Conduct

Former employee v Landmark Space Ltd

A former employee who withdrew her unfair dismissal claim against Landmark Space Ltd could not revive it, even after applying for reconsideration. The tribunal confirmed it has no power to set aside a withdrawal.

Former employee (2 years' service) v Nathan Gittings

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

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

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

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

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

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

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

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

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

Former employee and one-third shareholder v Yellowcoat Holdings Limited

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

Former employee v Marks and Spencer PLC

A former employee's unfair dismissal and disability discrimination claims against Marks and Spencer were struck out after she failed to comply with tribunal orders and did not actively pursue her claim.

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

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

Bus driver (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.

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.

Former employee v Giuseppe Of Belgravia Limited

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

Janitor (6 years' service) v Gentoo Group Ltd

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

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

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

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

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

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.

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

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

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

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

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.

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.

Former employee v Mitie Ltd

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

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

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

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

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

Former employee v Amey Services Limited

A former employee who sent threatening emails to colleagues and called a witness a liar outside the tribunal room had his unfair dismissal claim struck out. The tribunal said a fair trial was no longer possible.

Former employee (housing officer) v Equans Regeneration Limited

A former housing officer's unfair dismissal and discrimination claims were struck out after she repeatedly failed to serve a witness statement, despite extensions and warnings. She was also ordered to pay £3,870 in costs.

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

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

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.

Branch Care Manager (18 months' service) v MIDSHIRES CARE LTD T/A HELPING HANDS HOME CARE

A Branch Care Manager's claim for direct race discrimination and victimisation was dismissed because she presented it 28 days late. The tribunal refused to extend time, finding no just and equitable reason.

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

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

Former employee v CSH Surrey

A former employee's disability discrimination claim against the CEO of CSH Surrey was struck out after she failed to particularise any specific allegations against him. The tribunal found the claim had no reasonable prospects of success.

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

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

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

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

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.

Former HGV driver v George Walker Transport Manchester Limited

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

Catering manager (16 years' service) v Serco Ltd

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

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

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

Restaurant server (9 months' service) v London XXI Limited t/a ME London

A restaurant server with less than two years' service had his unfair dismissal claim struck out after he failed to attend hearings or comply with tribunal orders. The tribunal also dismissed his race discrimination claim due to unreasonable conduct.

Legal secretary (trainee) v AD (deceased)

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

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

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

Former employee v London & Quadrant Housing Trust

The tribunal struck out all remaining claims brought by a former employee against London & Quadrant Housing Trust after she failed to provide required details, despite having dyslexia.

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

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

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

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

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

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

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

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

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

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

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

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

Former employee v Navaratna South Indian Restaurant Ltd.

A former employee's unfair dismissal claim against Navaratna South Indian Restaurant Ltd. was struck out after she failed to attend a hearing and did not comply with case management orders. No compensation was awarded.

Former employee v RR Swami Ltd

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

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

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

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

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

Project Engineer (1 year 9 months' service) v Armour Home Electronics Limited

A tribunal struck out a project engineer's unfair dismissal, sexual orientation discrimination, and wrongful dismissal claims after he was sacked for sending a confidential email to colleagues. His sex discrimination claim survived but required a £200 deposit.

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.

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

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

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

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

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

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

Former employee v North East Autism Society

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

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

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

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

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

Headteacher (17 years' service) v Arbor Academy Trust

A headteacher with 17 years' service was unfairly dismissed after tapping her 3-year-old son's hand to get his attention. The tribunal awarded £102,328.80, reduced by 20% for contributory fault.

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

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

Former employee v Sainsbury’s Supermarkets Ltd

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

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.

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.

Former employee v A&A Enterprises London Ltd

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

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

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

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

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

Taxi driver (2 years 9 months' service) v Uber Britannia Limited

A taxi driver who waited over six months to bring his claim after Uber deactivated his account has had his case thrown out by the Nottingham tribunal for being well outside the three-month time limit.

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

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

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

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

Former employee v Serco Ltd

A former employee's unfair dismissal and disability discrimination claims were struck out after they failed to attend hearings, comply with case management orders, or contact the tribunal for over six months.

