Respondent won

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

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

Former employee v Department for Work and Pensions

A former employee who failed to attend his own unfair dismissal hearing and ignored tribunal orders has been ordered to pay the Department for Work and Pensions nearly £10,000 in costs.

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

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

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

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

Chartered accountant (former employee) v Bennbridge Services LLP

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

Handyman (former employee) v HMS Maintenance Solutions Limited

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

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

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

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

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

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

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

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

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

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

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

Janitor (6 years' service) v Gentoo Group Ltd

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

Senior HR Manager - Employee Relations v National Highways Ltd

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

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

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

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

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

Fish tank maintenance worker (3 years' service) v Glassbox Trading Limited T/a Aquatechniques

A fish tank maintenance worker who contracted a rare bacterial infection from work was not unfairly dismissed – the tribunal found he agreed to end his employment after being offered a different role with lower pay.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Catering manager (16 years' service) v Serco Ltd

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

Site Manager (2 years' service) v GreenSquareAccord Limited

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

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

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

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

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

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

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

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

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

Agency worker (customer service advisor/analyst) v Supply Chain Coordination Limited (1), Unipart Group Limited (2)

An agency worker who claimed unfair dismissal, sex discrimination and equal pay against the end-user and hirer lost all claims after the tribunal found he was not an employee of either respondent.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Support Manager (2 years' service) v Atamis Ltd

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

Sales assistant (former nurse) v Irvings Butchers Limited

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

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

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

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

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

Former employee v Priory Group Partnerships in Care Ltd

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Assistant Practitioner (22 Jan 2019 – 17 Dec 2020) v Norfolk and Suffolk NHS Foundation Trust

A tribunal dismissed a former NHS assistant practitioner's racial harassment claims, finding the allegations were not supported by evidence and were brought too late. The claimant was ordered to pay £5,000 costs for unreasonable conduct.

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

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

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

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

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

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

Dental nurse v KDPG Limited

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

NHS employee v Royal Devon University Healthcare NHS Foundation Trust

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

Recruitment coordinator (former employee) v Lifeways Community Care Limited

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

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

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

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

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

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

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

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

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

Cook (22 years' service) v KZ Catering Ltd

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

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

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

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

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

Former employee v Cardiff & Vale University Local Health Board

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

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

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

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

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

Agency caretaker (13 days' service) v Future Academies

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

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

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

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

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

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

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

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

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

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

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

Dump truck driver v Stevens Equipment Rental Limited

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

HR professional (many years' service) v Eurochange Ltd

An experienced HR professional's claims of constructive unfair dismissal and disability discrimination will proceed to a full hearing after the tribunal refused to strike them out, though deposit orders were made.

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

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

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

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

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

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

Assistant headteacher (12 years' service) v YY

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Regional Manager (10 years' service) v POhWER

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

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

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

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

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

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

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

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

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

Former employee v Aurora Lighting UK Ltd

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

Former employee v Rob Wyman Homes Limited

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

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

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

Research Assistant (12 years' service) v Newcastle University

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

Former employee v Blinds Ltd

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Science Director (7 years' service) v O3Biotech Limited

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

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

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

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

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

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

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

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

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

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

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

Finance Manager (11 years' service) v Heritage Oil & Gas Limited

A finance manager who lived and worked in Uganda and Nigeria for over a decade failed to bring his unfair dismissal and discrimination claims in the UK. The tribunal ruled his employment lacked a sufficient connection to Great Britain.

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

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

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

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

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

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

Former employee v Groeneveld UK Limited

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

Security guard (short service) v Lionhart Security Services Limited

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

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

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

Kitchen porter/general assistant v Bartlett Mitchell Limited

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

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

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

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

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

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

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

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

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

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

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

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

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

Delivery driver v Euro Car Parts Limited

A delivery driver with ADHD was dismissed for persistent lateness while on a final warning. The tribunal rejected her claims of unfair dismissal and disability discrimination, finding the employer acted reasonably.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Cook (22 years' service) v KZ Catering Ltd

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

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

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

HGV driver (Tramper) v RT Keedwell Group Ltd

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

Former employee v International Procurement and Logistics Ltd

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Security guard v Seal Security UK Ltd

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

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

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

Former employee v Royal Mail Group Ltd

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

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

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

Former employee (shop worker) v Ms M. Harvey T/A The Pickle Barrel

A former shop worker's unfair dismissal claim was dismissed after the tribunal struck out the employer's response for failing to comply with case management directions for over two years.

Former employee v Norse Commercial Limited

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Recruitment assessor (worker status) v College of Policing Limited

A recruitment assessor who claimed unfair dismissal lost his case after the tribunal ruled he was a worker, not an employee, because the College of Policing had no obligation to provide work and he could refuse assignments.

Lead learning support assistant (11 years' service) v The Windsor Forest Colleges Group

A tribunal struck out a constructive dismissal claim presented five months after resignation and ordered the claimant to pay £1,013.48 in costs. The earlier age discrimination claim survived a strike-out application.

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

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

Digital Delivery Manager v Institute of Physics

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Estate agency employee v Farrell Heyworth Limited

An estate agency employee who mistakenly emailed her claim form to ACAS instead of the tribunal has been given permission to proceed with her constructive unfair dismissal claim, even though it arrived five days after the deadline.

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

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

Personal Assistant (6 months' service) v Club19 Limited

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

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

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

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

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

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

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

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

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

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

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

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

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

Postal worker (19 years' service) v Royal Mail Group Ltd

A postal worker with 19 years' service was fairly dismissed for sending unsolicited items including scissors and a Hi Vis jacket to colleagues. The tribunal upheld Royal Mail's decision, finding the employer acted within the range of reasonable responses.

Shift manager (4 years 9 months' service) v One Stop Stores Limited

A shift manager who gave ice cream to a school and charity without approval was fairly dismissed for gross misconduct. The tribunal rejected his claims of unfair dismissal and race discrimination.

Pharmacy Assistant (12 years' service) v Bestway Panacea Holdings Limited

A tribunal rejected claims of constructive unfair dismissal and race discrimination brought by a pharmacy assistant after her annual leave requests were refused and her grievance was not upheld.

Deputy General Manager - Operations (12 years' service) v Artionis (UK) Ltd

A deputy general manager with 12 years' service failed to prove constructive dismissal after her employer changed her role while she was on maternity leave. The tribunal found the employer's actions were reasonable and most claims were brought too late.

Police officer (18 months' service) v British Transport Police Authority

A police officer with PTSD who was dismissed after a domestic violence allegation has lost his disability and sex discrimination claims. The tribunal found the misconduct panel's decision was not influenced by his disability.

Forensic Custody Healthcare Professional (2 years' service) v Mountain Healthcare Limited

A tribunal has upheld the dismissal of a forensic custody nurse who could not kneel to perform CPR due to bilateral knee replacements. The employer was found to have acted within the range of reasonable responses.

Former employee v John Lewis plc

A former employee of John Lewis plc who was dismissed for unauthorised absence and failure to follow reporting procedures has lost her unfair dismissal and race discrimination claims. The tribunal also ordered her to pay £13,250 in costs.

Firefighter (8 years' service) v London Fire Commissioner

A firefighter with 8 years' service lost his claims of victimisation, harassment, constructive dismissal and direct discrimination against the London Fire Commissioner. The tribunal found no unlawful treatment and dismissed the direct discrimination claim as out of time.

Security Operations Manager (14 years' service) v Mitie Limited

A Security Operations Manager with 14 years' service was fairly dismissed after taking two bicycles from lost property without permission. The tribunal rejected his claims of unfair dismissal and race discrimination.

Process Technician (32 years' service) v Massmould Limited

A process technician with 32 years' service was fairly dismissed for gross misconduct after kicking and throwing his bump cap towards a colleague. The tribunal found the employer's investigation and decision were reasonable.

Assistant team manager and duty manager (8 years' service) v John Lewis Plc

An assistant team manager with eight years' service was fairly dismissed after CCTV showed him pushing, grabbing and kicking members of the public. The tribunal rejected his claims of disability discrimination and unfair dismissal.

Nurse (care home) v Alliance Care (Dales Homes) Limited

A care home nurse who claimed race discrimination after receiving a final written warning for a fire safety breach has had his claim dismissed. The tribunal found no less favourable treatment compared to other staff.

Probation Services Officer (trainee Probation Officer) v The Secretary of State for Justice

A Probation Services Officer who resigned after sending an email to a service user's MP and raising a grievance about her line manager has lost her constructive unfair dismissal claim.

Product Manager (7 years 9 months' service) v Vodafone Group Services Ltd

A product manager with over seven years' service resigned claiming constructive dismissal after his role was redefined under a new operating model. The tribunal found no breach of contract.

Long-Term Delivery Postperson (17 years' service) v Royal Mail Group Limited

A postman with 17 years' service was fairly dismissed after a member of the public reported him drinking alcohol from a can and driving away. The tribunal found Royal Mail's investigation and decision were reasonable.

Porter (9 years' service) v Mitie Limited

A hospital porter with nine years' service was fairly dismissed for pushing a security guard who challenged him for not wearing a face mask. The tribunal upheld the employer's decision, finding the dismissal within the range of reasonable responses.

Security worker v Effective Security Services Ltd T/A Professional Security

A security worker who knew he lacked two years' continuous employment pursued an unfair dismissal claim anyway. The tribunal dismissed the claim and ordered him to pay £8,696 in costs.

Accessible transport officer (8 years' service) v London Borough of Camden

An accessible transport officer who applied for voluntary redundancy after a restructure has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Live-in carer (6 years' service) v The Good Care Group London Limited

A live-in carer with six years' service was fairly dismissed for long-term incapacity, the tribunal found. Her claims of whistleblowing and victimisation were dismissed.

