, but won a small holiday pay award.

Assistant to business owner (2 years' service) v Dawn Bibby Productions Limited and Miss Dawn Bibby

A tribunal ruled that an assistant to a TV craft business owner was a worker, not an employee, and awarded £7,209 for unpaid holiday pay and pension contributions.

Digital Marketing Manager (8 months' service) v Criterion Hospitality Limited

A digital marketing manager with Crohn's and Behcet's disease was unfairly selected for redundancy after his disability-related absences played a role in the decision. The tribunal awarded £26,132.24.

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

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

Depot manager (18 years' service) v Concord Lifting Equipment Limited

A depot manager with 18 years' service was unfairly dismissed after his employer relied on a stale theft allegation and denied him the chance to respond. The tribunal awarded £22,000.

Customer assistant (7 years' service) v Marks and Spencer PLC

A customer assistant with autism was unfairly dismissed by Marks and Spencer after leaning on a colleague, as the tribunal found the employer failed to consider his condition or obtain updated medical reports.

Broadcast journalist (5 years' service) v Cable News International, Inc.

A British broadcast journalist who worked for CNN across Asia and London has won the right to bring unfair dismissal and discrimination claims in the UK, after a tribunal ruled she had sufficient connection to Great Britain during her medical leave.

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

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

Former employees (family-run supermarket) v Medsun Food Ltd

Three employees were fairly dismissed for a roof confrontation and assault, but a fourth was unfairly dismissed for taking goods without payment. The tribunal reduced her compensation to zero due to her conduct.

Professional footballer v Queens Park Rangers Football and Athletic Club Limited

A tribunal ruled that a QPR footballer's unfair dismissal claim was brought too late, but allowed his race and harassment claims against the club, manager John Yems and Crawley Town to go forward due to his severe depression.

Lift engineer's mate (5 months' service) v Lift Gear Engineering Limited

A lift engineer who raised safety concerns about unqualified workers was automatically unfairly dismissed. The tribunal awarded £12,609.52, including a 25% ACAS uplift for the employer's failure to follow disciplinary procedures.

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

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

Geography teacher (7 years' service) v United Learning Trust

A tribunal found that a geography teacher with seven years' service was unfairly dismissed by United Learning Trust after a breakdown in relationships, and that a headteacher victimised him by providing a negative reference. He was awarded £36,677.70.

Universal education facilitator (1 year's service) v Turning Point

A tribunal refused to strike out a universal education facilitator's whistleblowing and victimisation claims against Turning Point, but ordered her to pay a £150 deposit for each to proceed.

Healthcare assistant (8 years' service) v Medical Services International Limited

A healthcare assistant with fibromyalgia was constructively dismissed after her employer failed to offer a permanent alternative role and ignored her complaints about colleague hostility. The tribunal awarded £41,864.95.

Line operative (24 years' service) v Malcolm Enamellers ACP Limited

A line operator with 24 years' service was unfairly dismissed after refusing to accept new terms and conditions. The tribunal found the process flawed but ruled he would have been dismissed anyway by a later date.

Security Officer (13 years' service) v Secure Frontline Services Limited

A tribunal found that a security officer with 13 years' service was unfairly dismissed after being sacked by email without any disciplinary hearing, but reduced her compensation to zero because her own conduct contributed entirely to the dismissal.

Plant operator / maintenance worker (chemical effluent treatment plant) v Suez Industrial Water Limited and Airbus Operations Limited

Three chemical effluent plant workers were automatically transferred to Airbus under TUPE when the maintenance contract expired and Airbus took the work in-house. The tribunal declared a service provision change had occurred.

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

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

Administrative Officer (2 years' service) v Brook Street Limited

A tribunal has allowed an administrative officer to amend her disability discrimination claim to include a section 15 claim, while refusing to add new disabilities. The respondent's strike-out applications were largely rejected.

Shop assistant / supervisor (2 years' service) v Beauty Base Ltd

A shop assistant who took a long holiday after an informal arrangement with his manager was unfairly dismissed for alleged mobile phone use. The tribunal awarded £18,441 after finding the real reason was unknown and the procedure was a sham.

Former employee v Walkers Snacks Limited

A former employee with osteoarthritis faced strike-out of one harassment claim but was allowed to proceed with others, including unfair dismissal and disability discrimination, after a preliminary hearing.

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

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

Former employee (18 years' service) v Riviera Multimedia Ltd

A former employee with 18 years' service was locked out of her workplace and left unpaid for months. The tribunal awarded her over £26,000 in redundancy, breach of contract, unpaid salary, and holiday pay.

Telesales consultant (6 years' service) v Direct Line Insurance Services Ltd

A telesales consultant with menopausal symptoms won £64,645 after her employer failed to make reasonable adjustments and treated her unfavourably due to her disability.

Former employee (30 years' service) v Dunwood Specialties Limited

A tribunal found that Dunwood Specialties Limited unfairly dismissed a long-serving employee after failing to follow any disciplinary process, but reduced compensation by 80% because the employee would likely have been dismissed anyway.

Healthcare assistant (nursing bank) v Imperial College Healthcare NHS Trust

A tribunal ruled that a healthcare assistant's left shoulder, lower back and wrist impairments were disabilities, but her premature menopause was not because it only affected her sexual life, not her professional life.

Casual worker (5 years' intermittent service) v Miracle Art and Inspired Sanity Ltd

A casual worker with Asperger Syndrome failed to prove disability discrimination or harassment, but the tribunal ruled she was a worker entitled to holiday pay.

Midwife (22 years' service) v Frimley Health NHS Foundation Trust

A Reading tribunal struck out a midwife's discrimination claims against Frimley Health NHS Foundation Trust after finding they could not be fairly heard, but allowed her unfair and wrongful dismissal claims to proceed.

Former employee (10 months' service) v Maronsett Limited

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

Spray Operative (Japanese knotweed site technician) v Zirkon Ltd

A tribunal refused to strike out a reasonable adjustments claim brought by a spray operative with mixed anxiety and depression, despite the employer arguing the claim had no reasonable prospects. The employer had already conceded unfair dismissal.

Former employee v Unique Training Group Ltd

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

Lead nurse specialist (4 years 8 months' service) v Royal Free London NHS Foundation Trust

A lead nurse specialist was unfairly dismissed by Royal Free London NHS Foundation Trust after the trust failed to properly handle her grievance. The tribunal found she had committed gross misconduct but the dismissal was procedurally unfair.

Charity shop manager (4 months' service) v Restore (Cumbria)

A charity shop manager with just four months' service was automatically unfairly dismissed after querying her pay. The tribunal awarded £17,956 in compensation.

