Redundancy

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

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

Senior Financial Planning and Reporting Manager (8 years' service) v North West London Integrated Care Board

A senior manager's unfair dismissal claim was struck out after he failed to disclose documents about his new job. The tribunal ordered him to pay £6,853 in costs for unreasonable conduct.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Kitchen/Production Manager (2 years' service) v Jam’n’vegan

A kitchen manager with two years' service was unfairly dismissed when her employer made her redundant without any consultation or warning. The tribunal awarded £4,809.49 in compensation.

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

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

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

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

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

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

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

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

Former employee v Garbett Butchers Ltd

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

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

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

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

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

Site Manager (2 years' service) v GreenSquareAccord Limited

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

Former employee v Mold Systems EU Limited (In Administration)

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

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

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

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

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

Former CEO and entrepreneur v Print .Inc Group Limited

A former CEO who founded the business could not show he was an employee of the transferor company, so his unfair dismissal claim was struck out for lack of continuous service.

Former employees (telemarketing business) v Phonetic Group Limited

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

Café Manager (17 years' service) v Sam Turner & Sons Limited

A café manager with 17 years' service was unfairly dismissed when her employer failed to inform her of a sales assistant vacancy during redundancy consultation. The tribunal awarded £560.28 after applying a 66.7% Polkey reduction.

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

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

Former employee v Velocity Delivery Services Limited

A former employee who had worked for Velocity Delivery Services Limited for less than two years had their unfair dismissal and redundancy claims struck out, but was awarded £1,985.61 for an unauthorised deduction from wages.

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

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

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

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

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

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

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

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

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

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

Former employee v Your Local Hadfield Ltd

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Former employee v Aurora Lighting UK Ltd

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

Research Assistant (12 years' service) v Newcastle University

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

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

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

Former employee v Blamire Bakery Limited

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

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

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

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

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

Former employee v Duchy Farm Kennels Ltd

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

Former employee v Auxilium Developments Limited

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

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

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

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

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

Former employee v Carter Technical Mouldings Ltd

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

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

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

Gymnastics coach (3 years' service) v Daniel May

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

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

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

Boatman (16 years' service) v Trevor Symes

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

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

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

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

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

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

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

Former employee v Autosparx Limited

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

Asbestos removal workers (former employees) v Kaefer Limited

A group of former asbestos removal workers had their claims against three companies struck out after the tribunal found there was no TUPE transfer of their employment.

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

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

Digital Delivery Manager v Institute of Physics

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

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

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

Former employee v APT Health and Safety Training Solutions Ltd

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Pre-school employees (manager and staff) v Management Committee of St Philips Community Centre

Four pre-school employees claimed unfair dismissal after redundancy, but the tribunal first had to decide who their employer was – the management committee, the church council, or individuals.

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

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

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

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

Former employees v Richmann Walsh Engineering Limited (In Administration)

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

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

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

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

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

Field engineers v Kalamazoo IT Limited

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

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

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

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

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

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

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

Former employees v Carl's Kitchen Limited

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

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

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

Former employee (21 years' service) v Currys plc

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

Former employee v Drainforce Rail Ltd

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

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

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

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

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

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

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

Workshop technician v Fact Community Transport

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Administrator (10 years' service) v Anglo Israel Association

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Former health and well-being coordinator (28 years' service) v Gateshead Council

A tribunal has dismissed an unfair dismissal claim brought by a former health and well-being coordinator with 28 years' service, because she presented her claim 12 days after the deadline. No compensation was awarded.

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

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

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

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

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

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

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

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

Former employee v Dannii Matthews Limited

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

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

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

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

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

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

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

Former employees v Cheshiregate Property Services Limited

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

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

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

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

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

Lead Design Engineer (12 years' service) v Marshalls Group Limited

A tribunal has ruled that a Lead Design Engineer with 12 years' service was fairly dismissed for redundancy after scoring lowest on a selection matrix. The claim was dismissed in full.

Cleaner (two sites, 11 hours per week) v KGB Cleaning & Support Services Ltd

A cleaner who was made redundant after her employer lost two cleaning contracts had her unfair dismissal and race discrimination claims struck out because she presented them to the tribunal more than three months after her dismissal.

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

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

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

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

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

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

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

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

Former employee v Welbeck House Limited (in liquidation)

A former employee's claim for a protective award after redundancy has been dismissed by the Nottingham tribunal because it was brought well after the three-month time limit and the claimant did not attend the hearing.

General maintenance worker (13 years' service) v A Mead & K Hawke Farming

A general maintenance worker with 13 years' service had his unfair dismissal claim thrown out after submitting it 35 days past the deadline. The tribunal ruled it was reasonably practicable for him to have claimed on time.