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

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

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

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

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

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

Assistant headteacher (12 years' service) v YY

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

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

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

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

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

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

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

Senior Lecturer v Teesside University

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

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

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

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.

Bureau operator (19 years' service) v Thales DIS UK Limited

A bureau operator with 19 years' service had his claims for breach of contract and discrimination thrown out because they were lodged over four years after his dismissal.

Former store manager v Co-operative Group Limited

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

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

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

Former employee v Samuel Smith (Southern)

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

Regional Manager (10 years' service) v POhWER

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

Former employee v LHR Airports Limited

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

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

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

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

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

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

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

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

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

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

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

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

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

Swimming teachers v Achieve Lifestyle Ltd

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

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

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

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

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

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

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

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.

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.

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

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

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

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

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

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

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

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

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

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

Driver v Conexim Solutions Ltd

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

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.

Former employee v Strong Maker Limited

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

Security guard (short service) v Lionhart Security Services Limited

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

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

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

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

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

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

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

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.

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

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

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

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

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.

Former employee v First Greater Western Ltd

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

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.

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.

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.

Nurse (3 years 3 months' service) v Quality Care Management Ltd

A nurse who was dismissed for gross misconduct in 2021 waited over two years to bring her claim. The tribunal refused to extend time, striking out both her unfair dismissal and race discrimination claims.

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.

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.

Job applicant (employment status disputed) v General Mills UK Limited

An employment tribunal struck out a claim after the claimant accused the respondent of orchestrating her eviction, finding the allegations scandalous and vexatious.

Former employee v Fyfe Mcdade Ltd

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

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

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

Former employee v Beechwood Property Services Ltd

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

Former employee v London Borough of Newham

A former employee's unfair dismissal claim was thrown out because he contacted ACAS two days after the three-month deadline, even though he read his dismissal email the day after it was sent.

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

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

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.

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

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

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

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

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

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

Support worker (3 years' service) v Acorn Care Home

A support worker who missed the three-month deadline to bring an unfair dismissal claim because her legal representative failed to act in time has had her case dismissed. The tribunal ruled it was reasonably practicable for her to have filed on time.

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.

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 (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.

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.

Former employee v Works Manager Guarantee Laundries Ltd

A former employee who sent abusive emails to the tribunal and swore at the employment judge has had his discrimination claims struck out for unreasonable conduct.

Trailer loader (4 years' service) v Fleet Express and Logistics Ltd

A trailer loader was unfairly dismissed after threatening to knock out his supervisor, but the tribunal found the process flawed because the employer failed to preserve CCTV evidence and delayed the appeal until the footage was lost. He was awarded £2,743 after a 75% reduction for his own conduct.

Security Patrol Officer v Pace Security Services Limited

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

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

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

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

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

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

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

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

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

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.

Road sweeper (19 years' service) v Veolia ES (UK) Limited

A tribunal struck out a road sweeper's unfair dismissal claim because his lay representative deleted a WhatsApp message and failed to disclose other relevant documents, making a fair trial impossible.

Access Resources Integrated Services Support Officer v London Borough of Enfield

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

Former employee v HFD Limited

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

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

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

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

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

Former employee v Hydegate Pet Resort Ltd

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

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.

Sales consultant / casual worker v ABM Aviation UK Limited

A sales consultant who refused to participate in the final hearing and repeatedly failed to comply with case management orders had his unfair dismissal and discrimination claims struck out. Costs orders totalling £5,548 were made against him.

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

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

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.

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

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

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

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

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.

Food Technology Teacher (4 months' service) v Cavendish Learning Limited

A tribunal struck out Cavendish Learning Limited's response after repeated failures to comply with case management orders, leaving the claimant's unfair dismissal and discrimination claims undefended.

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.

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

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

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.

Former employee v Italia2U Limited

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

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.

Former employee v Kelvedon Auto Spares 87 Limited

A former employee's unfair dismissal claim was thrown out after he failed to attend the final hearing and had already asked to cancel it. The tribunal also found the claim was presented out of time.

Trader (7 years' service) v EDF Trading Limited

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

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

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

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

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

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.