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

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

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

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

PE teacher and union representative v The North Huddersfield Trust

A PE teacher and union rep was unfairly dismissed after a breakdown in relationships with school leadership. The tribunal found her suspension and dismissal were acts of victimisation, but reduced compensation by 50% for her own conduct.

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

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

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

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

Support Worker in a care home (10 months' service) v The Belsteads Group Ltd.

A support worker who raised COVID-19 safety concerns was put on a performance improvement plan and later dismissed. The tribunal found she suffered detriment for whistleblowing and was discriminated against when pregnant.

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

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

Ward manager (12 years' service) v Cheshire and Wirral Partnership NHS Foundation Trust

A ward manager with 12 years' service was dismissed for gross misconduct after the trust used CCTV and fob records to investigate her hours. The tribunal found the dismissal fair but awarded £10,269.96 for breach of contract — she should have received notice pay.

Healthcare assistant (19 years' service) v Practice Plus Group Health and Rehabilitation Service Ltd

A healthcare assistant with 19 years' service succeeded in a disability discrimination claim after her employer failed to carry out a BAME risk assessment she had requested. The tribunal found the dismissal fair and rejected victimisation claims.

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

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

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

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

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

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

Caretaker (15 years' service) v Islington Borough Council

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

Former employee (medical centre) v Dr S Zaidi

A tribunal found that a medical centre employee was disabled from December 2019 due to anxiety and depression, earlier than the employer conceded. The ruling confirms that mental impairments can be 'long-term' even before 12 months have passed.

Managing Director (19 years' service) v Agra Freeze Limited

A managing director with 19 years' service was constructively dismissed after her employer paid her a bonus £15,975 short of what was owed. The tribunal awarded damages and a 40% Polkey reduction.

Former employee v Drainforce Rail Ltd

Five former employees of Drainforce Rail Ltd were unfairly dismissed in a redundancy process, but their claims for a statutory redundancy payment failed. The tribunal awarded a total of £23,911.04.

Trainee duct fitter (14 months' service) v AV Unibrak South Ltd

A black trainee duct fitter was paid less and given more labouring work than white comparators. The tribunal awarded £27,624 for race discrimination and unpaid wages.

Former employee v Gist Ltd

A former employee who missed the deadline for his unfair dismissal claim because he didn't know about the three-month limit was able to proceed with his disability discrimination claim on 'just and equitable' grounds.

Bus driver (3 years' service) v Stagecoach Group Plc

A bus driver with deep vein thrombosis was constructively dismissed after Stagecoach failed to implement occupational health recommendations for shorter routes and breaks. The tribunal awarded £38,794.56.

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

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

Farm shop worker (7 years' service) v M.B. Farm Produce Limited

A farm shop worker with 7 years' service was unfairly dismissed after initially refusing a suitable alternative role but later changing her mind, only to have her employer ignore her change of heart. The tribunal awarded £7,209.50.

Assistant Head of School / Deputy Designated Safeguarding Lead (6 years' service) v Haggerston School and London Borough of Hackney

An assistant head of school who told his headteacher he was a victim of domestic violence has won his constructive unfair dismissal claim after the school's handling of disciplinary and grievance processes was found to breach trust and confidence.

Former employee v The CS Group Limited

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

Finance Director (24 years' service) v Artem Ltd

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

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

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

Head of Sales (2 years' service) v Pendragon Plc t/a Stratstone BMW

A tribunal found the dismissal of a Head of Sales was procedurally unfair due to a flawed appeal and inconsistent treatment, but awarded no compensation because of the employee's contributory conduct.

Assistant Store Manager (Makkar, 8 years' service) and Store Manager (Bakiu, 15 years' service) v Neve Jewels Ltd t/a Diamonds Factory

An assistant store manager and a store manager with 8 and 15 years' service were constructively unfairly dismissed after their employer failed to investigate a racist comment, threatened dismissal, and required a diabetic employee to work alone on locked premises. The tribunal found a cumulative breach of trust and confidence.

Workshop technician v Fact Community Transport

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

Senior care assistant (2 years' service) v Mr J W Nunn trading as Primrose Lodge

A senior care assistant who resigned after a manager swore at her and a grievance was poorly handled has won her constructive unfair dismissal claim. The tribunal found a fundamental breach of trust and confidence.

Senior healthcare assistant (3 years' service) v The Spitalfields Practice

A senior healthcare assistant was unfairly dismissed after a breakdown in working relationships, but the tribunal applied a 75% Polkey reduction, awarding £6,975.14 in compensation.

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

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

Team Leader (13 years' service) v Care UK Community Partnership Ltd

A team leader dismissed for failing to complete accident reports was unfairly dismissed because the real reason was his whistleblowing. Tribunal awards £40,670 after 30% reduction for his conduct.

Antenatal Education Midwife (3 years' service) v Barking, Havering and Redbridge University Hospitals NHS Trust

An antenatal education midwife with dyspraxia and depression was constructively dismissed after a manager raised multiple criticisms without warning. The tribunal upheld her unfair dismissal claim and one reasonable adjustment claim.

Former employee v Sodexo Limited

A former employee of Sodexo was constructively dismissed and directly discriminated against on grounds of race after the company failed to address concerns raised in her grievance. The tribunal awarded £16,695.13.

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

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

D&A Analyst (2 years' service) v National Westminster Bank Plc

A tribunal found that National Westminster Bank Plc unfairly dismissed a D&A Analyst for relationship breakdown, but ruled that he would have been dismissed within a month anyway and that his own conduct contributed entirely to his dismissal, resulting in no compensation.

Contract Manager (2 years' service) v British Tourist Authority

A contract manager who was dismissed after returning from maternity leave has been awarded £39,538 after a tribunal found her dismissal was automatically unfair because it was connected to her maternity leave.

Finance Assistant (4 years' service) v Outstanding Branding Ltd (in Liquidation) and Sandy Branding Ltd

A finance assistant was made redundant without any consultation or selection process after his employment transferred to a new company. The tribunal awarded over £11,000 for unfair and wrongful dismissal and unpaid wages.

Former employee v Tesco Stores Limited

A former employee was unfairly dismissed by Tesco, but the tribunal reduced his compensation by 10% because his own conduct contributed to the dismissal. Discrimination claims were dismissed.

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

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

Caretaker (9 years' service) v Catalyst Housing Limited

A caretaker with 9 years' service had his unfair dismissal claim struck out for being six weeks late, but his disability discrimination claim was allowed to proceed. No compensation awarded.

Former employee v Cerberus Security and Monitoring Services Ltd

A former employee of Cerberus Security and Monitoring Services Ltd has succeeded in unfair dismissal and victimisation claims after being dismissed for conduct failings. Remedy is yet to be determined.