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

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

Former employee (65 years old at dismissal) v Tarmac Trading Ltd

A tribunal threw out unfair dismissal and age discrimination claims brought 83 days late, finding the claimant had no reasonable excuse for the delay despite having access to ACAS and online resources.

Waitress (zero-hours contract) v The Aviator Hotel Ltd

A waitress on a zero-hours contract who was excluded from a redundancy process has had her unfair dismissal claim dismissed, after a tribunal ruled she was never an employee.

Driver (lorry driver) v Metal Processing Limited

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

Former COO and director of a digital publishing company v Greencastle MM LLP

A former COO and director of a digital publishing company could not claim unfair dismissal or a redundancy payment because he did not have sufficient continuous employment. The tribunal ruled there was no TUPE transfer, associated employer relationship, or successor employer.

Senior ER Adviser (4 years' service) v St George’s University Hospitals NHS Foundation Trust

A senior ER adviser who claimed unfair dismissal and a redundancy payment had her case struck out because she presented the claim while still employed. The tribunal said it had no reasonable prospects of success.

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

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

Car mechanic v AJSHM Limited

A car mechanic who claimed unfair dismissal and redundancy pay had his case struck out after he failed to comply with a tribunal order and ignored a strike-out warning. The tribunal decided the claim should be dismissed due to non-compliance.

Casting associate (8 years' service) v BBC Studios Productions Ltd

A casting associate who asked for voluntary redundancy to care for his father lost his unfair dismissal claim. The tribunal held the employment ended by mutual agreement, not dismissal.

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

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

Chef (former employee) v Gold Panda Limited

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

Fleet Sales Assistant (4 years' service) v Ssangyong Motor UK Limited

A fleet sales assistant who was made redundant after returning from maternity leave has lost her claims of unfair dismissal and discrimination. The tribunal found the redundancy was genuine and her discrimination claims were out of time.

Former employee v Alma Ironcraft Limited (Creditors Voluntary Liquidation)

A former employee who waited over a year to claim a redundancy payment lost his case because he missed the strict six-month time limit. The tribunal refused to extend time.

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

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

Former employees v Seychell Engineering and Fabrication Limited (in voluntary liquidation)

Three former employees had their claims for unfair dismissal, redundancy pay and unpaid wages dismissed after they failed to attend the tribunal hearing and provided no evidence.

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

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

Former employee v Amber Pubs Limited

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

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

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

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

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

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

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

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

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

Paralegal (3.5 years' service) v Swift Lawyers Ltd

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

Former employee v Greenfields Nursery Ltd

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

Former employee v LA Metalworks Limited (in Voluntary Liquidation)

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

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

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

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

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

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

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

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

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

Former employee v EDF Energy Limited

A former employee's unfair dismissal and disability discrimination claims were struck out after he repeatedly failed to comply with tribunal orders to provide a disability impact statement, and did not attend any hearings.

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

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

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

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

Machine Operator (57 years' service) v G & S Valves Limited

A machine operator with 57 years' service lost his unfair dismissal claim after telling his boss 'I'll retire now'. The tribunal ruled he had resigned, and the employer was not obliged to correct his misunderstanding.

Cabin crew (former employee) v Virgin Atlantic Airways Ltd

A former Virgin Atlantic cabin crew member who delayed her unfair dismissal claim by six months to preserve her chance of re-employment from a redundancy holding pool has had her claim dismissed as out of time.

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

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

Help to claim advisor (3 years' service) v Epping Forest District Citizens Advice Bureau

A help to claim advisor who was made redundant after a TUPE transfer had her unfair dismissal and discrimination claims thrown out because she contacted ACAS four months after her dismissal, well beyond the three-month time limit.

Paint technician (6 years' service) v Autotech Reading Limited

A paint technician with autism who was selected for redundancy after scoring lower on a 'team working' criterion has lost his claims for unfair dismissal, whistleblowing detriment and disability discrimination.

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

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

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

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

Former employee v Gold Mount Markets Limited

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

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

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

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

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

Electrical apprentice (4 years) v CC Cousins Limited

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

Driver/custodian (6 years' service) v Loomis UK Ltd

A driver/custodian with 6 years' service was made redundant after scoring 16 out of a breakpoint of 19. The tribunal found the redundancy process fair and dismissed claims of unfair dismissal and religious discrimination.

Accountant (7 months' service) v Tiffany & Co. (UK) Holdings Limited

An accountant who resigned during a redundancy process had his unfair dismissal and redundancy pay claims struck out because he lacked the required two years' continuous service.

Online teacher (7.5 hours per week) v Horizon Care and Education Group Limited

An online teacher who withdrew her disability discrimination claim on the second day of the hearing avoided a costs order, even though the tribunal found her conduct unreasonable.