Former employee (patient transport/administrative role) v Medicare EMS Group UK Limited

A former employee who brought claims for unfair dismissal and pregnancy discrimination had her case struck out after failing to comply with orders and not attending the hearing.

Former employee v CFE Lighting

A former employee who missed a telephone hearing due to connection problems has had her unfair dismissal claim reinstated after the tribunal granted reconsideration.

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.

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.

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.

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

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

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

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

Former employee (rehabilitation sector) v KTB Rehabilitation Ltd

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

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.

Former employee v Skins Laser Clinic Ltd

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

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.

Former employee v Greene King Retail Services Limited

A former employee's unfair dismissal and disability discrimination claims were struck out after she repeatedly failed to comply with tribunal orders and did not attend the preliminary hearing. She was also ordered to pay £1,000 in costs.

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.

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

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

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

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

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

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

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.

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

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

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

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

Former employee v Change Grow Live

A former employee's unfair dismissal, whistleblowing and discrimination claims have been struck out after being brought too late, with the tribunal also citing unreasonable conduct. The respondent was awarded £5,000 in costs.

Former employee v St John's Nursing Home Limited

A former employee's race and sex discrimination claims were struck out after she and her representative failed to attend a preliminary hearing without explanation. A later bid to reinstate the case was refused.

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

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

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.

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

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

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

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

Former employee v Department for Education

A former employee who filed eight separate claims against the Department for Education and others has had all claims struck out after the tribunal found his conduct scandalous, unreasonable and vexatious.

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.

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

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

Former employee v Kitrinos Healthcare (charity No. 1172586)

A former employee settled her claims for £11,210.89 after the employer conceded unfair dismissal at the final hearing. The tribunal later ordered the employer to pay £6,485.88 in preparation time costs for unreasonable conduct.

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

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

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

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

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.

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

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

Former retail worker v Primark Stores Ltd

A former Primark employee who refused to attend her own unfair dismissal hearing had her claim dismissed under Rule 47. The tribunal also ordered her to pay £400 in costs for unreasonable conduct.

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.

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.

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.

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

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

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

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

Assistant Restaurant General Manager (12 years' service) v Splendid Restaurants (Colonel) Ltd

A 12-year employee who waited until after his internal appeal to bring an unfair dismissal claim was out of time. The tribunal rejected arguments that his wife's stillbirth and his own ignorance of procedure made it not reasonably practicable to claim earlier.

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

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

Former employee v Warburtons Limited

A former employee's unfair dismissal and discrimination claims were struck out after he failed to particularize them despite multiple hearings and warnings. The tribunal found no reasonable prospect of success and unreasonable conduct.

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 Sales Consultant (2 years' service) v Ninety Watches and Jewellery Limited

A tribunal dismissed a former sales consultant's race and religion discrimination claims because they were presented more than six months after her dismissal, and it was not just and equitable to extend time.

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

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

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.

Welder (20 years' service) v Silo Services Limited

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

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

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

Online delivery driver v Sainsbury’s Supermarkets Ltd

A Sainsbury's delivery driver who claimed he was unfairly dismissed for discount card misuse had his case dismissed because he presented his claim two months after the deadline.

Firefighter (3 years' service) v London Fire Commissioner

A firefighter who waited over a year to bring unfair dismissal and race discrimination claims after his misconduct dismissal had his case struck out by the tribunal as out of time.

Former employee (IT professional, £55k salary) v JP Morgan Chase Bank N.A London Branch

A tribunal struck out a former JP Morgan employee's discrimination claim after he inserted a poem into disclosed documents and sent the tampered version to the tribunal. Most allegations were also dismissed as out of time.

Former employee v The CS Group Limited

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

Former employee v Financial Ombudsman Service Limited

A former complainant who claimed to be an employee of the Financial Ombudsman Service had all his claims struck out after failing to attend a preliminary hearing and providing no evidence of an employment relationship.

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

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

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

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

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.

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.

Former employee (Project Manager, Surrey Fire and Rescue Service Pensions) v Surrey County Council

A tribunal has struck out a former employee's unfair dismissal claim after he deliberately misled the tribunal about a medical appointment and failed to comply with case management orders.

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.

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

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

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

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

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

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

Former employee v Tesco Stores Limited

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

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

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

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.