Former employee v Marks and Spencer plc

A former Marks and Spencer employee had several claims struck out due to lack of reasonable prospect of success, but race and religion discrimination claims survive subject to small deposits.

Former employee v The Cultural Bureau of the Royal Saudi Embassy in London

A former employee of the Saudi embassy in London had most of his claims struck out due to state immunity, but his EU-law-based holiday pay claim was allowed to proceed.

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

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

Former employee (6 years' service) v Short Richardson and Forth Limited In Voluntary Liquidation

A former employee with six years' service was awarded over £3,600 after their employer made 20 or more staff redundant without any consultation. The tribunal found a protective award of 90 days' pay was justified.

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

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

Highways Maintenance Operative (5 years' service) v Amey Services Ltd

A Highways Maintenance Operative was unfairly dismissed after admitting to stealing diesel, but the tribunal found the investigation and disciplinary process were procedurally flawed.

Part-time Operations Assistant (4 years' service) v Love My Human Ltd

A part-time Operations Assistant with Long Covid was unfairly dismissed when her employer decided to make her redundant before any consultation. The tribunal found the dismissal unfair but applied a 60% Polkey reduction.

Care home employee v Hilbre Care Ltd (in creditors voluntary liquidation)

A care home employee who was dismissed and subjected to detriments after making a public interest disclosure has been awarded £15,963.47 by the Liverpool Employment Tribunal.

Dog Handler (2 years' service) v Global Support Services (UK) Ltd

A dog handler who secretly recorded managers and sent a threatening email was dismissed. The tribunal upheld some claims but found no sex discrimination or whistleblowing victimisation.

Senior Social Media Manager (2 years 7 months' service) v Herbalife Europe Limited

A tribunal struck out several race harassment and victimisation allegations from a senior social media manager against Herbalife Europe, ruling they were brought too late. Other claims will proceed to a final hearing.

Former employee v Holland and Barrett Retail Ltd

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

Senior manager (6 years' service) v 221B Limited

A senior manager who was summarily dismissed after her solicitor demanded a £500,000 bonus has won her unfair dismissal claim, but the tribunal said she would have been fairly dismissed after a proper process.

Former operative (facilities management) v Ian Williams Ltd

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

Former employee (cleaner) v Tame Cleaning & Maintenance Ltd

A former cleaner was unfairly dismissed by Tame Cleaning & Maintenance Ltd. The tribunal allowed her late claims because severe depression made it not reasonably practicable to file on time.

Deputy Managing Director (15 years' service) v Phase II International Ltd

A deputy managing director with 15 years' service was unfairly dismissed after a flawed misconduct process. The tribunal found the decision-maker had prejudged the outcome, but applied a 50% Polkey reduction.

Senior administrator/manager (17 years' service) v Solos Consultants Ltd

A senior administrator with 17 years' service was dismissed after a family feud made working relationships untenable. The tribunal upheld the unfair dismissal claim but found the reason for dismissal was potentially fair, though the process was flawed.

Former employee (Software and Solutions Developer, 3.5 years' service) v Fujitsu Services Limited

A tribunal found that Fujitsu Services Limited discriminated against a disabled employee by failing to conduct a stress risk assessment, requiring phone sickness reporting, and disclosing information to his mother without consent. The former software developer was awarded £21,572.

Spray polisher (5 years' service) v Mowlem and Company (Manufacturing) Limited

A spray polisher with five years' service was unfairly dismissed after his employer refused his proposed phased return following bilateral hip replacements. The tribunal awarded £4,250 but rejected disability discrimination claims.

Former employee v Mihomecare Limited

A former care worker succeeded in her unfair dismissal claim against Mihomecare Limited, but the tribunal reduced her compensation to zero because of her own conduct and the likelihood she would have been dismissed anyway.

Accuracy Checking Pharmacy Technician (12 years' service) v Boots Management Services Ltd

A tribunal allowed a Boots pharmacy technician with 12 years' service to amend her claim to include unfair dismissal, finding the new claim was a relabelling of existing facts.

Former employee v Sharps Bedrooms Limited

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

Behaviour Lead and Community Liaison (17 years' service) v Solihull Metropolitan Borough Council

A behaviour lead with 17 years' service was unfairly dismissed after her employer relied on outdated medical reports and failed to follow its own sickness procedure. The tribunal awarded £23,222, including £9,000 for injury to feelings.

Care worker (4 years' service) v GGN Limited t/a Golders Green Nursing

A care worker who arranged for a friend to help her look after a vulnerable client during lockdown was unfairly dismissed, but the tribunal reduced her compensation by 70% for the chance she would have been fairly dismissed anyway and by 60% for her own misconduct.

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

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

Accounts Administrator / Finance employee (6 years' service) v Innovation First International (UK) Limited

A tribunal refused to strike out an employer's response despite the claimant's allegations of unreasonable conduct, allowing the case to proceed to a full hearing.

Warehouse operative (agency worker) v Taylor Made Golf Limited

A warehouse operative who worked via an agency was not an employee of Taylor Made Golf, but her pregnancy discrimination claim as a contract worker was allowed to proceed despite being nearly a year late.

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

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

Bus driver (13 years' service) v Arriva London North Limited t/a Arriva London

A bus driver with 13 years' service was dismissed after being off sick for over a year. The tribunal refused to strike out her remaining claims of unfair dismissal and disability discrimination.

Reablement Support Assistant (13 years' service) v Bristol City Council

A Reablement Support Assistant with 13 years' service was dismissed for conduct after a disciplinary hearing she could not attend because the Teams link was sent to the wrong email address. The tribunal found the dismissal substantively fair but procedurally unfair, though no compensation was awarded.

Former employee v Xiamen Ason Products Limited

A former employee who was dismissed without notice by Xiamen Ason Products Limited has been awarded £15,495.72 for breach of contract and failure to provide a written statement of particulars.

Security guard (5 years' service) v Embassy of the Kingdom of Bahrain

A security guard with five years' service was dismissed just before his role was outsourced. The tribunal found a TUPE transfer occurred and his dismissal was automatically unfair.

Trainee Nursing Associate (2 years' service) v North West Anglia NHS Foundation Trust

A trainee nursing associate was unfairly dismissed after a disciplinary hearing went ahead while she was signed off sick following her mother's death. The tribunal found the process unfair but awarded no compensation, ruling she would have been dismissed anyway.

Team Supervisor (17 years' service) v Wilko Ltd

A tribunal found that Wilko Ltd unfairly dismissed a long-serving team supervisor for smoking on company property, but reduced compensation by 50% due to her admitting the misconduct.