Store Manager (3 years' service) v EE Limited

A store manager who took unauthorised holiday during an iPhone launch embargo was fairly dismissed, the tribunal ruled, rejecting his claims of unfair dismissal and disability discrimination based on dyslexia.

Support worker (2.5 months' service) v Accomplish Group Limited

A support worker with 2.5 months' service was fairly dismissed for gross misconduct after swearing at a person they supported. The tribunal rejected claims of disability discrimination because the employer did not know of his undiagnosed ADHD.

Former employee v Spicehaart Group Services Limited

A tribunal has dismissed a company's application for a costs order and a wasted costs order against a former employee and her solicitor, finding that the claim was adequately particularised and that neither party acted unreasonably.

Manual Handling Equipment Trainer (9 years' service) v DHL Services Ltd

A manual handling equipment trainer with 9 years' service was fairly dismissed for gross misconduct after failing to carry out practical assessments for two returning employees. The tribunal upheld DHL's decision.

Occupational Therapy Assistant (Band 3, 3 years' service) v University Hospitals Sussex NHS Foundation Trust

An occupational therapy assistant who missed a promotion opportunity while on sick leave because she did not check her work email has lost her constructive dismissal claim. The tribunal ruled the oversight was unintentional.

Senior Construction Project Manager (3 years' service) v Ocado Central Services Limited

A senior project manager was fairly dismissed for gross misconduct after failing to disclose personal relationships with contractors and allowing a friend to use his work laptop. The tribunal rejected his unfair dismissal claim.

Band 5 community nurse (6 years' service) v Guys & St Thomas’ NHS Foundation Trust

A Band 5 community nurse with six years' service was fairly dismissed for gross misconduct after inappropriate contact with a vulnerable patient, the tribunal ruled.

HGV driver v Debach Enterprises Limited

An HGV driver who was dismissed for fuel discrepancies, reinstated on appeal, then resigned was not constructively dismissed. The tribunal also ordered her to pay £21,000 in costs.

Production line worker (12 years' service) v Jaguar Land Rover Limited

A production line worker with 12 years' service failed to prove that Jaguar Land Rover victimised him by managing his sickness absence after he brought a sex discrimination claim. The tribunal found the employer's actions were not because of the protected act.

Police Inspector and Chief Inspector (17 years' service) v The Chief Constable of Thames Valley Police

A police inspector who raised concerns about the handling of sensitive health data resigned claiming constructive dismissal. The tribunal found he made protected disclosures, but the treatment he suffered was not because of them.

Post office assistant/shop assistant (26 years' service) v Fabpost Ltd

A post office assistant with 26 years' service was dismissed after her employer sold the shop. The tribunal found a TUPE transfer had taken place, so liability for her claims passed to the new owner and her former employer was not liable.

Bar staff (18 years' service) v Meanwood Conservative Club

An employment tribunal found that Meanwood Conservative Club acted fairly when it dismissed a bar worker with 18 years' service for failing to improve her attitude towards the club secretary, following a final written warning.

Commercial Development Executive (8 years' service) v DPD Group UK Ltd

A commercial development executive with 8 years' service was fairly dismissed after he failed to report three commission overpayments totalling £6,049.83 that he knew he was not entitled to. The tribunal rejected his unfair dismissal claim.

Healthcare assistant (probationary period) v Kent and Medway NHS and Social Care Partnership Trust

A healthcare assistant who was dismissed during his probationary period for sickness absence and conduct issues has lost his claims of sex and disability discrimination against Kent and Medway NHS and Social Care Partnership Trust. The tribunal found no unlawful discrimination, failure to make reasonable adjustments, or victimisation.

Retail Sales Advisor (4 months' service) v Eurochange Limited

A retail sales advisor was dismissed during probation for eight absences, five of which were for childcare. The tribunal found no automatic unfair dismissal because the employer offered reinstatement two days later, which the claimant rejected.

Export clerk (4 years 8 months' service) v UPS SCS UK Limited

A tribunal has upheld the dismissal of an export clerk who repeatedly failed to work his contractual hours, finding the employer's decision was within the range of reasonable responses.

Warehouse Team Leader (9 years' service) v Kuehne + Nagel Limited

A warehouse team leader with 9 years' service was fairly dismissed for redundancy after a misunderstanding over an alternative role offer, the tribunal has ruled.

Locum consultant (3 years 10 months' service) v Wirral University Teaching Hospital NHS Foundation Trust

An employment tribunal has ruled that an NHS trust fairly dismissed a locum consultant when it decided to recruit only substantive Consultants on the Specialist Register, ending the need for locum cover.

Postal worker (25 years' service) v Royal Mail Group Ltd

A postal worker with 25 years' service was fairly dismissed after a Facebook post implying managers bully and harass employees. The tribunal found Royal Mail's investigation and decision were within the range of reasonable responses.

Maths teacher and KS5 coordinator (2 years' service) v Middlesex Learning Partnership

A maths teacher with less than two years' service was dismissed for gross misconduct. The employment tribunal dismissed his unfair dismissal claim for lack of jurisdiction and found no race discrimination.

Security Officer (6 years' service) v Alpha Response 2004 Ltd t/a Red Support Services

A security officer with six years' service was fairly dismissed after CCTV footage showed he left his post without authorisation on multiple occasions. The tribunal rejected his unfair dismissal claim.

Heating Sales Advisor (5 years' service) v British Gas Services Limited

A Heating Sales Advisor with five years' service lost his unfair dismissal claim after a tribunal found that British Gas Services Limited followed a fair redundancy process, including collective consultation, objective scoring, and a proper appeal.

Software developer (contractor, 6 weeks' service) v Sky UK Limited

A software developer who raised concerns about multi-user discrimination in a Slack channel has lost his whistleblowing claim after the tribunal found his message did not amount to a protected disclosure of information.

Security Services Officer / Senior Security Services Officer (15 years' service) v Rochdale Boroughwide Housing Limited

Three long-serving CCTV operatives who refused to apply for ringfenced Community Guardian roles were fairly dismissed by reason of redundancy. The tribunal upheld the employer's consultation process and offer of alternative employment.

Cleaner (2 years' service) v Atalian Servest Limited

A cleaner who resigned after alleging bullying and harassment by her supervisor has lost her claims for constructive unfair dismissal, race discrimination, and harassment. The tribunal found the incidents were routine workplace disputes, not discrimination.

Drone pilot / inspection engineer (3 years 10 months' service) v Jackson Electronics Ltd

A drone pilot who resigned after his employer deducted £51.58 for unauthorised overtime has lost his constructive dismissal claim. The tribunal found the deduction was lawful as recovery of an overpayment.

Window fitter (12 years' service) v Car Giant Ltd

Three window fitters lost their jobs during the pandemic but failed to prove unfair dismissal or race discrimination. The tribunal found Car Giant's redundancy process was fair.

Chief Executive Officer (13 years' service) v Integration Support Services

A tribunal has rejected an unfair dismissal claim brought by a CEO with 13 years' service, finding that the employer acted reasonably in dismissing for gross misconduct following an independent investigation into bullying allegations.

Weekend Support Worker (2 years' service) v Our Place Schools Ltd

A tribunal has upheld the dismissal of a Weekend Support Worker who was absent for nearly two years and failed to engage with welfare meetings or provide medical evidence. The employer, Our Place Schools Ltd, was found to have acted reasonably.

Business Development Coordinator (18 months' service) v Garic Ltd

A Business Development Coordinator who resigned after raising GDPR concerns about cold calling lost his claims for whistleblowing detriment and constructive unfair dismissal. The tribunal found no breach of contract or protected disclosure before his resignation.

Finance and accounting consultant v Ruby Labs Ltd

A finance and accounting consultant who threatened to report his client for tax irregularities unless paid £600,000 has had all his employment tribunal claims dismissed. He was ordered to pay €86,200 in costs.

Regulatory Officer (10 years' service) v Environment Agency

A Regulatory Officer with 10 years' service resigned claiming constructive dismissal after her grievance was not upheld. The tribunal found no breach of trust and confidence and dismissed the claim.

Sales and Lettings Manager (4 months' service) v Ridgway Property Limited

A sales and lettings manager with four months' service lost her race and sex discrimination claims after the tribunal found the alleged incidents of harassment and discrimination did not happen as described. No compensation was awarded.

Level 7 analyst (10 years' service) v Thames Water Utilities Ltd

A level 7 analyst who resigned claiming constructive unfair dismissal and discrimination lost her case after the tribunal found no evidence of less favourable treatment or breach of trust.

Senior Nurse Practitioner (nearly 10 years' service) v West London NHS Trust

A senior nurse with nearly 10 years' service claimed disability discrimination for generalised anxiety disorder, but the tribunal found he was not disabled under the Equality Act 2010 due to lack of medical diagnosis and limited impact on daily activities.

Rehabilitation Assistant (28 years' service) v Central London Community Healthcare NHS Trust

An employment tribunal has ruled that Central London Community Healthcare NHS Trust fairly dismissed a rehabilitation assistant with 28 years' service after prolonged sickness absence, rejecting claims of unfair dismissal and disability discrimination.

Human Resources Business Partner v Romac Logistics Limited

A tribunal has refused an employer's attempt to strike out claims of disability discrimination and victimisation brought by an autistic HR Business Partner who was dismissed after raising concerns about missing right-to-work documents.

Credit Analyst (2 years' service) v Lawson (Whetstone) Limited

A tribunal refused to strike out a credit analyst's claims of constructive unfair dismissal and religion-based discrimination, finding the claims had reasonable prospects despite missing details.