Former employee v Cerberus Security and Monitoring Services Ltd

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

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

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

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

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

Former employee v Marks and Spencer plc

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

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.

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.

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

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

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.

Former employee v Surrey and Sussex Healthcare NHS Trust

Two former employees of Surrey and Sussex Healthcare NHS Trust had their unfair dismissal and discrimination claims struck out after repeatedly failing to provide details of their case, despite multiple extensions and a warning.

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

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

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.

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

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

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.

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

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

Senior 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.

IT support technician (3 years 6 months' service) v Birmingham City University

An employment tribunal struck out the entire claim of an IT support technician who called counsel 'a retard' and discussed evidence on Twitter during the hearing, ruling his conduct made a fair trial impossible.

Former employee v Holland and Barrett Retail Ltd

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

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

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

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.

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

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

Former employee v Aspinalls Club Limited t/a Crown London Aspinalls

A former employee's unfair dismissal and discrimination claims against Aspinalls Club were struck out after repeated failures to provide required documents and respond to tribunal orders.

Former employee (cleaner) v Tame Cleaning & Maintenance Ltd

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

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

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

Former employee v Gatwick Construction Limited

A former employee of Gatwick Construction Limited had their unfair dismissal claim thrown out because they had not worked there for two years. Their other claims for wrongful dismissal and unauthorised deductions also failed.

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

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

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

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

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.

Former employee v Sharps Bedrooms Limited

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

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

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

Former employee v Skins Laser Clinic Ltd

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

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

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

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.

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

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

Civil servant (Higher Officer, Commercial Directorate, HMRC) v HM Revenue and Customs

A long-serving HMRC civil servant who covertly recorded meetings with his manager had his unfair dismissal and whistleblowing claims dismissed after the tribunal found a fair trial was impossible.

Maths teacher (15 years' service) v Ernest Bevin College and London Borough of Wandsworth

A tribunal struck out a maths teacher's unfair dismissal and age discrimination claims after he filed 18 days late and failed to pay a £500 deposit for the weak discrimination claim.

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.

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

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

Former employee v Xiamen Ason Products Limited

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

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

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

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.

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

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

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.

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.

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

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

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

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

Team Supervisor (17 years' service) v Wilko Ltd

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

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

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

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

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

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.

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.

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.

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

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

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

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

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.

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

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

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.

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.

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.

Former employee (34 years' service) v Ministry of Defence

A former Ministry of Defence employee with 34 years' service had his second unfair dismissal claim struck out for being substantially the same as a 2015 claim he withdrew, and for paying a deposit late.

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.

HGV Driver (17 years' service) v Hopkinson Waste Management Limited

A default judgment for unfair dismissal was revoked after the employer argued it had informally requested an extension. The case will now proceed to a full hearing.

Postal worker (Operational Postal Grade) v Royal Mail Group Limited

A postal worker who relied on his trade union's incorrect advice about the time limit for bringing an unfair dismissal claim had his case struck out as out of time. The tribunal found it was reasonably practicable for him to have presented the claim within the three-month window.

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.

Transport Manager (8 years' service) v Polish Village Bread Limited

A transport manager who was summarily dismissed for sending a cancellation email using his boss's name has won his unfair dismissal claim after the tribunal found the employer fabricated the reason. The case settled for £15,000.

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.

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.

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.

Former employee v Dr French Memorial Home Limited

A former employee's unfair dismissal claim against Dr French Memorial Home Limited was struck out after she failed to attend a hearing and ignored tribunal orders, even after being given a second chance.

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.

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.

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.

Car mechanic v NK MOT Limited

A car mechanic who was summarily dismissed after a missing tool was found in his toolbox had his unfair dismissal claim rejected because he presented it 17 days after the legal deadline.

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.

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

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

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.

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

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

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

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

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

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

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

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

HGV driver (1 year 1 month service) v A R Wholesale Ltd

An HGV driver with just over a year's service was dismissed for misconduct. The tribunal struck out his unfair dismissal claim because he lacked the required two years' continuous service and could not identify any statutory exception.

Former employee v Al-Khair Foundation

A former employee brought claims for unfair dismissal, disability discrimination, and more against Al-Khair Foundation, but all were dismissed as presented too late.