Shift manager (2 years' service) v Lidl Great Britain Limited

A shift manager at Lidl was sexually harassed by a deputy store manager, paid less than male colleagues, and forced to resign. The tribunal awarded £50,884.62.

Project Manager (18 months' service) v Lead Digital Limited

A project manager who was subjected to a sexually explicit comment and then dismissed by redundancy won £35,300 after her employer failed to defend the claim. The tribunal awarded £20,000 for injury to feelings and £15,300 for loss of earnings.

Director and shareholder (co-founder) v Capital Computer Care Ltd

A director and 45% shareholder who received a fixed monthly PAYE payment for over 30 years was found not to be an employee or worker. The tribunal ruled it had no jurisdiction over his unfair dismissal claim, but his age discrimination claim can proceed as an office holder.

Respiratory Research Nurse (Band 6, 3 years 9 months' service) v Bradford Teaching Hospitals NHS Foundation Trust

A respiratory research nurse was unfairly dismissed when her fixed-term contract was not renewed due to financial deficits. The tribunal awarded £11,754 after finding a 50% chance she would have been dismissed anyway.

Field Assessor (10 years' service) v Vibrant Energy Matters Ltd

A field assessor with 10 years' service who raised concerns about returning to work during the pandemic has won a victimisation claim against Vibrant Energy Matters Ltd. The tribunal found the company failed to properly handle her second grievance.

Former employee (head chef) v Queens Hospitality Limited

A head chef who was disciplined and dismissed after making a protected equality act complaint has won her victimisation claim. The tribunal also upheld claims for breach of contract and unlawful deduction from wages.

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

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

Senior Quantity Surveyor (6 years' service) v NGE Contracting Limited

A senior quantity surveyor with six years' service was unfairly dismissed after his employer called it redundancy but the tribunal found the real reason was conduct or capability. He was awarded £38,225.

Night shift worker (5 years' service) v Travelodge Hotels Limited

A Travelodge night shift worker of Asian Pakistani ethnicity was awarded £5,705 after the tribunal found the hotel chain failed to investigate his complaint about being sworn at by a manager, amounting to race discrimination.

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

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

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

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

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

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

Former employee v Katie Hillier Limited

A former employee on maternity leave was unfairly dismissed and denied two months' contractual notice. The tribunal awarded £7,229.68 including injury to feelings and corrected a miscalculation on reconsideration.

Book-keeper and administrator (5 years' service) v Jewellery Validation Services Ltd

A book-keeper and administrator was unfairly dismissed after her employer used redundancy as a pretext to end her employment following the breakdown of divorce settlement negotiations. The tribunal awarded £8,922.50.

Sports Club Managers (5 years' service) v Ilford Sports Club Limited

Two joint managers of a sports club were unfairly dismissed when they were made redundant without any consultation, despite the club's dire financial situation. The tribunal also found they were owed unpaid wages and holiday pay.

Veterinary receptionist (8 years' service) v Hills Park Veterinary Group Ltd.

An employment tribunal found that a veterinary receptionist with 8 years' service was constructively and unfairly dismissed after enduring a series of sex-related comments and unwanted physical contact from a colleague. The tribunal upheld claims of harassment and sex discrimination.

Human Resources Advisor (5 years' service) v Southport & Ormskirk NHS Trust

A tribunal found that an NHS Trust unfairly dismissed a Human Resources Advisor who raised concerns about misuse of COVID-19 funds, but awarded only £12,606 after ruling she would have been dismissed anyway.

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

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

Former employee v Medrescue 24 Limited

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

Former employee v Peter's Food Services Limited

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

Former employee v Zobra Limited

A former employee won £1,819 after Zobra Limited failed to respond to claims of unauthorised wage deductions, breach of contract and unpaid holiday. Claims for unfair dismissal and redundancy were struck out due to insufficient service.

Supervisor of Special Services (4 years' service) v Stagecoach South East

A supervisor with depression was unfairly dismissed after posting an offensive tweet while on furlough. The tribunal found Stagecoach failed to consider his mental health before deciding to dismiss.

Shop assistant (14 years' service) v Mr K Kandasamy Koneswaran t/a Terry & Kent Newsagents

A shop assistant with 14 years' service was constructively unfairly dismissed after her employer grabbed her face and called her a 'stupid village idiot woman'. The tribunal awarded no compensation as the claimant did not pursue a remedy hearing.

Regional Sales Manager (2 years 7 months' service) v Syspal Ltd

A tribunal found that Syspal Ltd unfairly dismissed a Regional Sales Manager with 2 years 7 months' service because the redundancy selection process was pre-determined and the scoring matrix flawed. He was awarded £32,735 in compensation.

Sales employee (brief period) v Nowy Styl UK Limited

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

Restaurant employee (9 years' service) v Red Fortuna Limited, trading as Ciao Baby Restaurant

A 9-year restaurant employee was unfairly dismissed after raising concerns about furlough fraud, but his claim for automatic unfair dismissal due to protected disclosure failed. The tribunal awarded £6,300 in compensation.

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

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

Security guard (13 years' service) v Kingdom Services Group Limited

A security guard with 13 years' service on the same assignment was awarded redundancy pay after his employer failed to offer suitable alternative work before the assignment ended. The tribunal rejected claims for unfair dismissal and unpaid wages.

Compliance Engineer (contractor, 7 months' service) v Jaguar Land Rover Ltd

A contractor at Jaguar Land Rover succeeded in claims of sex-related harassment after a male colleague entered her home while she was in the shower and later sent flowers. The tribunal upheld three of five harassment allegations.

Former employee (IT sector, 3 years' service) v IBM UK Ltd

A former IBM employee won permission to amend his race discrimination claim to include the grievance process, but earlier allegations were struck out as out of time.

Former employee v Refuel Forecourt Limited

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

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

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

Postman (5 years' service) v Royal Mail Group Ltd

A postman with five years' service was unfairly dismissed after Royal Mail's covert monitoring operation was found to have significant deficiencies, including misidentification and procedural unfairness. The tribunal upheld his unfair dismissal claim but rejected an automatic unfair dismissal claim on health and safety grounds.

Former employee v Total Support Services Limited

A former employee's claims for unfair dismissal and disability discrimination were struck out for failing to pursue them, but the tribunal allowed her claims for notice pay and holiday pay to proceed as they were undisputed.

Business Development Manager (7 months' service) v Golden Egg Group Limited

Two business development managers who raised concerns about PAYE and payslips were removed from the company WhatsApp group and blamed for contacting HMRC. The tribunal awarded over £15,000 each for injury to feelings, with a 20% ACAS uplift.

Former employee (driver/loader, 2 years 5 months' service) v Dacorum Borough Council

A driver/loader with depression was constructively dismissed after Dacorum Borough Council refused to let him work as a loader and later changed his terms. The tribunal awarded £24,324.43.