Agency worker (Housing Officer, temporary cover) v Notting Hill Genesis

An agency worker who was dismissed after taking three days off without permission to care for his son has lost his claims of race and sex discrimination against Notting Hill Genesis.

Bank admin and clerical worker (2 years' service) v University Hospitals Birmingham NHS Foundation Trust

A Birmingham Employment Tribunal dismissed all claims of race discrimination and unfair dismissal brought by a former bank admin worker against University Hospitals Birmingham NHS Foundation Trust, finding her allegations of a racist conspiracy involving over 30 people to be without evidence.

Executive Assistant (3 months' service) v Goma Limited T/A Caia

An executive assistant with only three months' service was dismissed after accidentally sending an email calling her boss a 'very difficult boss'. The tribunal found the dismissal was for conduct, not for asserting statutory rights, and rejected her claim for automatically unfair dismissal.

Import coordinator (2 years 11 months' service) v International Forest Products (UK) Limited

An import coordinator who repeatedly stated she could not return to work after maternity and parental leave was fairly dismissed for some other substantial reason. The tribunal rejected her claims of unfair dismissal and discrimination.

Registered nurse (band 5, 6 years' service) v Tees Esk and Wear Valleys NHS Foundation Trust

A band 5 nurse with six years' unblemished service was fairly dismissed after CCTV showed her dragging a vulnerable patient with learning disabilities along the floor. The employment tribunal rejected her unfair and wrongful dismissal claims.

Bus driver (5 years' service) v Abellio London Ltd

An employment tribunal has upheld the dismissal of a bus driver with five years' service who drove through a red light, finding the employer's decision was within the range of reasonable responses.

Residential support worker (nearly 5 years' service) v Evolve Child Care Ltd

A residential support worker who resigned after a co-worker's Alzheimer's joke was not constructively dismissed, the tribunal has ruled. The claim for harassment related to age also failed.

National Sales Manager (2 years' service in role, 5 years total) v Frontier Therapeutics Limited

A National Sales Manager who resigned after a bonus plan dispute and alleged bullying has lost her claims for constructive unfair dismissal and unlawful deductions from wages. The tribunal found no breach of trust and confidence.

General Operative (5 years' service) v Amalga Ltd

A general operative who flew to Slovakia while on furlough was fairly dismissed for gross misconduct, the tribunal has ruled.

QA operative (6 years' service) v Curry’s Group Limited

A QA operative with six years' service resigned after his grievance was rejected, claiming constructive unfair dismissal. The tribunal found the employer had reasonable and proper cause for all its actions.

Personal assistant (1 year's service) v Miss S Powell

A personal assistant with less than two years' service was summarily dismissed via WhatsApp after she could not get to work due to heavy snowfall. The tribunal rejected her claim that the dismissal was automatically unfair for health and safety reasons.

Stock Technician (6 years' service) v Stanmore Implants Worldwide Limited

A stock technician with six years' service was fairly dismissed for gross misconduct after an unauthorised absence. The tribunal rejected claims of unfair dismissal, age discrimination, and harassment.

Former employee (21 years' service) v Currys plc

A former employee with 21 years' service at Currys plc had her unfair dismissal and redundancy claims initially struck out due to an administrative error. The strike-outs were later revoked, but the unfair dismissal claim was ultimately dismissed.

Street Scene Worker (3 years 10 months' service) v Halton Borough Council

A Street Scene Worker with disabilities resigned after his employer required a GP fitness letter to return from shielding. The tribunal rejected his constructive unfair dismissal and disability discrimination claims.

Train driver (10 years' service) v Arriva Rail London Limited

An employment tribunal has ruled that Arriva Rail London fairly dismissed a train driver of 10 years who tested positive for cannabis metabolites in a random drug test, rejecting his defence that the result was caused by CBD oil.

Senior Practitioner in Adult Social Care (27 years' service) v Birmingham City Council

Birmingham City Council fairly dismissed a Senior Practitioner with 27 years' service after a 9-month sickness absence for bereavement stress. The tribunal rejected claims of unfair dismissal and disability discrimination.

Swimming teacher (8 years' service) v Doncaster Culture & Leisure Trust

A swimming teacher with 8 years' service was fairly dismissed for gross misconduct after telling a 10-year-old pupil 'it looks like you work out'. The Leeds tribunal upheld the employer's decision, citing safeguarding concerns.

Commercial Development Director (Investment Management lead) v A&J Wealth Management Ltd

A commercial development director was fairly dismissed when his team was disbanded, despite a misleading statement by a managing director. The tribunal found a genuine redundancy situation and a fair consultation process.

Support worker (10 months' service) v Stori Wales (formerly Hafan Cymru)

A support worker who resigned after reporting a jammed door lock and a blocked fire exit has lost her claim for constructive unfair dismissal. The tribunal found no serious or imminent danger.

Senior academic (highly qualified, working in a senior position) v QAHE Ltd

A highly qualified academic who failed to provide a supplemental impact statement as ordered by the tribunal has been ordered to pay £1,000 in costs. The tribunal found his conduct unreasonable and that it caused a hearing to be postponed.

Former employee v Xace Limited

A former employee forgot about an occupational health report and disclosed it late. The employer's application for £12,166 in costs was refused by the tribunal.

Associate Specialist Cardio-Thoracic surgeon (12 years' service) v Cardiff and Vale University Local Health Board

A Cardiff tribunal dismissed claims of unfair dismissal and disability discrimination by a surgeon who accessed his ex-wife's medical records without consent over 13 years. The tribunal found he resigned voluntarily and the employer's disciplinary process was fair.

Workshop Planning Co-ordinator (17 years' service) v Jaguar Land Rover Ltd

A workshop planning co-ordinator with 17 years' service failed to prove his redundancy selection was unfair or discriminatory. The tribunal found Jaguar Land Rover's process was reasonable.

Spray operator (10 years' service) v AF Machinery Limited

A spray operator who claimed constructive unfair dismissal and disability discrimination lost all claims at tribunal, which found he resigned to retire to Wales rather than because of any breach by his employer.

Support worker and administrative assistant (1 year 3 months' service) v Flourishgate Care Services Limited

A support worker who was dismissed for gross misconduct after throwing water at a service user has lost her claim that the real reason was whistleblowing. The tribunal found no protected disclosures had been made and the dismissal was solely due to the incident.

Sales advisor (2 years 7 months' service) v Bellway Homes Limited

A sales advisor who resigned after receiving a final written warning for selling a show-home sofa on Facebook Marketplace has lost her claim for constructive unfair dismissal against Bellway Homes Limited. The tribunal found the employer's disciplinary process was reasonable and no fundamental breach of contract occurred.

Former employee v Trafford College Group

A former employee who resigned and claimed constructive dismissal for whistleblowing and health and safety reasons has lost her case after the tribunal found no evidence of detriment or dismissal for those reasons.

Head of PE Faculty (7 years' service) v Kings Monkton School Limited

A tribunal has upheld the dismissal of a Head of PE who authorised the use of another pupil's inhaler for a child with severe allergies during an off-site lesson. All disability discrimination claims also failed.

Assistant Store Manager (4 years' service) v Poundland Limited

An assistant store manager who allowed a colleague to work without clocking in and later falsified time records was fairly dismissed for gross misconduct. The tribunal rejected her claim that lack of training excused the manipulation of the Kronos system.

Engineering team leader (7 years' service) v Swisslog UK Ltd

An engineering team leader's sex discrimination claim was thrown out because it was presented too late, while his constructive unfair dismissal claim also failed on the merits.

Team Leader (1 month's service) v Lifeways Community Care Limited

A team leader who resigned after just one month in post lost his claims of constructive dismissal and race discrimination after the tribunal found he had not made a protected disclosure to the CQC.

Factory manager (3 years' service) v Laporte Industries UK Limited

A tribunal ruled that a meeting between a factory manager and Laporte Industries UK Limited was a genuine without-prejudice negotiation, making it inadmissible in his unfair dismissal claim.

Customer concierge (9 years' service) v Heathrow Express Operating Company Limited

A customer concierge with nine years' service who was made redundant after refusing a new role has lost his claims for unfair dismissal, age discrimination, and equal pay. The tribunal found the redundancy process was fair.

Health Care Support Worker (4 years' service) v Avon and Wiltshire Mental Health Partnership NHS Trust

A Health Care Support Worker with four years' service was fairly dismissed for failing to treat a service user with dignity, the tribunal ruled, rejecting claims of whistleblowing detriment and race discrimination.

Former employee v Mr Marcel Hengst, Nova Status B.V., GOT Technologies (UK) Ltd

The tribunal rejected an employer's bid to overturn a costs order, finding their conduct was unreasonable. A separate claim for extra costs over the reconsideration was also dismissed.

Bus driver (8 years 5 months' service) v Stephensons of Essex Limited

A bus driver with over eight years' service lost his constructive unfair dismissal claim after resigning over a manager's home visit and a historic data breach. The tribunal found the employer's actions were not a repudiatory breach of trust.

Property Manager (14 years' service) v Southern Housing

A property manager with 14 years' service lost her claims of race discrimination, harassment, victimisation and constructive unfair dismissal against Southern Housing. The tribunal found no evidence of unlawful treatment.

Target Support Worker for BME families (9 months' service) v Home-Start Birmingham North West

A target support worker who alleged race discrimination after being suspended for missed safeguarding concerns lost her claims. The tribunal found the employer's actions were not because of race.

Relay recovery driver (13 years' service) v Manchetts (Holdings) Ltd

A relay recovery driver with 13 years' service who resigned after being sent on an overloaded job lost his claims for constructive dismissal and disability discrimination. The tribunal found no fundamental breach of contract or failure to make reasonable adjustments.