Studio Manager (9 years' service) v Consol Tanning Limited t/a Consol

A tribunal has dismissed an unfair dismissal claim from a studio manager with nine years' service who was sacked for gross misconduct after repeatedly giving free sunbed sessions without authorisation. The employer's investigation and decision were found to be within the range of reasonable responses.

Former employee v The Commissioners for HM Revenue and Customs

A former HMRC employee who did not attend his final hearing after three postponement requests were refused has had all his claims dismissed by the Newcastle Employment Tribunal.

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.

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

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

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.

Former employee v Riley Foods Limited

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

HGV driver v Logikal Network Limited

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

Former employee (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.

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.

Former employee v West Midlands Ambulance Service University NHS Foundation Trust

A former employee who failed to attend his final hearing and repeatedly ignored tribunal orders has had all his claims dismissed. The tribunal found no realistic prospect of progressing the case.

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.

Bar staff (3 years' service) v Mitchells & Butlers Retail Ltd

A tribunal dismissed an unfair dismissal and disability discrimination claim from a bar worker with three years' service because she brought it too late, despite her depression and alcohol misuse.

Occupational Therapy Technical Instructor (2.5 years' service) v South West London and St George’s Mental Health NHS Trust

An occupational therapy instructor who was unfairly dismissed for gross misconduct saw his claim dismissed because he presented it too late. The tribunal found he could have brought it in time.

Specialty anaesthetist doctor v Cwm Taf Morgannwg University Local Health Board

A specialty anaesthetist doctor had his race discrimination and victimisation claims dismissed after the tribunal found he missed the time limits and it was not just and equitable to extend time.

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

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

Former employee v Barts Health NHS Trust

A former employee's unfair dismissal and discrimination claim was struck out after he failed to comply with orders, respond to correspondence, or attend the hearing. The tribunal found his delay was intentional and disrespectful.

Former employee v Total Support Services Limited

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

Former apprentice electrician v Power Up Manchester Limited

A former apprentice electrician had his unfair dismissal and discrimination claims dismissed after he failed to attend a preliminary hearing and ignored tribunal orders. The employer was awarded £760 in preparation costs.

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.

Electrician's mate (4 days' service) v Clearfield Recruitment Ltd

A tribunal dismissed claims of race and disability discrimination brought by an electrician's mate who worked for only four days, after the claimant withdrew most allegations.

Former employee v Atalian Servest Security Ltd

A former employee's claims for race discrimination and unlawful deduction of wages were dismissed because they were brought too late. The tribunal also refused a reconsideration application.

Former crew member (6 years' service) v McDonalds

A former McDonald's crew member lost his unfair dismissal claim because he contacted Acas more than three months after the deadline, despite visiting the tribunal earlier. The claim was struck out as out of time.

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

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

Former employee v T4 Trust

A former employee's unfair dismissal claim was struck out after he presented his claim 15 days after the three-month time limit expired. The tribunal rejected his argument that he relied on advice from his union representative.

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

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

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

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

Doctor (NHS trainee) v Health Education England

An NHS trainee doctor who flew to India for his mother's surgery after a tribunal refused to postpone a 35-day hearing had his unfair dismissal claim struck out for unreasonable conduct.

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

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

Fleet and Security Manager (4 years' service) v Foreign, Commonwealth & Development Office

A Fleet and Security Manager who worked for the British High Commission in Fiji lost his unfair dismissal claim after the tribunal ruled it had no territorial jurisdiction to hear the case.

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

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

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.

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

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

Patient Administrator (6 years' service) v Chelsea and Westminster Hospital NHS Foundation Trust

A tribunal struck out an unfair dismissal claim from a Patient Administrator who was dismissed for allegedly stealing a colleague's bag, after finding CCTV footage left no reasonable prospect of success.

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

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

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

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

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.

Former employee v Slough Borough Council

A former employee's unfair dismissal claim against Slough Borough Council was dismissed after she and her representative failed to attend the final hearing, despite multiple attempts by the tribunal to contact them.

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.

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

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

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

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

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.

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.