Former employee (lorry driver, 18 days' service) v John Lewis Plc

A lorry driver who resigned after 18 days and later worked as an agency driver was unable to claim unfair dismissal due to short service, but his disability and race discrimination claims will proceed to a final hearing.

Former employee v PNS Garage Installations Limited

A former employee who was automatically unfairly dismissed and suffered detriment for whistleblowing has been awarded £14,443.27 by an employment tribunal. The respondent, PNS Garage Installations Limited, did not attend the hearing.

Senior sales consultant v Sevco 5075 Ltd T/a FASTSIGNS Hammersmith

A senior sales consultant who was placed on furlough without his knowledge and continued working full-time has won his constructive dismissal claim. The tribunal found the employer's actions breached trust and confidence.

Former employee (zero-hour contract) v Elevate Staffing Ltd

Two zero-hour contract workers won race and sex discrimination claims after a manager made racist comments and a colleague subjected a female worker to sexist verbal abuse. The tribunal awarded a total of £10,728 for injury to feelings.

Distribution centre HGV driver (2 years' service) v Tesco Stores Limited

An HGV driver who was dismissed for aggressive behaviour after managers contacted him on his personal smartphone without permission has won his unfair dismissal claim, but lost his whistleblowing case. The tribunal found the dismissal was procedurally unfair.

Passenger Services Duty Officers (long service) v Cobalt Ground Solutions Ltd

Three long-serving duty officers were unfairly dismissed when their employer failed to follow its own grievance policy before making them redundant. The tribunal awarded compensation limited to two months' furlough pay.

Tractor operative (1 year's service) v The CGM Group (East Anglia) Limited

A tractor operative who reported unsafe equipment to the Environment Agency and his employer was subjected to detriment and dismissed. The tribunal awarded him £94,838.50 for injury to feelings, unpaid wages, and the employer's failure to provide written particulars.

Support worker (2 years 6 months' service) v The Disablement Association of Barking and Dagenham

A support worker with osteoarthritis was discriminated against by her employer, a disability charity, which failed to make reasonable adjustments and treated her less favourably than a non-disabled colleague after furlough. The tribunal upheld her disability discrimination claims but dismissed her constructive unfair dismissal claim.

Casual road safety trainer (22 years' service) v Lancashire County Council

A tribunal ruled that a casual Bikeability trainer who worked for Lancashire County Council for 22 years was not an employee under a global contract, and her unfair dismissal claim was out of time. However, her redundancy payment claim can proceed.

Lettings and Sales negotiator (7 years' service) v Holland Properties Ltd

A lettings negotiator with seven years' service was unfairly dismissed after a breakdown in working relationships following a covert recording. The tribunal found the procedure flawed and applied a 10% ACAS uplift.

Former employee (4 years' service) v Department for Work and Pensions

A Department for Work and Pensions employee who was sacked for secretly recording colleagues has won his unfair dismissal claim after the tribunal found serious flaws in the disciplinary process. He was awarded £25,788 after reductions for his own contribution.

District Nursing Team Leader (16 years' service) v Cardiff and Vale University Local Health Board

A district nursing team leader who raised concerns about inadequate PPE and risk assessments during the COVID-19 pandemic has won her claim for detriment against Cardiff and Vale University Local Health Board. The tribunal found she was isolated from her team and her role was changed after making protected disclosures.

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

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

Tower crane operator (13 years' service) v London Tower Crane Hire and Sales Limited

A tower crane operator who resigned after being removed from a site without explanation and ignored during sick leave has won his constructive unfair dismissal claim. The tribunal awarded £16,724.72.

Employee (12 years' service) v Charles Briggs Ltd

A long-serving employee who holds a philosophical belief in bodily autonomy succeeded in a claim for unauthorised deductions from wages, but his discrimination complaints were dismissed. The tribunal awarded £13,700.18.

Teacher (Course Leader for Ethics and Philosophy, 8 years' service) v Better Futures Multi-Academy Trust

A tribunal found that a teacher's dismissal for gross misconduct after visiting a student's home was fair, but the school breached his contract by dismissing without notice.

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

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

Senior customer service adviser (15 months' service) v Saint-Gobain Building Distribution Ltd t/a Jewson

A senior customer service adviser with less than two years' service had his unfair dismissal claim thrown out for being presented 4.5 months late, but his discrimination claims will proceed to a full hearing.

Former employee v STA Travel Ltd (a company in creditors’ voluntary liquidation)

Five former employees of STA Travel Ltd have won a protective award after the company made them redundant without any collective consultation. The tribunal found that the company proposed to dismiss 20 or more employees at one establishment within 90 days.

Former employee v Ryecourt Limited

A former employee succeeded in claims for constructive unfair dismissal and unauthorised wage deductions against Ryecourt Limited, but his disability discrimination and whistleblowing claims were dismissed.

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

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

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

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

Former employee v Plastic Omnium Auto Exteriors

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

Head Baker (6 years' service) v Leakers Limited

A head baker with six years' service was dismissed for poor-quality bread without any formal warning or right to appeal. The tribunal found the dismissal unfair and awarded £15,703, reduced by 50% for his own conduct.

General Manager (36 years' service) v Charles Wares Classic Car Sales and Hire Ltd

A tribunal has allowed age and sex discrimination claims to proceed against a car sales company, while striking out an unfair dismissal claim because the claimant was not employed by the respondent at the time of dismissal.

Former employee v Stabby Limited

A former employee with a disability was directly discriminated against when she was dismissed, and the tribunal also found the employer failed to pay the national minimum wage and made unauthorised deductions. Total compensation of £5,537.38 was awarded.

Kitchen porter (3 years' service) v Mildreds Ltd

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

Chief Human Resources Officer (CHRO) on Executive Committee v Co-operative Group Limited

A Chief Human Resources Officer was unfairly dismissed by Co-operative Group Limited after a sex-biased performance appraisal and a flawed reorganisation. The tribunal awarded £101,373 in compensation.

Trade Counter Sales Manager (2 years 11 months' service) v Charles Watts Engineering Limited

A Trade Counter Sales Manager who raised COVID-19 safety concerns was unfairly dismissed after his employer gathered customer complaints against him. The tribunal found the investigation and disciplinary process were flawed.

Former employee v SteamCardiff Limited

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

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

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

Care worker (9 months' service) v Heheals Pharmaceutical Services Ltd t/a Christchurch Care

A care worker with nine months' service was constructively dismissed after reporting a colleague's failure to wear PPE and other concerns. The tribunal found she was subjected to detriments and victimised for making protected disclosures.