Car salesman (3 years' service) v Swansway Garages Limited

An employment tribunal dismissed a car salesman's harassment claim after finding that derogatory comments calling him a paedophile were not related to his sexual orientation. The claimant, who represented himself, was unable to link the abuse to a protected characteristic.

Postal worker (21 years' service) v Royal Mail Group Limited

A postal worker with 21 years' service was fairly dismissed for not wearing a seatbelt while sharing a vehicle during the pandemic, the tribunal ruled, rejecting his claim of unfair dismissal.

Nursery nurse (2 years 10 months' service) v Foster Park Primary School

A nursery nurse who resigned after receiving a final written warning for refusing to self-isolate despite being advised to do so has lost her constructive unfair dismissal and disability discrimination claims.

Community support worker (3 years' service) v London Borough of Brent

A Rastafarian community support worker who refused a PCR test due to his religious beliefs was fairly dismissed for prolonged absence, the Watford Employment Tribunal has ruled.

Senior Production Manager (4 years' service) v Sophia Webster Limited

A senior production manager who was dismissed after seven weeks of sickness absence lost her unfair dismissal claim. The tribunal found the small fashion retailer acted reasonably given her lack of engagement.

HGV driver (4 years' service) v Lindab Limited

An HGV driver who used a company fuel card for his personal vehicle and falsified time sheets was fairly dismissed. The tribunal rejected his claims of race discrimination and unfair dismissal.

Porter (2 months' service) v John Pye and Sons Ltd

A porter who resigned after two months, claiming constructive dismissal for reporting drug use and safety concerns, lost his case. The tribunal found the employer had taken reasonable steps and there was no fundamental breach of contract.

Warehouse operative (16 months' service) v GXO Logistics UK Limited

A warehouse operative who resigned after a disciplinary process over a battery fire failed to prove race discrimination, despite the tribunal finding administrative incompetence by the employer.

Board-level Health and Safety Director v Wilko Limited

A tribunal has refused to strike out a whistleblowing claim brought by a board-level health and safety director who alleged he was suspended and denied a bonus after raising concerns about storm risks.

Ambulance Care Assistant (3 years' service) v Medicmart Ambulance Services Limited

An ambulance care assistant who resigned claiming constructive dismissal over a training delay and contract variation has lost her case. The tribunal found no breach of trust and confidence.

Frames Department Manager (5 years' service) v Scrivens Opticians and Hearing Care Ltd

A Frames Department Manager who resigned after a new Product Manager role was created lost her constructive unfair dismissal claim. The tribunal found the employer's actions were not a fundamental breach of contract.

Road marking linesmen v WJ Roadmarkings North Ltd

Two road marking linesmen were fairly dismissed after GPS tracking showed they used a company vehicle to do private work during paid hours. The tribunal found the employer's investigation and decision were reasonable.

Production operative v Jaguar Land Rover Limited

A production operative dismissed for gross misconduct after an NHS COVID-19 app self-isolation alert was found to be fairly dismissed. The tribunal ruled the employer's investigation and belief in fraud were reasonable.

Field agent (self-employed) v 360Globalnet Ltd

A self-employed field agent who claimed he was dismissed for whistleblowing lost his case after the tribunal ruled he was a worker, not an employee, and that no protected disclosure had caused detriment.

Finance director (38 years' service) v Implex Consultants Ltd

A finance director with 38 years' service was fairly dismissed for gross misconduct after taking confidential documents from a locked cupboard to help a family member in a legal dispute with his employer. The tribunal rejected his whistleblowing claims.

Support worker (3 years' service) v Bridge Medical Solutions Limited

A support worker was dismissed by email within an hour of posting a comment on a staff WhatsApp group, after the client's parents threatened to remove the client. The tribunal upheld the dismissal as fair due to third-party pressure and futility of procedures.

Immigration Enforcement Officer (31 years' service) v Home Office

An Immigration Enforcement Officer with 31 years' service was fairly dismissed for gross misconduct after carrying out unauthorised lookups on a Home Office database, including after a zero-tolerance policy was introduced. The tribunal found the employer's belief in misconduct was genuine and reasonable, despite procedural shortcomings.

Material Flow Manager (4 years' service) v Games Workshop Limited

A Material Flow Manager who resigned after receiving a first written warning for misleading an employee about a promotion and back pay has lost his constructive unfair dismissal claim.

Parish clerk v Tydd St Mary Parish Council

A parish clerk who resigned and claimed constructive dismissal lost her case because the tribunal found she made no public interest disclosures and no breach of contract by the council.

Senior health care assistant (3 years' service) v Signature Senior Lifestyle Operations Limited

A senior care assistant who shouted at a resident and called her 'stupid', inadvertently recorded on a voicemail, was fairly dismissed for gross misconduct. The tribunal rejected her unfair dismissal claim.

Store manager (21 years' service) v Holland and Barratt Retail Limited

A tribunal has dismissed an unfair dismissal claim by a store manager with 21 years' service who was sacked for overbooking holidays and falsifying time records.

Area sales manager (7 years' service) v Core Communications Retail Limited

An area sales manager with 7 years' service was fairly dismissed after admitting to logging visits that never happened and making cash sales. The tribunal found the employer's decision was within the range of reasonable responses.

Health Care Assistant (7 years' service) v Guy’s & St Thomas NHS Foundation Trust

A healthcare assistant with 7 years' service was dismissed after 20 months' sick leave due to a work-related arm and neck injury. The tribunal found the NHS trust's decision was proportionate, balancing patient safety and staffing needs.

Service Engineer (9 years' service) v AMC XL Ltd

An employment tribunal dismissed a service engineer's claim for constructive unfair dismissal and disability discrimination after he resigned over a PPE dispute and a drug test he failed to complete.

Procurement Support Manager v Thames Valley Housing Association Ltd and Metropolitan Housing Trust Ltd

A Procurement Support Manager dismissed during his probation period lost his claims of race discrimination and failure to make reasonable adjustments. The tribunal found no evidence that his Russian ethnic origin or undisclosed HIV status played any part in the decision.

Personal Relationship Manager (9 years' service) v Lloyds Bank plc

A Personal Relationship Manager with nine years' service was fairly dismissed for deliberately coughing towards a colleague during the pandemic, breaching lone-working rules and lying to his manager. The tribunal rejected all claims of unfair dismissal and disability discrimination.

Personal support worker (3 years' service) v Mr A Shakespeare

A personal support worker who was dismissed after 18 months' absence due to bowel cancer and a hernia has lost her unfair dismissal claim. The tribunal found the dismissal was fair, and even if the procedure had been flawed, she would have been dismissed anyway.

Business Coordinator (NHS, 3 years' service) v Bedfordshire Hospitals NHS Foundation Trust

A tribunal rejected claims of unfair dismissal and race discrimination by a Business Coordinator who refused a restructured role and went on sick leave. The dismissal for 'some other substantial reason' was fair.

Registered social worker v Trafford Council

A registered social worker who resigned and claimed constructive unfair dismissal after allegedly blowing the whistle has had his claim thrown out. The tribunal found no protected disclosure and no fundamental breach of contract, and ordered him to pay £2,700 in costs.

UNISON branch secretary (full-time release since 1998) v Kirklees Council

A UNISON branch secretary with 49 years' service was fairly dismissed for gross misconduct after two complaints of bullying and threatening behaviour. The tribunal rejected his claim that he was targeted for trade union activities.

High value packer (1 year 5 months' service) v Jewellery Quarter Bullion Limited

A high value packer who raised concerns about a colleague's mental health was dismissed for performance issues. The tribunal found the protected disclosure was not the principal reason for dismissal, and the claim was dismissed.

Cabin crew and purser (35 years' service) v British Airways plc

An employment tribunal has upheld British Airways' decision to dismiss a cabin crew member with 35 years' service for gross misconduct after she made racist comments about a doctor and left hospital while self-isolating with suspected COVID-19.

Welfare Caseworker (12 years' service) v Luton Irish Forum

A welfare caseworker with 12 years' service lost her claim for detriment and constructive dismissal after the tribunal found that disciplinary proceedings were prompted by her threatening behaviour, not by her protected disclosures.

Golf course manager (5 years' service) v Morecambe Golf Club Limited

A golf course manager who resigned after being called a 'dickhead' by a board member and feeling undermined by the new captain has lost his constructive unfair dismissal claim. The tribunal found no breach of trust and confidence.

Warehouse operative and union convener (5 years' service) v DHL Services Ltd

A warehouse operative and union convener was fairly dismissed after falsely claiming to be a union member's representative when calling the employer's solicitors. The tribunal rejected his claims of automatic and ordinary unfair dismissal.

Senior care assistant (18 years' service) v Ascot Care Ltd

A senior care assistant with 18 years' service was fairly dismissed after refusing to complete the government's self-certification form for a medical exemption from Covid-19 vaccination. The tribunal rejected her claims of unfair dismissal and philosophical belief discrimination.

Senior Mobility Specialist (14 months' service) v Lets Deel Ltd

A Senior Mobility Specialist who resigned after allegedly being pressured to take on an authorising officer role failed to win interim relief for automatic unfair dismissal. The tribunal found she did not have a 'pretty good chance' of success.

Night Senior Carer (2 years 8 months' service) v Barchester Healthcare Ltd

A night senior carer with over 40 years' experience was fairly dismissed for gross misconduct after moving an unresponsive resident before calling 999, the tribunal has ruled.