Former employee v Lex Machinery Limited

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

Business adviser / hotel manager (4 years' service) v Masteron Group of Companies

A business adviser who was made redundant after his employer went into liquidation had his unfair dismissal claim rejected because he named the wrong company as respondent. The tribunal refused his late attempt to add the correct entity.

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

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

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

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

Assistant manager (21 years' service) v Boots Management Services Limited

An assistant manager with 21 years' service was fairly dismissed for redundancy after scoring lower than a colleague on selection criteria. The tribunal upheld Boots' process.

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

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

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

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

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

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

Former employee v Trackforce Recruitment Limited

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

Teaching assistant (8 years' service) v The Governing Body of Dalmain Primary School and the London Borough of Lewisham

An employment tribunal has dismissed an unfair dismissal claim by a teaching assistant who accepted voluntary redundancy during a school restructure, finding the process was fair.

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

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

Goods Receiving / Storekeeper (3 years 8 months' service) v Plaza Premium Lounge (UK) Limited

A tribunal has ruled that a storekeeper's redundancy dismissal was fair, finding that the employer followed a reasonable selection process and consulted properly during the pandemic.

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

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

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

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

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

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

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

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

Senior Accountant (6 years' service) v Blackberry UK Limited

A senior accountant who was selected for redundancy shortly after returning from maternity leave has lost her unfair dismissal and discrimination claims. The tribunal found the redundancy was genuine and the scoring process was fair.

Design co-ordinator (sole director and shareholder of her own company) v Secretary of State for Business, Energy and Industrial Strategy

A design co-ordinator who was the sole director and shareholder of her own company could not claim redundancy or other payments from the National Insurance Fund because she was not an employee. The tribunal dismissed her claims.

Stage crew member (long service) v Welsh National Opera

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

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

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

Mechanical design engineer (2 years' service) v Federal-Mogul Controlled Power Limited

A mechanical design engineer with two years' service failed to prove his redundancy was a sham, with the tribunal rejecting claims of whistleblowing, age discrimination and health and safety detriments. Only a conceded holiday pay award of £2,249.99 was made.

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

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

Personal assistant (carer) v G

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

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

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

Music tutor v Rhythmix (in Liquidation) Ltd

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

Former employee v Ormskirk Metal Fabrications Ltd

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

Former employee v Arcadia Group Limited (in administration)

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

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

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

Clerk and receiver (29 years' service) v The Charity of Thomas Dawson

A charity's decision to delete a clerk and receiver role and replace it with a general manager post was fair, the tribunal ruled, rejecting claims of unfair dismissal and unpaid holiday pay.

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

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

Aftercare Manager (4 years' service) v James Taylor Construction Ltd

An Aftercare Manager with 4 years' service was fairly dismissed for redundancy after refusing a suitable alternative role due to childcare commitments. The tribunal rejected claims of age discrimination and protected disclosure detriment.

Former employee (25 years' service) v S. J. Norman & Sons

A former employee with 25 years' service was awarded over £7,800 in redundancy pay and compensation, but his unfair dismissal and breach of contract claims were dismissed as out of time.

Managing Director of Non-Recourse Lending (5 years' service) v DB Group Services (UK) Limited

A tribunal has dismissed claims of unfair dismissal and discrimination by a Managing Director made redundant when her role was eliminated in a cost-saving restructure.

Former employee v Ocean Design Storage Solutions Limited

A former employee won over £24,500 after being made redundant without consultation and suffering unauthorised deductions, unpaid holiday pay, and breach of contract.

School employee (16 years' service) v London Borough of Brent

A school employee with 16 years' service who applied for voluntary redundancy had her unfair dismissal claim thrown out because she presented it over three months after the statutory time limit expired. The tribunal found it was reasonably practicable for her to have claimed in time.

Health and beauty manager (5 years' service) v Marston Health & Beauty Limited

A health and beauty manager who was made redundant after returning from maternity leave has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

IT Service Desk Manager (2 years' service) v Keltbray Ltd

An IT Service Desk Manager with two years' service was fairly dismissed for redundancy after being placed in a pool of one. His claims that the dismissal was due to protected disclosures about Covid-19 safety were rejected by the tribunal.

Care workers (dedicated carers for a quadriplegic individual) v Deborah Jude as Deputy for Property and Affairs for Stephen Martin; YS Services Limited t/a Embracing Care

Four care workers who lost their jobs when a quadriplegic man's care moved to a new provider won statutory redundancy pay, but their unfair dismissal and notice claims failed because they were brought too late.

Former employees (redundancy) v Queensmead School Limited (in company voluntary arrangement)

Former employees of Queensmead School Limited have secured a 90-day protective award after the company failed to consult them properly before making them redundant.