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

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

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

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

Former employee v Kloo Ltd

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

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

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

Senior Creative Designer (2 years 8 months' service) v Herbalife Europe Ltd

A senior creative designer's constructive unfair dismissal claim was struck out as out of time, but her direct sex discrimination claim was allowed to proceed on just and equitable grounds.

Chef (former employee) v Gold Panda Limited

A chef was unfairly dismissed after her employment transferred to a new company under TUPE. The tribunal awarded over £12,800 for unfair dismissal, plus compensation for failure to inform and consult, unpaid holiday pay, and lost pension contributions.

Temporary employee (agency worker) v Brook Street (UK) Ltd

An agency worker won her claim for unlawful deduction of wages after being paid late for a March 2020 shift, but received no compensation as the sum was paid in May 2020. Her claim that she should have been furloughed was dismissed.

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

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

Process Manager (5 years' service) v TFC Holdings London Limited

A Process Manager who had his entire fortnightly pay withheld was constructively dismissed. The Watford tribunal awarded him £54,819.16 for unfair dismissal, notice pay, and pay statement breaches.

Operations Manager (6 months' service) v Demicon Limited

An operations manager with asthma was constructively dismissed after being placed on short-time work for raising health and safety concerns during the first COVID-19 lockdown. The tribunal awarded £27,871 in damages.

Former employee v Greenbrook Healthcare (Hounslow) Limited

A preliminary hearing ruled that a former employee's asthma and hypertension were disabilities under the Equality Act, but arteriosclerosis and cardiomyopathy were not. No damages awarded as this was a preliminary issue.

Head chef and manager (4 years' service) v Affinity18 Limited

A head chef and manager who was effectively dismissed after being asked to drop off keys, and who never received a written contract, has been awarded £7,861.30 for unfair dismissal, breach of contract, and unauthorised deductions from wages.

Teaching Assistant v Three Milestone Education Ltd

A teaching assistant was unfairly dismissed over a cocaine incident at a special needs school, but received no compensation because she would have been sacked anyway. A second assistant won a disability discrimination claim after her mother was refused as a companion at her disciplinary hearing.

Blind installer (7 years' service) v Brian English T/A Insignia Shade & Shutter Company

A blind installer who accepted an offer to leave with 7 weeks' pay was found to have been dismissed, not to have resigned. The tribunal rejected the employer's claim for damages over alleged poor work.

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

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

Former employee v Alan Holmes t/a Art Services

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

Band 6 Deputy Team Leader/Clinical Charge Nurse (Mental Health Nurse) v South West London & St Georges Mental Health NHS Trust

A mental health nurse who resigned after her employer failed to support her return to work was actually dismissed during her notice period without a fair reason. The trust admitted unfair dismissal and wrongful dismissal.

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

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

First Line Leader (5 years' service) v Unilever UK Limited

A First Line Leader with 5 years' service was unfairly dismissed by Unilever after unclear instructions on social distancing measures and a 6-week investigation delay. The tribunal reduced compensation by 30% for his own contribution.

Former employee v MPS Housing Ltd

A former employee of MPS Housing Ltd won his constructive unfair dismissal claim but lost all disability discrimination claims. The tribunal awarded £16,250.48.

Former employee (8 years' service) v Z

A former employee with 8 years' service has won claims for unfair dismissal, wrongful dismissal, unpaid holiday pay and unauthorised deductions, receiving over £16,000. Her disability discrimination claims were dismissed.

Hotel employee (17 years' service) v Park Hall Hotel Ltd (in creditors voluntary liquidation)

A hotel employee of 17 years was unfairly dismissed and awarded over £15,000 after her employer deducted pension contributions without paying them in and failed to follow redundancy procedures.

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

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

Family Law Executive, later Head of Family Law (4 years' service) v Lawcommercial Trading Ltd t/a Lawcomm Solicitors

A family law executive who resigned after her employer failed to pay a £7,000 bonus and refused to make her a director has won her constructive unfair dismissal claim. The tribunal awarded £12,878 in compensation.

Project Manager (15 months' service) v Keepout Limited (in liquidation)

A project manager who was dismissed after 15 months with Keepout Ltd successfully claimed unpaid wages, holiday pay and notice pay, but his unfair dismissal and redundancy claims were struck out due to insufficient service. The tribunal awarded £9,915.80.

Customer Service Adviser (11 years' service) v Student Loans Company Limited

A Customer Service Adviser with 11 years' service was unfairly dismissed after a single rude call. The tribunal found procedural failings but reduced compensation by 40% for her conduct.

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

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

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

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

Restaurant employee (14 years' service) v Mr Andrew Hooper trading as Teesdale Restaurant and Coffee Shop

A restaurant employee with 14 years' service was awarded £6,728 in statutory redundancy pay after her employer closed the business, but her claims for unfair dismissal, notice pay and holiday pay were dismissed as too late.

Deputy Manager (5 years' service) v Paramount Care (Easington) Limited

A deputy manager with five years' service was unfairly dismissed after a CQC report highlighted failures at her care home. The tribunal found the investigation unreasonable but reduced her award by 20% for her own poor record-keeping.

Paralegal (3.5 years' service) v Swift Lawyers Ltd

A paralegal with 3.5 years' service was unfairly dismissed and discriminated against due to pregnancy when her employer made her redundant without proper consultation or considering alternative roles. The tribunal awarded £18,792.26.

Manager in Learning Disability Services (5 years' service) v Guideposts Trust Limited

A manager with 5 years' service had multiple discrimination and unfair dismissal claims struck out after failing to pay deposit orders totalling £125 per claim. The tribunal found some claims had little reasonable prospect of success.

Hire Controller (2 years' service) v Torrent Trackside Ltd

An employment tribunal has ruled that a hire controller with degenerative disc disease was unfairly dismissed and discriminated against because of her disability. The respondent, Torrent Trackside Ltd, dismissed her without warning after 10 months' absence.

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

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

Former employee v LA Metalworks Limited (in Voluntary Liquidation)

A former employee of LA Metalworks Limited won a protective award of £9,562 after the company entered liquidation and failed to consult about redundancies. The tribunal found unfair dismissal but awarded no compensation because the employer was insolvent.

Applications Engineer (7 years' service) v Sterling Thermal Technology Ltd

An applications engineer with 7 years' service was unfairly dismissed after his redundancy scoring was manipulated and age played a material role. The tribunal awarded £65,747.54.

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

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

Revenue Control Officer (10 months' service) v Govia Thameslink Railway Limited

A Revenue Control Officer with PTSD after four passenger assaults was not redeployed to a non-customer-facing role. The tribunal found the employer failed to make reasonable adjustments and discriminated against her.