Consultant haematologist (33 years' service) v Shrewsbury and Telford Hospital NHS Trust

A consultant haematologist with 33 years' service lost his unfair dismissal claim after the tribunal ruled he filed it 89 days late. The claim was struck out because it was reasonably practicable for him to have submitted it on time.

Community Hub Director (11 years' service) v Santander UK PLC

A Community Hub Director with 11 years' service was dismissed for gross misconduct after allegedly faking a stolen card. The tribunal struck out his unfair dismissal and race discrimination claims as having no reasonable prospects of success.

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

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

Former employee (driver) v Travis Perkins Trading Co Ltd

A former driver's unfair dismissal and discrimination claims were struck out after the tribunal found they had no reasonable prospects of success and were submitted late.

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.

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

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

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.

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

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

Night reception team member v Whitbread Plc

A Premier Inn night receptionist was fairly dismissed for gross misconduct after a guest complained someone entered their room. CCTV and key access logs showed the claimant on the floor and using his key twice that night.

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

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

Former employee v First Transpennine Express Ltd

A former employee's unfair dismissal claim was dismissed after he presented it one week late and failed to explain the delay or attend the hearing.

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.

Head priest (4 years' service) v Singh Sabha London East

A head priest who was paid £390 per month without tax or NI deductions saw his unfair dismissal claim thrown out after the tribunal found the employment contract was illegally performed.

Former employee v South Wales Campers Limited

An employment tribunal dismissed an unfair dismissal claim after the former employee failed to attend the final hearing and did not respond to any tribunal communications. The respondent believed the claim had been settled directly.

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

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

Kitchen porter (3 years' service) v Mildreds Ltd

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

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.

Former employee v London Underground Limited

A former employee who brought claims of unfair dismissal and discrimination against London Underground Limited has had all his claims struck out after failing to attend two preliminary hearings and not responding to tribunal orders.

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

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

Barmaid (3 years' service) v Real Bars Ltd

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

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

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

Optical assistant (10 years' service) v Fairford Opticians Limited

An optical assistant with 10 years' service was dismissed after making a harassing phone call from her employer's line. Her unfair dismissal claim was struck out for having no reasonable prospect of success.

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.

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

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

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.

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.

Prison officer (14 years' service) v Secretary of State for Justice

A prison officer with 14 years' service had his unfair dismissal claim rejected as out of time after a union email was lost in a junk folder, leaving him 10 days late in filing.

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

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

Postman (16 years' service) v Royal Mail Group Ltd

A postman with 16 years' service who took undelivered mail home on Christmas Eve had his unfair dismissal claim struck out after the tribunal found his conduct during proceedings was scandalous, unreasonable, and vexatious.

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

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

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

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

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

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

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.

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

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

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.

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

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

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

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

Teaching and Learning Assistant (18 years' service) v Southend East Community Academy Trust

A teaching assistant dismissed for a Facebook post about her school was too late to bring an unfair dismissal claim. The tribunal ruled it was reasonably practicable for her to have filed in time, despite her stress and anxiety.

Teaching Assistant v Three Milestone Education Ltd

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

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

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

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

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

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

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

Former employee (construction labourer) v St Edward Homes Limited

An employment tribunal struck out a series of claims brought by a former construction labourer against multiple respondents, finding them to be res judicata, an abuse of process, and totally without merit. The claimant was ordered to pay £20,000 in costs and £1,786 in preparation time.

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

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

Neighbourhood Services Assistant (4 years' service) v Leicester City Council

A Neighbourhood Services Assistant was fairly dismissed after copying council-owned CCTV footage without permission and dishonestly denying it when questioned. The tribunal upheld the dismissal.

Former employee v Nakanojo UK Ltd

A former employee's claims for unpaid wages and race discrimination were struck out after she presented them eight months late, believing the time limit was two years as in Italy.

Bus driver (4 years' service) v Abellio London Limited

A bus driver with 4 years' service was fairly dismissed after CCTV showed him speeding and running a red light, leading to a customer complaint. The tribunal rejected his unfair dismissal claim.

IT Project Manager (fixed-term contract) v Warwickshire County Council

An IT project manager on a fixed-term contract brought multiple claims of race discrimination, victimisation and whistleblowing detriment against Warwickshire County Council. The tribunal dismissed every claim, finding he had invented allegations and created false documents.