Part-time Line Driver (4 years' service) v Manheim Limited

An employment tribunal dismissed all discrimination claims brought by a part-time Line Driver with 4 years' service against Manheim Limited, finding they were brought too late and lacked merit. The unfair dismissal claim was withdrawn.

Cleaner v Bidvest Noonan (UK) Limited

A cleaner who received a final written warning but was not dismissed brought an unfair dismissal claim 65 days out of time. The tribunal found no dismissal occurred and refused to extend the deadline.

Customer Assistant (8 years' service) v Sainsbury's Supermarkets Limited

A customer assistant with eight years' service who asked to be dismissed on capability grounds lost her unfair dismissal claim. The tribunal found Sainsbury's acted reasonably.

Post Office Counter Clerk (3 years' service) v ZCO Ltd

A Post Office counter clerk who refused a split-shift offer after his hours were cut due to COVID-19 has lost his claim for unauthorised deductions. The tribunal held that the employer's contractual mobility and short-time working clauses authorised the reduction.

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

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

Transport Team Manager (15 years' service) v The Co-operative Group Limited

A Transport Team Manager with 15 years' service resigned after a series of disputes over performance grading and rota changes. The tribunal dismissed his constructive unfair dismissal claim, finding he had affirmed the contract by continuing to work after deciding to leave.

Customer Advisor (72 years old, 5 years' service) v B & Q Limited

A 72-year-old B&Q employee resigned after receiving his rota on the same day he was due to work. The tribunal dismissed his claims of constructive unfair dismissal, age discrimination, and victimisation.

Sales manager (14 months' service) v Fugro GB Marine Limited

A sales manager who resigned after raising concerns about standard contractual terms lost his unfair dismissal claim when the tribunal found his disclosures were not protected.

Food Service Coach (3 years 8 months' service) v Activate Learning

A food service coach who resigned citing racist comments and harassment lost her constructive dismissal and discrimination claims after the tribunal found she had affirmed her contract by continuing to work for 20 months.

Support worker (15-16 years' service) v Future Directions CIC

A support worker who resigned after raising COVID-19 PPE concerns lost her constructive dismissal and whistleblowing claims. The tribunal found no breach of trust and confidence.

Referrals Coordinator (6 years' service) v Moorfields Eye Hospital NHS Foundation Trust

A referrals coordinator resigned claiming constructive unfair dismissal and race discrimination, but the tribunal found no evidence that management style, appraisal grading, or grievance handling were linked to race.

Paramedic (29 years' service) v North East Ambulance Service NHS Foundation Trust

A paramedic with nearly three decades of service was fairly dismissed on capability grounds after a thorough absence management process, the tribunal has ruled. All claims of unfair dismissal and disability discrimination were dismissed.

Operator in Facilities Management (4 years' service) v Derby City Council

An operator at Derby City Council had her pregnancy discrimination and harassment claims dismissed because they were brought too late, despite the tribunal finding some treatment was unfavourable.

Solicitor (consultant) v Paula Felton t/a Felton Solicitors

A solicitor who alleged his firm was overbilling a client lost his whistleblowing detriment claim. The tribunal found the firm's reasons for ending his contract were genuine and unrelated to his disclosures.

Audit Assistant Manager (2 years' service) v Grant Thornton Business Services

An Audit Assistant Manager with 2 years' service who resigned after being placed on a performance improvement plan has lost his claims of constructive unfair dismissal, race discrimination and whistleblowing detriment. The tribunal found the employer had reasonable cause for its actions.

Carer (2 years 11 months' service) v Paul Jones

A carer who sent a WhatsApp message saying 'I'm done' after a disagreement about self-isolation and pay has lost her constructive unfair dismissal claim. The tribunal found no fundamental breach of contract by her employer.

Dental receptionist (7 years 5 months' service) v Oasis Dental Care Limited

A dental receptionist with over seven years' service was fairly dismissed after a lengthy performance improvement process. The tribunal found the employer acted reasonably.

Project Coordinator (12 years' service) v London Borough of Southwark

A project coordinator with 12 years' service was fairly dismissed for failing to declare property ownership on a housing application and providing false information about his brother. The tribunal also dismissed his whistleblowing claim and ordered him to pay £5,000 in costs.

Non-practising solicitor v Solicitors Regulation Authority Limited

A non-practising solicitor failed to prove disability and had his discrimination and victimisation claims against the Solicitors Regulation Authority dismissed after the tribunal found it lacked jurisdiction over most allegations.

Warehouse operative (9 years' service) v Fibreline Ltd

A Leeds tribunal dismissed claims of unfair dismissal and disability discrimination brought by a warehouse operative with chronic back pain, finding that the employer's consultation and medical evidence were reasonable.

Administrator (10 years' service) v Anglo Israel Association

An employment tribunal has ruled that a small charity's decision to make a long-serving administrator redundant was fair, even though the consultation process was flawed. No compensation was awarded.

Customer service advisor (7 years' service) v Dermalogica UK Limited

A customer service advisor with 7 years' service was fairly dismissed for posting critical comments about her employer on Facebook during the first COVID-19 lockdown. The tribunal found the employer's decision fell within the range of reasonable responses.

Accounts and Administrative Assistant (16 years' service) v G Moore Haulage Limited

A tribunal has dismissed claims of unfair dismissal, unlawful deductions, and breach of contract brought by an accounts assistant who resigned through her father and received her P45 without contacting her employer for over two months.

Warehouse picker / Distribution Depot Operative (9 years' service) v Muller UK & Ireland Group T/A Muller Milk and Ingredients

A warehouse picker with nine years' service was fairly dismissed for lifting an empty trolley to chest height as an act of horseplay. The tribunal upheld the employer's decision, finding it within the band of reasonable responses.

Managing Director (8 years' service) v Summit Chairs Limited

A tribunal has dismissed claims of unfair dismissal and disability discrimination brought by a managing director with 8 years' service who was made redundant during the COVID-19 pandemic. No compensation was awarded.

Operations manager (14 years' service) v V-Tech Ltd

An operations manager with 14 years' service was fairly dismissed when her role became redundant after the business automated processes and hired a head of operations. The tribunal rejected her unfair dismissal claim.

Sales and Reservations Agent (4 years' service) v Turkish Airlines

A sales agent who photographed a colleague's email and sent it to her husband was fairly dismissed for gross misconduct, the Reading Employment Tribunal has ruled.

Assistant Service Manager (3 years' service) v BaxterStorey Limited

A tribunal has rejected a constructive unfair dismissal claim from an assistant service manager who resigned after working up to 12-hour days, finding the employer did not require or expect the excessive hours.

Part 1 Architectural Assistant (4 years' service) v Perpetua in Perpetuum Ltd

A Part 1 Architectural Assistant who resigned after securing a promotion and a new job failed to prove constructive unfair dismissal or race discrimination. The tribunal found no breach of trust and confidence or less favourable treatment.

Car park enforcement officer (5 years' service) v Salisbury NHS Foundation Trust

An employment tribunal has upheld the dismissal of a car park enforcement officer who had been absent for 1,163 days out of 1,992 due to bipolar disorder, finding the NHS trust acted reasonably.

Call handler (14 months' service) v C M Community Care Services Limited

A call handler who resigned after being asked to leave the office during a heated argument lost her claims of constructive dismissal and race discrimination. The tribunal found no dismissal or discrimination.

Community Phlebotomist (11 years' service) v St Helens and Knowsley Teaching Hospitals NHS Trust

An employment tribunal has ruled that St Helens and Knowsley Teaching Hospitals NHS Trust fairly dismissed a community phlebotomist with 11 years' service due to her poor attendance record. No compensation was awarded.

Lecturer in Physiotherapy (probationary period) v Cardiff University

A physiotherapy lecturer who was dismissed during her probationary period for failing a Performance Improvement Plan has lost her claims of unfair dismissal, discrimination, and victimisation against Cardiff University.

Line operator (4 years 8 months' service) v Nestle UK Limited

A line operator with 4 years 8 months' service who resigned after being told a transfer to Halifax could not be guaranteed within 3-4 weeks has lost her constructive unfair dismissal claim against Nestle UK Limited.

Senior driver (18 years' service) v The Embassy of the United Arab Emirates

An employment tribunal dismissed claims of unfair dismissal and racial harassment from two former employees of the UAE Embassy, finding that their discrimination complaints were brought too late and that a redundancy selection based on performance was not tainted by race.

Senior Sales Ledger Clerk (44 years' service) v Future Publishing Limited

A senior sales ledger clerk who resigned after 44 years, then claimed constructive dismissal due to workload, lost her case. The tribunal found she had already decided to retire and the workload did not drive her resignation.

Branch manager (6 years' service) v Sequence (UK) Limited

A branch manager who resigned claiming constructive dismissal and race discrimination has had all his claims dismissed by an employment tribunal, which also ordered him to repay £17,727.86 in overpaid commission.

Collection and Delivery Driver (3 years' service) v DPD Group UK Limited

A collection and delivery driver with an umbilical hernia and muscle condition was fairly dismissed on capability grounds after his employer exhausted temporary adjustments. The tribunal found DPD Group UK Limited acted reasonably.

Postal worker (2 years' service) v Angard Staffing Solutions Ltd and Royal Mail Group Ltd

A postal worker with multiple sclerosis who swore at a colleague after being asked about his blue badge was fairly dismissed for abusive conduct, the tribunal ruled.

Lead Referral Coordinator (3 years 8 months' service) v Berkshire Healthcare NHS Foundation Trust

A tribunal dismissed all claims by a Lead Referral Coordinator who resigned and alleged constructive dismissal and detriment for raising patient safety concerns at Berkshire Healthcare NHS Foundation Trust.