Public House Manager (17 years' service) v Mr P Wiffin T/A Live and Let Live

A public house manager with 17 years' service was made redundant when the pub closed during COVID-19. The tribunal upheld the redundancy but awarded £17,936.55 for National Minimum Wage underpayments, notice pay, and holiday pay.

Night porter (14 years' service) v Mohammad Zishan Zaman

A night porter with 14 years' service and a maintenance man were awarded unpaid wages, holiday pay and redundancy after a tribunal found their employer deliberately used a complex corporate structure to avoid responsibility.

Former employee v Teen Support Services Ltd

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

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

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

Agency social worker (4.5 months' service) v South Gloucestershire Council

An agency social worker with endometriosis had her placement terminated five weeks early due to sickness absence. The tribunal found the council directly discriminated against her and awarded £12,570.

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

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

Former employee v Royal Mail Group Ltd

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

Trainee Biomedical Scientist (12 years' service) v Imperial College Healthcare NHS Trust

A trainee biomedical scientist with 12 years' service was unfairly dismissed after the NHS Trust failed to fix an appeal hearing, despite knowing she was seriously ill. The tribunal awarded £17,771.29.

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

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

Former employee v London 01 Shop Ltd

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

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

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

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

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

Former employee v Verifone UK Ltd

A former employee of Verifone UK Ltd has been awarded £88,519 after an employment tribunal upheld her claims of unfair dismissal and victimisation, while dismissing her race discrimination complaints.

HART Paramedic (7 years' service) v South Western Ambulance Service NHS Foundation Trust

A HART paramedic with 7 years' service was unfairly dismissed and discriminated against after developing PTSD from a training incident. The tribunal awarded £26,087 in compensation.

Former employee v IMT Transport Limited

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

Dental nurses (job-sharing, 3-4 years' service) v 29 Fleet Street Limited, Dr R Dawood, Dr A Dawood, Dawood & Tanner (trading as Temple Dental), Darwood IP Limited

Two dental nurses were automatically unfairly dismissed when their employer claimed redundancy but the real reason was a planned transfer of the dental business to a new provider. The tribunal awarded £7,090 in compensation.

General medical practitioner (2 years' service) v Japan Green Medical Centre Limited

A GP with two years' service was unfairly dismissed in a flawed redundancy process. The tribunal awarded £78,857 but rejected his whistleblowing claims, finding redundancy was the true reason.

Locum occupational therapist/care coordinator (13 weeks' service) v South West London and St George's Mental Health NHS Trust

A locum occupational therapist with Type 1 diabetes succeeded in her disability discrimination claim after her NHS trust employer failed to carry out a proper risk assessment and required her to return to work during the pandemic. The tribunal found the trust's actions amounted to a failure to make reasonable adjustments and harassment.

Former employee v Heatrod Elements Ltd

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

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

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

Customer service advisor (3 years' service) v Alliance Healthcare Management Services Ltd

A customer service advisor with Ménière's disease was unfairly dismissed after refusing to work from home when her face shield was banned. The tribunal reduced her compensation by 75% for her own conduct.

Former employee v Gold Mount Markets Limited

Two former employees of Gold Mount Markets have won claims for unpaid wages, notice pay, and holiday pay after the company stopped paying them for over three months during the pandemic.

Crime Scene Investigator (13 years' service) v Chief Constable of Wiltshire Police

A Crime Scene Investigator with 13 years' service resigned after his employer failed to act on a grievance report that backed his health and safety concerns. The tribunal found he was constructively unfairly dismissed.

Beautician / salon manager (2 years' service) v Gorj Gillingham Ltd (in voluntary liquidation) and Rose Beauty Bar Ltd

A beautician and store manager was dismissed by her employer shortly after the salon was sold to a new company while she was on maternity leave. The tribunal found a TUPE transfer had occurred and the dismissal was automatically unfair, awarding £3,943.77.

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

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

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

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

Former employee v Go Learn Education Limited

A former employee won £35,338.70 after Go Learn Education Limited made unauthorised wage deductions, failed to pay notice pay, and withheld holiday pay on termination.

Nurse (15 years' service) v Mission Care Management Limited

A nurse with 15 years' service was dismissed for gross misconduct after taking annual leave that was only partially approved. The tribunal upheld her wrongful dismissal claim, awarding £5,275.36.

Agency worker (assigned to Torque Retail Services Ltd) v Torque Retail Services Limited

An agency worker with a disability was discriminated against and victimised when his assignment was terminated. The tribunal awarded £5,005 in compensation.

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

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

Former employee v Lex Machinery Limited

A former employee won his unfair dismissal claim by default after Lex Machinery Limited failed to respond. He was awarded £5,989.65 in total, including redundancy pay, notice pay, holiday pay, and compensation for loss of earnings.

Area Manager (11 years' service) v Crystal Services plc

An area manager who was moved to a new division and had his working pattern changed was unfairly dismissed for gross misconduct and subjected to direct race discrimination. The tribunal found the dismissal both procedurally and substantively unfair.

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

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

English & Maths Community Coordinator (9 years' service) v Birmingham Metropolitan College

An English & Maths Community Coordinator with 9 years' service was unfairly dismissed by Birmingham Metropolitan College during maternity leave, but the tribunal awarded no compensation due to a 100% Polkey reduction.

Subcontractor manager (4 years' service) v Q

A subcontractor manager with four years' service was fairly dismissed for gross misconduct after failing to pass on penalty costs to subcontractors. Her claims for unfair dismissal, disability discrimination and failure to make reasonable adjustments were all rejected.

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

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

Former employee v Krispy Kreme U.K. Limited

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

Senior vehicle engineer (16 years' service) v London General Transport Services Limited t/a Go-Ahead London

A senior vehicle engineer with 16 years' service was unfairly dismissed after his employer relied on a stale medical report. The tribunal awarded £12,473.64 but found he would have been fairly dismissed 7 weeks later.

Town Clerk (6 years' service) v Pembrey and Burry Port Town Council

A town clerk with six years' service resigned after her employer delayed a pay review and gave evasive responses to her grievance. The tribunal found she was constructively unfairly dismissed and awarded £40,299.

Former employee v Bispham and Cleveleys Kitchens Limited

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

Former employee v Gillian Saleem

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

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

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

Arrears and Investigations Manager (19 years' service) v Slough Borough Council

An Arrears and Investigations Manager with 19 years' service was unfairly dismissed when Slough Borough Council failed to consult properly and timed her redundancy 17 days before her 55th birthday, costing her pension access. Tribunal awarded £60,625.84.

Finance Manager/Sales Executive (US-based) v Xexec Ltd

A finance manager who moved to New York for work was unable to pursue unfair dismissal claims in the UK because his employment had stronger ties to the US. The tribunal ruled it lacked territorial jurisdiction.