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

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

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

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

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

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

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

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

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

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

Regional Desk Manager – Programmes Manager - Middle East (3 years' service) v Ummah Welfare Trust (trading as Amanat Charity Trust)

A regional desk manager who refused to travel to Iraq without sufficient Covid-19 assurances was fairly dismissed for gross misconduct, the tribunal has ruled.

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

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

Former employee v LJE Management Limited

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

Former employee v Richard Frost

A former employee who withdrew an earlier claim and then brought the same complaints again has had her case struck out. The tribunal ruled it had no jurisdiction to hear the identical allegations.

Field engineer v Openreach Limited

A field engineer who was tricked by a fraudulent adviser into believing his claim had been submitted in time has been granted an extension by the tribunal, allowing his unfair dismissal case to go ahead.

Former employee v Amazon UK Services Limited

A former Amazon employee who wrongly assumed the three-month time limit for an unfair dismissal claim ran from his appeal outcome has had his claim thrown out by a tribunal.

Former employee v Sainsburys Supermarkets Ltd

An employment tribunal struck out a former employee's unfair dismissal and discrimination claims after they failed to comply with a deposit order and an order for further particulars. The decision was upheld on reconsideration.

Customer Assistant (10 years' service) v Tesco Stores Ltd

A Tesco customer assistant with 10 years' service was fairly dismissed for gross misconduct after making racist comments, the tribunal ruled, rejecting claims of race discrimination and victimisation.

Former employee v Whittington Health NHS Trust

A former employee's unfair dismissal claim against Whittington Health NHS Trust was dismissed as out of time after he contacted ACAS two days late and presented his claim nine days after the deadline.

Warehouse Partner (4 weeks' service) v John Lewis plc

A warehouse partner who was sacked after just four weeks for using a false name and lying about previous employment had his unfair dismissal and whistleblowing claims struck out by the Reading Employment Tribunal.

Customer Services Supervisor (safety critical role) v London Underground Ltd

A Customer Services Supervisor for London Underground was fairly dismissed after being discharged from residential drug rehabilitation for threatening behaviour. The tribunal found the employer's investigation and decision were within the range of reasonable responses.

Shunter (6 years' service) v Cordant Cleaning Limited

A shunter with six years' service was fairly dismissed for using his mobile phone in a safety-critical area, a tribunal has ruled. No compensation was awarded.

Breakers Yard Manager (17 years' service) v Inglemere Metals (Blackpool) Limited

A Breakers Yard Manager who had worked for the company for 17 years without any prior warnings was fairly dismissed for gross misconduct after he ignored express instructions about a customer, sold tyres without authorisation and granted extended credit. The tribunal rejected all three claims.

Former employee v Teen Support Services Ltd

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

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

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

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

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

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

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

Civil enforcement officer (CEO) v NSL Ltd

An employment tribunal has upheld the dismissal of a civil enforcement officer who assaulted a member of the public by knocking a phone from their hand. All race discrimination and harassment claims were also rejected.

Surveyor (probationary period) v Mersey Eco Grants Ltd

A surveyor who was dismissed by phone just before his probation ended had his unfair dismissal and discrimination claims dismissed because he presented his claim six days late and failed to comply with tribunal orders.

Former employee v Royal Mail Group Ltd

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

Chef (part-time) v Rimad Ltd

A part-time chef who was summarily dismissed for threatening a manager with a knife withdrew his unfair dismissal claim at the final hearing. The tribunal also refused his late application to add a harassment claim.

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

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

Mobile patrol officer (5 years' service) v G4S Secure Solutions (UK) Ltd

A mobile patrol officer who gave a dishonest account of a collision while using his mobile phone and not wearing a seatbelt has lost his unfair dismissal claim against G4S Secure Solutions (UK) Ltd.

Former employee v Shaw Trust Ltd

A former employee of Shaw Trust had his unfair dismissal and redundancy claims struck out because he had less than two years' service. His race and sex discrimination claims were partially struck out and partially subject to a £5 deposit order.