Border Force Officer (3 years' service) v Home Office (Border Force (UK))

A Border Force officer with three years' service was fairly dismissed after shouting at managers while under a live final written warning. The tribunal rejected her claims of unfair dismissal and discrimination.

Maintenance Officer (4.5 months' service) v Upwards Care Solutions

A maintenance officer with less than two years' service claimed he was automatically unfairly dismissed for raising fire door safety concerns. The tribunal found the real reason was capability and conduct, and dismissed the claim.

Rebuild Repair Engineer (3 years' service) v Finning (UK) Limited

A Rebuild Repair Engineer was fairly dismissed for gross misconduct after improvising a complex lift without proper equipment or training, breaching the company's Lifesaving Rules. The tribunal rejected his unfair dismissal claim.

Sales Advisor (3 years 9 months' service) v EE Ltd

A sales advisor who resigned after alleging fraud and harassment lost her constructive dismissal and whistleblowing claims. The tribunal found no fundamental breach of contract, and most detriment claims were out of time.

In-store service advisor (15 years' service) v Currys Group Limited

An in-store service advisor with 15 years' service resigned claiming constructive unfair dismissal after a disciplinary warning and grievance process. The tribunal found no fundamental breach of trust and confidence, and the claim was dismissed.

Funeral service operative (5 years' service) v R Banks & Son Funerals Limited

A funeral service operative with ulcerative colitis lost his constructive unfair dismissal and disability discrimination claims after the tribunal found no fundamental breach of contract or discrimination.

Commercial Bodywork Engineer (3 years' service) v Solomon Commercials Ltd

A commercial bodywork engineer who removed a piece of GRP without checking his surroundings, causing a colleague to suffer a fractured orbital bone, was fairly dismissed for gross misconduct. The tribunal found the employer acted reasonably.

Former employee v Marex Financial

A former employee was fairly dismissed after entering his workplace out of hours despite a final written warning. A Teams chat showing he planned to evade security was key evidence. The tribunal dismissed his unfair dismissal claim and refused the employer's costs application.

Service colleague (15 years' service) v Asda Stores Ltd

A service colleague with 15 years' service was fairly dismissed for gross misconduct after making unsubstantiated race discrimination allegations. The tribunal rejected claims of automatic unfair dismissal and victimisation.

TSU Admin Assistant Support Worker (4 years' service) v University of the West of England

An employment tribunal has dismissed all claims brought by a support worker against the University of the West of England, finding that his dismissal following the expiry of a fixed-term contract and an irretrievable breakdown in the working relationship was fair.

Supply teacher (6 years' service) v Conwy County Borough Council and The Governing Body of Ysgol Nant y Groes

A tribunal dismissed claims for unfair and wrongful dismissal brought by a supply teacher whose role ended when a permanent teacher was appointed. No compensation was awarded.

Former employee (fixed-term contract worker) v University of the West of England

A former fixed-term contract worker lost his whistleblowing detriment claim after presenting it nearly a year late. The tribunal also dismissed all other claims of unfair dismissal and discrimination.

Support worker (fixed-term contracts) v University of the West of England

A support worker who claimed his dismissal was automatically unfair for whistleblowing lost his case after the tribunal found no link between his disclosures and the end of his fixed-term contract.

Nursery Nurse (3 years 10 months' service) v R Ltd

A nursery nurse who was dismissed for breaching confidentiality after discussing a colleague's disciplinary hearing has lost her unfair dismissal claim. The tribunal also rejected her sexual harassment and victimisation claims.

Inventory Operative (5 years' service) v Alloga UK Limited

An inventory operative with five years' service who resigned after a dispute over face masks and a grievance about disability discrimination has lost her constructive dismissal and disability discrimination claims.

Former employee (Border Force officer) v Secretary of State for The Home Department (Border Force)

A former Border Force officer who failed to disclose a previous gross misconduct dismissal on his application was fairly dismissed. The tribunal found the employer's investigation and decision were within the band of reasonable responses.

Driver (delivery driver for online grocery orders) v Tesco Stores Limited

A delivery driver who had carpal tunnel syndrome surgery and returned to work without sickness absence was found not to be disabled. The tribunal dismissed her unfair dismissal and disability discrimination claims.

Force Control Room Operator (4 years' service) v Surrey Police

A Force Control Room Operator was fairly dismissed after failing to provide proof of a charity donation from a cake sale, the tribunal has ruled. No compensation was awarded.

Senior Employment Consultant (former trade union representative and HR adviser) v Peninsula Business Services Limited

A tribunal dismissed a senior employment consultant's claims that his employer failed to make reasonable adjustments for his dyslexia, and upheld a £430.16 deduction from his final pay for training costs.

Night Shift Postman (34 years' service) v Royal Mail Group Ltd

A night shift postman with 34 years of service was fairly dismissed for intimidating a colleague, the tribunal ruled, rejecting claims that the process was flawed.

Store manager (4 years' service) v Lidl GB

A store manager with diabetes who resigned after a disciplinary investigation failed to prove constructive dismissal or disability discrimination. The tribunal found Lidl had made reasonable adjustments and had not harassed him.

Store Manager (32 years' service) v Tesco Stores Limited

A Tesco store manager with 32 years' service was fairly dismissed for misconduct after repeatedly opening the store alone and leaving it unsupervised, despite a live final written warning. The tribunal upheld the dismissal, finding it within the range of reasonable responses.

Former employee v Staffline Recruitment Limited

A former employee's claim for constructive unfair dismissal against Staffline Recruitment Limited was rejected after the tribunal found he had not actually resigned.

Former employee v Department for Work and Pensions

A former employee's claims of disability discrimination and unfair dismissal against the Department for Work and Pensions have been dismissed by the Manchester Employment Tribunal.

Senior technician (12 years' service) v Teva UK Limited

A senior technician with 12 years' service was fairly dismissed after failing to lock out a damaged charger, leading to a colleague's electric shock. The tribunal rejected his claims of unfair dismissal and homophobic harassment.

Senior Staff Nurse (20 years' service) v St George's Hospitals NHS Foundation Trust

A senior staff nurse with 20 years' service was fairly dismissed after a head injury left him unable to return to work. The tribunal rejected his claims of unfair dismissal and disability discrimination.

Chief Technical Officer (photocatalytic chemistry and nanotechnology R&D) v Environmental Control Coatings Ltd

A chief technical officer who claimed his employment transferred to a new company when his employer ran into difficulties has lost his TUPE claim. The tribunal found no assets, employees or IP had moved.

Warehouse Manager (5 years' service) v Korea Foods Company Ltd

A warehouse manager who resigned after Korean employees who walked out were rehired without his knowledge lost his claims for constructive unfair dismissal and race discrimination. The tribunal found the employer's actions were within its managerial prerogative.

Senior Business Development Manager (2 months' service) v The Hut.Com Limited

A senior business development manager dismissed after colleagues discovered her tweets about Islam and hijabs lost her discrimination and unfair dismissal claims. The tribunal ruled her views were not protected philosophical beliefs.

Executive Development Consultant (3 years' service) v The Employers Network for Equality and Inclusion

An Executive Development Consultant with multiple sclerosis lost her unfair dismissal and discrimination claims after the tribunal found the redundancy was genuine and fairly handled.

Programme Delivery Manager (9 years' service) v Aster Group

A Programme Delivery Manager with nine years' service resigned during a redundancy consultation and claimed constructive unfair dismissal. The tribunal dismissed her claim, finding that the employer's conduct was not a fundamental breach of contract.

Wellbeing Worker (21 years' service) v The African Caribbean Care Group

A wellbeing worker with 21 years' service was fairly dismissed after he continued a free meals project with his son, despite a final written warning. The tribunal upheld the employer's decision.

Emergency Medical Technician (6 years' service) v North West Ambulance Service NHS Trust

A tribunal has upheld the dismissal of an Emergency Medical Technician who made crude sexual remarks about children and showed colleagues photographs of children in a swimming pool. The employer's investigation and decision were within the range of reasonable responses.

Clinical charge nurse (10 years' service) v South West London and St Georges Mental Health NHS Trust

A clinical charge nurse who resigned and later tried to withdraw his resignation lost his constructive unfair dismissal claim after telling the tribunal the only reason he resigned was a good job offer.

Site coordinator (13 years' service) v East Riding of Yorkshire Council

A school site coordinator with 13 years' service was fairly dismissed for gross misconduct after making sexually explicit comments to female colleagues. The tribunal also awarded £10,000 costs against him.

Co-director and 50% shareholder of training company v Evolving Edge Ltd

A tribunal dismissed a co-director's claims of pregnancy and sex discrimination against her business partner, ruling that the breakdown was a commercial dispute over profit-sharing and share valuation, not discrimination.

Driver (prison service) v Secretary of State for Justice

A prison service driver who claimed he was deterred from raising a grievance and then dismissed due to his depression has lost his disability discrimination claim. The tribunal found no evidence of discrimination.

IVA drafter (9 months' service) v Finance4me Limited (dissolved)

An IVA drafter with CFS/ME lost her disability discrimination claim after the tribunal ruled she did not have a disability under the Equality Act. No compensation was awarded.

Practice Manager (29 years' service) v Duncan Boxwell & Company Limited

A practice manager who resigned after receiving an email mentioning a potential future pay reduction has lost her constructive unfair dismissal claim. The tribunal found no repudiatory breach.

Senior Campaigner (16 years' service) v Amnesty International Limited

A long-serving Amnesty International campaigner who refused to return to work unless the organisation reversed its decision to reinstate Alexei Navalny's prisoner-of-conscience status has lost her unfair dismissal claim.