Live-in Governor (Tutor) (10 months' service) v Ms Y Shkop

A live-in governor who injured his wrist cutting lobsters and was dismissed days after raising health and safety concerns lost his automatic unfair dismissal claim because the employer was unaware of the complaint. The tribunal did, however, order the employer to provide an amended contract reflecting a promise to pay healthcare costs.

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

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

Relief Security Officer (2 weeks' service) v Sentry Consulting Limited

A relief security officer with only two weeks' service won his disability discrimination claim after his employer stopped offering him shifts when he disclosed his Asperger's and dyslexia and asked for flexibility on start times.

Former employee v Broadbent Assist Ltd

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

Former employee (25 years' service) v MB Evans Limited

A Cardiff tribunal found that MB Evans Limited unfairly dismissed a 25-year employee without notice during a redundancy. The employee was awarded £21,936 in compensation.

Kitchen/snack bar worker (21 years' service) v Ardeigh House Community Association

A kitchen worker with 21 years' service was found to have been discriminated against on grounds of age when her employer failed to contact her about a redundancy. The tribunal awarded £11,400 including injury to feelings.

Former employee v Norton Industrial Fasteners Ltd

A former employee who was unfairly dismissed and subjected to a sexist comment by a director has been awarded £5,665.07 by the Cambridge Employment Tribunal.

Social worker (Children's Services) v London Borough of Enfield

A children's services social worker with dyspraxia was discriminated against when her employer placed her on performance improvement plans. The tribunal awarded £5,382.90 but rejected her constructive dismissal claim.

Stage crew member (long service) v Welsh National Opera

A long-serving stage crew member with dyslexia has won his unfair dismissal claim against Welsh National Opera after the tribunal found the employer failed to discuss reasonable adjustments during a redundancy process. All other claims, including age discrimination and protected disclosure complaints, were dismissed.

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

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

School Business Manager (17 years' service) v The Oak Trust

A school business manager with 17 years' service was unfairly dismissed and directly discriminated against on grounds of age when her redundancy was timed to avoid a pension strain payment. The tribunal found only a 10% chance she would have kept her job under a fair process.

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

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

Personal assistant (carer) v G

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

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

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

Social worker (14 years' service) v Cardiff County Council

A social worker with 14 years' service resigned after raising concerns about a colleague's return to work. Her claim was filed 7 days late, but the tribunal allowed it to proceed due to ongoing ACAS negotiations and her mental health.

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

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

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

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

Former employee (6 years' service) v Ibco Limited

A tribunal upheld claims of unfair dismissal, indirect race discrimination, and victimisation for one former employee, and unfair dismissal, disability discrimination, and failure to make reasonable adjustments for another. Damages of £31,752 were awarded to the first claimant.

Stress Testing Controls Analysis Manager v National Westminster Bank PLC

A tribunal has allowed a former Stress Testing Controls Analysis Manager to amend her claim to include public interest disclosure detriment and an additional equal pay comparator, but refused most of her sex and race discrimination allegations.

Spanish teacher (12 years' service) v Interhigh Education Ltd

A Spanish teacher with 12 years' service was unfairly dismissed for refusing a new contract after his employer misrepresented a pay rise as 10% when it was actually 1.2%. The tribunal found the dismissal outside the range of reasonable responses.

Store manager (7 years' service) v Cruise Clothing Limited

A store manager with seven years' service was unfairly dismissed for gross misconduct after failing to report and dispose of cannabis found in the store, but the tribunal found the allegations of offering drugs to staff were not proven.

Bank worker (care home) v Cygnet Health Care Limited

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

Gymnastics club employee (7 weeks' service) v AAW Holdings Limited (sued as Leeds Rebound Gymnastics Club Limited)

A tribunal found that a gymnastics club failed to make reasonable adjustments for a dyslexic employee and discriminated against her due to pregnancy, awarding £17,755.05.

Centre Manager (17 years' service) v West Northamptonshire Council

A centre manager with 17 years' service resigned after her employer delayed responding to her return-to-work plan and failed to follow occupational health advice. The tribunal found constructive unfair dismissal.

Driver (4 years' service) v Acrelane Timber Limited

Two drivers were fairly dismissed for gross misconduct after they misled their employer about their whereabouts when recalled from furlough. The tribunal upheld the dismissals but found the employer breached contract by failing to give notice.

Operations Director (20 years' service) v Data Labs Global Ltd

Two operations directors with 20 years' service were awarded redundancy pay and notice pay after their employer went into winding-up, but their unfair dismissal claims were rejected.

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

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

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

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

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

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

Services Account Manager (4 years' service) v SAP (UK) Limited

A Services Account Manager with four years' service was constructively and unfairly dismissed after SAP placed her on a performance improvement plan and reallocated her largest accounts without proper process. The tribunal dismissed her discrimination claims.

Delivery driver (over 20 years' service) v M G Seven Ltd (t/a Gainsborough Flower)

A delivery driver with over 20 years' service was unfairly dismissed when his employer sent a P45 via WhatsApp without any disciplinary process. The tribunal awarded £5,786.78 after deductions for contributory conduct and a Polkey reduction.

Air conditioning unit service worker v Newage Environmental Technology Limited

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

Beauty therapist (7 years' service) v Brampton Manor Salon & Tea Rooms Ltd

A beauty therapist with seven years' service was dismissed by redundancy while on maternity leave without consultation. The tribunal awarded her a statutory redundancy payment, notice pay, and holiday pay, but found the dismissal fair due to the salon's closure.

Operations Manager (3 years' service) v AGTC Ltd

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

Head of Property Management (4 years' service) v Stow Residential Ltd t/a Stow Brothers

A head of property management who refused to create false documents for an insurance claim was unfairly dismissed. The tribunal found the employer manufactured allegations and predetermined the outcome.

Driver, telephonist and controller (over 20 years' service) v Meadway Private Hire Ltd

A driver, telephonist and controller with over 20 years' service was constructively dismissed after his employer offered only limited holiday cover at reduced pay following furlough. The tribunal extended time for his unfair dismissal claim.

Support Worker (2 spells: Feb 2018-Apr 2020 and Jun-Nov 2020) v Caretech Community Services Limited

A support worker who used physical force to free himself from a service user who grabbed him was automatically unfairly dismissed. The tribunal found the principal reason was his health and safety actions, not misconduct.

Former employee v Without Exceptions Ltd

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

Front of House Supervisor (1 year 5 months' service) v TBB Leisure Limited

A front of house supervisor who named the wrong respondent on her claim form has had her unfair dismissal claim reinstated after the tribunal found the error was compounded by administrative delays.