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

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

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

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

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

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

Former employee v Verifone UK Ltd

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

Recycling contractor (26 years' service) v Magpie Recycling Co-operative Limited

A recycling contractor with 26 years' service was fairly dismissed for gross misconduct after repeatedly ignoring health and safety restrictions following a heart condition. The tribunal upheld the employer's decision.

Cashier (3 years' service) v AY & Y Patel Ltd

A cashier claimed she was unfairly dismissed after a manager told her she was 'sacked' during a heated argument. The tribunal found she was not dismissed because the manager had no authority to dismiss and the employer never accepted the termination.

Registered Nurse (3 years 8 months' service) v East Suffolk and North Essex NHS Foundation Trust

A tribunal has upheld the dismissal of a Band 5 registered nurse who refused to return to work after being removed from clinical duties over patient safety concerns. All claims, including unfair dismissal and disability discrimination, were dismissed.

Former employee v Oak Furnitureland Group Limited

A former employee who was dismissed for gross misconduct after an investigation into a theft of £14,500 from a store safe has lost his claims for unfair dismissal, wrongful dismissal, and unpaid commission.

Former employee v Heatrod Elements Ltd

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

Administrator (9 years' service) v Parkcare Homes (No2) Limited

An experienced administrator was fairly dismissed for gross misconduct after repeated errors in financial processing and payroll, despite having 9 years' service. The tribunal found the employer's investigation and decision were reasonable.

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

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

Forklift truck driver (18 years' service) v R&R Ice Cream Limited

An employment tribunal has upheld the dismissal of a forklift truck driver with 18 years' service who was found to have been under the influence of alcohol at work, ruling that the employer's belief was reasonable based on witness reports and CCTV evidence.

Headteacher (10 years' service) v The Governing Body of St Charles RC Primary School

A tribunal has upheld the dismissal of a headteacher with 10 years' service who was found to have smelled of alcohol and left children unsupervised. The school's investigation, though lengthy, was deemed reasonable.

Production Manager (34 years' service) and Factory Manager (42 years' service) v Snowbird Foods Limited

Two production managers with 34 and 42 years' service were fairly dismissed after refusing to manage a trial of Cumberland sausage rings. The tribunal rejected their claims of health and safety detriment and unfair dismissal.

Bus driver (5 years' service) v Arriva London (North) Ltd

A bus driver who was caught on CCTV reading a disciplinary letter while driving and running a red light was fairly dismissed. The tribunal rejected claims for unfair dismissal and breach of contract.

Security Officer (11 years' service) v G4S Secure Solutions (UK) Limited

A security officer with 11 years' service was fairly dismissed after video evidence showed her apparently sleeping on duty. The tribunal upheld G4S's decision, finding the employer acted reasonably.

Emergency Medical Technician, Grade 1 (12 years' service) v Yorkshire Ambulance Service NHS Trust

An emergency medical technician with 12 years' service was fairly dismissed after accessing a patient's records and forming a relationship with her. The tribunal found the trust's decision was within the range of reasonable responses.

Former employee v ACE Scaffolding (M/CR) Ltd

A former employee's unfair dismissal claim was thrown out after he failed to attend three preliminary hearings, despite repeated warnings that his case could be struck out.

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

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

Former employee v Dimensions UK Ltd

A former employee's unfair dismissal claim against Dimensions UK Ltd was struck out after he failed to comply with tribunal orders and did not attend the hearing. The tribunal found his non-compliance was intentional and disrespectful.

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

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

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

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

HGV driver (3 years' service) v R.F. Bellis Haulage Limited

HGV driver fairly dismissed after refusing to return to work; race discrimination claims rejected

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

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

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

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

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

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

Ground operations lead (5 years' service) v British Airways PLC

A ground operations lead's claims for unfair dismissal and race discrimination against British Airways were struck out after he repeatedly failed to comply with case management orders and did not attend the preliminary hearing.

Community Healthcare Assistant/Support Worker (20 years' service) v Cornwall Partnership NHS Trust

An NHS trust fairly dismissed a community healthcare assistant with 20 years' service for gross misconduct after she introduced a vulnerable patient to a convicted fraudster and shared confidential information. The employment tribunal upheld the dismissal.

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

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