Former employee (3 years' service) v Altran UK Ltd

A former employee's unfair dismissal and discrimination claim survives a strike-out bid, with the tribunal ruling that a fair trial remains possible despite abusive correspondence and procedural delays.

Sales manager (13 years' service) v Alan Howard (Stockport) Ltd

A sales manager with 13 years' service resigned claiming loss of trust and confidence after a sick pay dispute and disciplinary warning. The tribunal rejected his constructive unfair dismissal claim, finding no fundamental breach of contract.

Former employee v J D Wetherspoon plc

A former employee's unfair dismissal claim against J D Wetherspoon plc was dismissed after a full hearing, despite a tribunal error that nearly struck out the case earlier. The deposit order was refunded to the employer.

Customer Service Assistant (later Train Operator) v London Underground Ltd

A London Underground train operator was fairly dismissed for gross misconduct after refusing to provide a hair sample for drug testing, the tribunal has ruled.

Shunter (6 years' service) v DHL Services Ltd

A shunter with six years' service was fairly dismissed after driving while using a hand-held phone and breaching a red light. The tribunal rejected claims that the dismissal was linked to earlier health and safety concerns.

Education Coordinator (2 years' service) v Workers Educational Association Ltd

An education coordinator who resigned claiming constructive dismissal lost her case after the tribunal found she had affirmed the employer's breach by continuing to work for more than a year.

Field Engineer (32 years' service) v Openreach Plc.

A field engineer with 32 years' service was fairly dismissed after falsely reporting his gas detection unit stolen and failing to use it on four jobs. The tribunal upheld Openreach's decision.

Traffic Engineer (5 years' service) v London Borough of Brent

A traffic engineer with PTSD and chronic pain was fairly dismissed for capability after years of sickness absence and negligible work output, the Watford tribunal has ruled.

Senior Lettings Negotiator (3 years' service) v HR Lettings Limited

A senior lettings negotiator who resigned after a shouting incident and a moved desk lost her constructive unfair dismissal claim. The tribunal found no breach of trust and confidence by HR Lettings Limited.

Assistant Store Manager (5 years' service) v Hugo Boss UK Limited

An assistant store manager who resigned claiming constructive dismissal and race discrimination has lost his case. The tribunal found no breach of trust and confidence and no evidence of discrimination.

Production operative (6 years' service) v Faccenda Foods Limited

A production operative with six years' service was fairly dismissed on capability grounds after nine months' absence due to foot pain. The tribunal rejected claims of unfair dismissal and disability discrimination.

Nurse (15 years' service) v Oxleas NHS Foundation Trust

A nurse with 15 years' service resigned after her second grievance wasn't progressed for 16 days. The tribunal found no breach of trust and confidence, dismissing her constructive unfair dismissal claim against Oxleas NHS Foundation Trust.

Transport Director (20 years' service) v Kammac Limited

A transport director with 20 years' service lost her constructive unfair dismissal claim after resigning over a sick pay dispute and an investigatory meeting. The tribunal found no repudiatory breach of contract.

Business Analyst / Product Owner (4 years' service) v Bud Systems Limited

A tribunal has ruled that Bud Systems Limited fairly dismissed a business analyst who had been on sick leave for 16 months with anxiety and depression. All discrimination claims also failed.

Creative Manager (10 years' service) v University of Nottingham

A Creative Manager with 10 years' service was fairly dismissed for redundancy, the tribunal ruled, rejecting claims that the process was discriminatory or procedurally unfair.

Consultant Radiologist (2 years 9 months' service) v North West Anglia NHS Foundation Trust

A consultant radiologist who suffered migraines and exhaustion due to overwork and caring responsibilities was found not to be disabled under the Equality Act 2010. The tribunal ruled that his conditions were a normal reaction to his lifestyle, not an impairment with substantial adverse effects.

Customer advisor (5 years' service) v B&Q Ltd

A customer advisor with depression was dismissed for gross misconduct after a series of incidents with colleagues. The tribunal ruled the dismissal was fair and not discriminatory.

Associate director/senior project manager and quantity surveyor (5 years' service) v Lucas Lee Ltd

A Leeds tribunal dismissed an unfair dismissal claim from an associate director made redundant after his role was restructured. The judge found the employer's consultation and selection process was fair, even though the only alternative roles offered came with a salary cut from £70,000 to £30,000.

Visual Merchandising Team Manager (26 years' service) v Marks & Spencer plc

A Visual Merchandising Team Manager with 26 years' service was dismissed after over six months' absence. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Sales colleague (5 years 9 months' service) v Currys Group Limited

A sales colleague who hid bail conditions for serious sexual offences for over two years was fairly dismissed by Currys Group Limited for loss of trust and confidence. The tribunal dismissed his unfair dismissal claim.

Former employee v S.T.A.R Domiciliary Care Ltd

A former employee of S.T.A.R Domiciliary Care Ltd has lost all claims including constructive unfair dismissal, whistleblowing detriment, and religious discrimination after resigning and alleging a breach of contract.

Former employee v Adam Grooming Atelier Ltd

An employer's application for £1,435 in costs was dismissed after the tribunal found the former employee had not acted unreasonably and her breach of contract claim had some prospect of success.

Lead Design Engineer (12 years' service) v Marshalls Group Limited

A tribunal has ruled that a Lead Design Engineer with 12 years' service was fairly dismissed for redundancy after scoring lowest on a selection matrix. The claim was dismissed in full.

Dot Com driver (Tesco) v Tesco Stores Limited

A Tesco Dot Com driver who alleged 17 incidents of discrimination on grounds of race and religion has had all claims dismissed by an employment tribunal.

Warehouse operative (12 years' service) v Stanley Black & Decker Limited

A warehouse operative with 12 years' service was fairly dismissed for grabbing colleagues' private areas. The tribunal found the employer had reasonable grounds for its belief despite the operative's conspiracy claims.

Mechanical technician (1 year 6 months' service) v United Kingdom Atomic Energy Authority

A mechanical technician who raised covid-19 safety concerns was investigated for setting up cryptocurrency miners on site. The tribunal dismissed his whistleblowing claim, finding the investigation was about the miners, not his disclosures.

Warehouse operative (5 months' service) v Lidl Great Britain Limited

A warehouse operative with five months' service who stopped attending work after a child maintenance deduction from his wages was fairly dismissed for gross misconduct. The tribunal rejected all claims of unauthorised deductions and wrongful dismissal.

Customer Accounts Officer (12 years' service) v Morrison Data Services (Water) Limited

A Customer Accounts Officer with 12 years' service resigned claiming constructive dismissal after a TUPE transfer. The tribunal dismissed both the unfair and wrongful dismissal claims, finding no repudiatory breach.

Former employee v Kentucky Fried Chicken Limited

A wasted costs application against a former employee's solicitors was refused because, although their late responses were negligent, the preliminary hearing would have happened anyway.

Solid Surface Fitter (4 years' service) v Howden Joinery Limited

An employment tribunal has rejected an unfair dismissal claim from a solid surface fitter who was dismissed on capability grounds after two years of sickness absence, finding the employer acted reasonably.

Car Parking Manager (10 years' service) v Westfield Europe Ltd

A 10-year employee who resigned claiming constructive dismissal after being furloughed, placed on a performance improvement plan and having his grievance rejected has lost his case. The tribunal found no fundamental breach of trust and confidence.

Former employee v Mrs Patricia Bowey

A tribunal granted an extension for a late response from an employer with no legal experience who was ill, accepting the ET3 one working day late due to a communication error by her daughter.

Store manager (Vodafone franchise) v Kotak Communications Limited

A store manager who was off sick for over a year was fairly dismissed on capability grounds, the tribunal ruled, rejecting claims of disability discrimination and unfair dismissal.

Customer Assistant (12 years' service) v Marks and Spencer PLC

A customer assistant with 12 years' service resigned after a delay in his grievance response. The tribunal found no repudiatory breach, and his constructive dismissal claim was dismissed.

Senior Healthcare Assistant (5 years' service) v Guys and St Thomas NHS Foundation Trust

A tribunal has ruled that a Senior Healthcare Assistant's opposition to the Coronavirus pandemic and preventative measures like PCR tests and face masks does not amount to a protected philosophical belief under the Equality Act 2010. The claim was dismissed.

Healthcare assistant (6 years' service) v Guy's and St Thomas's NHS Foundation Trust

An employment tribunal has upheld the dismissal of a healthcare assistant with six years' service who slapped a colleague on the cheek during handover, finding the NHS trust acted reasonably.

Housing Solutions Assistant / Independent Living Prevention and Local Welfare Provision Officer (3 years 7 months' service) v Central Bedfordshire Council

A Housing Solutions Assistant with PTSD was fairly dismissed after a lengthy sickness absence when he refused all redeployment options, the tribunal has ruled.

Former employee (school staff) v Al Iman Community Educational Services Ltd.

A school staff member who claimed she was unfairly dismissed after an investigation meeting was found by the tribunal to have resigned voluntarily. Her claim was dismissed and she was ordered to pay £300 in costs.

Enablement Assistant (13 years' service) v City of Bradford Metropolitan District Council

A tribunal has dismissed claims of constructive unfair dismissal and disability discrimination brought by an enablement assistant with 13 years' service after her employer refused her request for reduced weekend-only hours.

Charity shop manager (9 months' service) v Parity for Disability

A charity shop manager who resigned after her probation was extended lost her unfair dismissal claim. The tribunal found no link between her protected disclosures and the employer's actions.

Former employee v Sullivan Bus and Coach Limited

A former employee's claims of sex, sexual orientation and victimisation discrimination against Sullivan Bus and Coach Limited were dismissed by the Watford Employment Tribunal. The unfair dismissal complaint had already been struck out.

Factory Manager (13 years' service) v SIPS (UK) Ltd

A factory manager with 13 years' service was fairly dismissed for gross misconduct after a wall saw fell during unloading, causing damage and minor injuries. The tribunal upheld the decision, citing a reasonable investigation and a breakdown in trust.

Lecturer in forensic science (12 years' service) v Capital City College Group

A lecturer with 12 years' service resigned after her flexible working request was refused. The tribunal held that the employer's conduct did not amount to a fundamental breach of contract.

Trainee pharmacy adviser v Boots Management Services Limited

A trainee pharmacy adviser who alleged she was discriminated against because of her race and sex when she was not signed off her training programme has had her claims dismissed by the Reading Employment Tribunal.

Reablement Support Worker (19 months' service) v North East London NHS Foundation Trust

The tribunal dismissed all claims by a former NHS support worker who alleged he was unfairly dismissed for raising concerns about PPE, finding that his disclosures were not protected and his dismissal was due to gross misconduct involving homophobic harassment.

Quality Improvement Manager (probationary employee) v BPP University Ltd

A Quality Improvement Manager dismissed while on probation after her miscarriage lost her unfair dismissal and discrimination claims. The tribunal found the decision was based on genuine performance concerns and a breakdown in working relationships, not pregnancy.

Manufacturing operative (18 years' service) v Anglian Windows Limited

An 18-year employee who walked out after being asked to work on a different line and later resigned has lost his unfair dismissal claim. The tribunal found his evidence dishonest and that the employer had acted reasonably.

Venue stylist/stationery assistant (5 months' service) v Flossie's Wedding Limited

A venue stylist dismissed during probation for poor performance failed to prove wrongful dismissal. The tribunal found no breach of contract even though the employer had no written disciplinary or grievance policies.

Driver (6 years' service) v Eastbrook Logistics Ltd

A driver with six years' service was fairly dismissed for gross misconduct after urinating on a loading dock in full view of CCTV. The tribunal upheld the employer's decision, finding the dismissal was within the range of reasonable responses.

Security Officer (3 years 9 months' service) v Corps Security (UK) Limited

A security officer who feinted a punch at a cadet after being sworn at was fairly dismissed for gross misconduct. The tribunal rejected his claim that a colleague was treated more leniently for a similar incident.

Booking Coordinator (probationary employee) v London Fire Commissioner

A Booking Coordinator who was dismissed during her probation for attendance issues failed to prove disability discrimination. The tribunal found the London Fire Commissioner acted reasonably given her short service and multiple probation extensions.

Teaching assistant (3 years' service) v Emmaus Catholic Academy Trust

A teaching assistant who alleged five incidents of race discrimination and harassment by her head teacher has lost her claims, with the tribunal finding the school acted for genuine operational reasons.

Store Manager (7 years 9 months' service) v B & M Retail Limited

A tribunal has dismissed all claims of disability discrimination and unfair dismissal brought by a store manager with 7 years' service who was sacked for failing to enforce social distancing and misleading Test and Trace during the pandemic.

Finance Assistant (12 years' service) v Lexington Catering Ltd

A finance assistant with 12 years' service was fairly dismissed for long-term sickness after her employer provided extensive support and considered redeployment. The tribunal upheld the decision, finding it within the range of reasonable responses.

Marketing associate (1 year 4 months' service) v Arapina Bakery Ltd

A marketing associate who shouted at his boss and threatened to force entry into the bakery was fairly dismissed for gross misconduct. The tribunal rejected his claim for notice pay.

Domestic Assistant (4 years' service) v Sussex Health Care Limited

A domestic assistant with 4 years' service was fairly dismissed after entering a care home without following infection control measures. The tribunal found the employer's belief in gross misconduct was reasonable and the process was within the range of reasonable responses.

Head Chef/Kitchen Manager (3 months' service) v United Kitchen Concepts Ltd

A head chef who stopped attending work after a dispute over hours and overtime was dismissed for unauthorised absence. The tribunal struck out his unfair dismissal claim due to insufficient service and rejected his remaining pay claims.

Former COO and director of a digital publishing company v Greencastle MM LLP

A former COO and director of a digital publishing company could not claim unfair dismissal or a redundancy payment because he did not have sufficient continuous employment. The tribunal ruled there was no TUPE transfer, associated employer relationship, or successor employer.

Former employee (certification suspended after dismissal) v Isle of Wight NHS Trust

The tribunal dismissed unfair and wrongful dismissal claims after the claimant failed to attend the final hearing, and ordered her to pay £1,400 in costs for repeated delays and non-compliance.

Lead Medical Practitioner (GP, 6 months' service) v BUPA Occupational Health Limited

A GP dismissed during her six-month probation for performance issues lost her whistleblowing claim after a majority tribunal found she had not made any protected disclosures. No compensation awarded.

Bus driver (14 months' service) v D&G Bus Limited

A bus driver who resigned after a dispute about unpaid leave and alleged unfair treatment during the pandemic has lost all his claims at an employment tribunal.

Engagement and Involvement Manager (9 years' service) v NHS Cheshire and Merseyside Integrated Care Board

A manager with nine years' service failed to prove he was constructively dismissed or discriminated against after resigning from NHS Cheshire and Merseyside Integrated Care Board. The tribunal dismissed all claims including disability discrimination, harassment, and whistleblowing detriment.

Warehouse/Transport Supervisor (12 years' service) v City Plumbing Supplies Holdings Limited

A warehouse supervisor with 12 years' service was fairly dismissed after falsifying stock counts while already on a final written warning for driving an overloaded vehicle. The tribunal found the employer followed a reasonable process.

Former employee v London EV Company Limited

An employment tribunal refused to strike out a former employee's disability discrimination claim despite years of missed deadlines, but imposed strict conditions to get the case to trial.

Commercial Director (19 months' service) v Peterborough Limited

A black African Commercial Director dismissed without notice or consultation after a TUPE transfer lost his race discrimination claim. The tribunal found no evidence that race played any part in the decision.

Casting associate (8 years' service) v BBC Studios Productions Ltd

A casting associate who asked for voluntary redundancy to care for his father lost his unfair dismissal claim. The tribunal held the employment ended by mutual agreement, not dismissal.

Warehouse operative (7 months' service) v DHL Services Ltd

A tribunal rejected disability discrimination claims from a warehouse operative with a shoulder deformity who was dismissed for breaching health and safety rules by not reporting an injury. The employer's actions were found to be proportionate and not discriminatory.

Registered general nurses (RGNs) at a care home v Aspen Care Village Ltd

Three Romanian nurses claimed race discrimination after a care home reported them to police for removing a deceased resident's belongings. The tribunal dismissed all claims, finding the employer's actions were based on their professional duties, not race.

Shift manager (2 years' service) v XPO Logistics UK Limited

A shift manager who resigned after her line manager's sarcastic comment and a refused flexible working request lost her constructive dismissal claim. The tribunal found she had affirmed the contract by continuing to work.

Security guard (mental health officer) v Atalian Servest Security Services Limited

A security guard who claimed constructive dismissal after his manager posted a complaint about him in a staff WhatsApp group lost his case because he delayed resigning and continued to engage with his employer.

Medical secretary (11 years' service) v Surrey and Sussex Healthcare NHS Trust

An NHS medical secretary who resigned over workload and grievance handling lost her constructive unfair dismissal claim. The tribunal found the Trust had not breached the implied term of trust and confidence.

Accounts and Payroll Assistant (8 years' service) v Allcap Limited

An accounts assistant who resigned after an unsatisfactory grievance outcome lost her constructive dismissal claim. The tribunal found the employer's conduct did not destroy trust and confidence.

Fleet Sales Assistant (4 years' service) v Ssangyong Motor UK Limited

A fleet sales assistant who was made redundant after returning from maternity leave has lost her claims of unfair dismissal and discrimination. The tribunal found the redundancy was genuine and her discrimination claims were out of time.

Support worker (7 years' service) v Creative Support Ltd

A support worker with 7 years' service was fairly dismissed after refusing to wear a face mask or a visor in the office. The tribunal found the employer acted within the band of reasonable responses.

General assistant (12 years' service) v Sainsbury’s Supermarkets Limited

A Sainsbury's general assistant with 12 years' service was fairly dismissed after posting accusations of racist mindsets on Yammer and breaching suspension conditions. The tribunal rejected claims of automatic unfair dismissal and victimisation.

Senior Nurse (Ward Manager, 1 year 3 months' service) v Elysium Healthcare Limited

A Ward Manager with 15 months' service claimed four white colleagues made false statements due to her race. The tribunal found no racial motivation and dismissed the claim.

Senior policy adviser (Grade 6) v Department for Environment, Food and Rural Affairs

A senior policy adviser who resigned after her bullying grievance was rejected has lost her constructive unfair dismissal claim. The tribunal found the employer's actions did not breach trust and confidence.

Nurse Practitioner (4 years 11 months' service) v Drs M P Clarke and M R Sarrington T/a Solent View Medical Practice

A nurse practitioner with anxiety who resigned after her request for a dongle was refused has lost her disability discrimination claims. The tribunal found the practice acted reasonably.

Technical Manager (11 years' service) v James Finlay Limited

An employment tribunal has upheld the dismissal of a technical manager with 11 years' service, finding that the employer's formal performance process was fair and that the dismissal was for capability, not race discrimination.

Job applicant (cruise ship entertainment host) v Carnival plc t/a Carnival UK

A cruise ship entertainment host applicant with bipolar disorder lost his discrimination and victimisation claims after a tribunal found the rejection was based on interview performance, not his disability or previous tribunal claim.