Restaurant employee v Michael Shane Croner

A restaurant employee's unfair dismissal and redundancy pay claims were dismissed after the tribunal found the employer was unaware of the original proceedings. The original £8,721 wages award was revoked.

Digital Producer (3 years' service) v Virgin Media Limited

A Digital Producer with three years' service was fairly dismissed for redundancy after declining a suitable alternative role. The tribunal found Virgin Media acted reasonably throughout the consultation and selection process.

Senior Research Scientist (11 years' service) v Surrey Nanosystems Limited

A senior research scientist with 11 years' service lost his unfair dismissal claim after his employer restructured. The tribunal found the redundancy process, including a pool of one, was fair.

Senior Sales Account Manager (3 years' service) v Flitetec Ltd

A Watford tribunal found that Flitetec Ltd fairly dismissed a senior sales account manager for redundancy after losing 70% of its revenue during the pandemic. The claim was dismissed.

Former employee v Mayfair Residential Care Home Ltd

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

Membership Advisor (2 years 3 months' service) v Fitness 24 Limited

A tribunal found that Fitness 24 Limited fairly dismissed a Membership Advisor due to a genuine redundancy caused by the COVID-19 pandemic, rejecting claims of unfair process.

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

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

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

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

Box Office Administrator (4 years' service) v Weston Super Mare Town Council

A box office administrator who claimed he was dismissed for raising concerns about theatre management lost his unfair dismissal case. The tribunal found the redundancy was genuine and fairly handled.

Business Development Manager (37 years' service) v Neenah Red Bridge International Limited

A Business Development Manager with 37 years' service was fairly dismissed after being selected for redundancy using a pipeline metric. The Manchester tribunal rejected his claim that the criteria were designed to target him.

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

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

Fabrication Welder (8 years' service) v Sterling Thermal Technology Limited

A fabrication welder with 8 years' service was fairly dismissed for redundancy after being scored lowest in his pool, despite having undisclosed disabilities and being on furlough. The tribunal upheld the employer's process.

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

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

Former employee (17 years' service) v Rayhome Limited

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

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

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

Systems Manager (40 years' service) v Loomis UK Limited

A systems manager with 40 years' service was unfairly dismissed when his employer decided to eliminate his unique role before any consultation. The tribunal applied a 67% Polkey reduction, meaning compensation will be significantly reduced.

Mechanical Maintenance Engineer (7 years' service) v Freudenberg Oil & Gas Technologies Limited

A tribunal ruled that a mechanical maintenance engineer with 7 years' service was fairly dismissed for redundancy, rejecting claims that his parental leave was the real reason.

Former employee (redundancy) v Nationwide Accident Repair Services Ltd (in administration)

A former employee of Nationwide Accident Repair Services has been awarded a protective award of 90 days' pay after the company failed to consult properly on mass redundancies. His unfair dismissal claim was later struck out because the company was in administration.

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

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

Expert consultant (28 years' service) v Estee Lauder Cosmetics Ltd

An expert consultant with 28 years' service was fairly dismissed for redundancy after her one-day-a-week role was eliminated due to COVID-19. The tribunal rejected claims of age and sex discrimination.

Former employee (7 years' service) v Constanter Limited

An employee with 7 years' service was unfairly dismissed by reason of redundancy and awarded over £7,500 for breach of contract, redundancy payment, and unpaid holiday pay.

Business Development Manager (8 years' service) v FMG Repair Services Ltd

Three of seven employees found to have transferred under TUPE when part of their employer's business was sold out of administration. The tribunal examined assignment of roaming, multi-site workers.

Former employee v Kirwan and Sons Limited

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

Former employee v RSL Distribution Limited

Four former employees of RSL Distribution Limited have been awarded redundancy payments totalling over £26,000 after the company failed to defend the claim. Other claims were dismissed as out of time.

Architectural Assistant (unqualified, 6 years' service) v Cube Design Ltd

An architectural assistant with six years' service was made redundant without any prior consultation. The tribunal found the dismissal procedurally unfair but awarded no compensation because redundancy was inevitable.

Exercise Manager (4 years' service) v ESPH Healthcare Limited

An exercise manager was unfairly dismissed when her redundancy appeal was not independently handled, but her claim that she was dismissed for raising concerns about working while furloughed did not succeed.

Mechanic (27 years' service) v British Airways Plc

A mechanic with 27 years' service was fairly dismissed for redundancy after scoring zero under agreed criteria, the tribunal found. No compensation was awarded.

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

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

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

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

Coach driver (7 years' service) v Vertas Group Limited

A coach driver who resigned after her pay date was delayed by two weeks following a TUPE transfer has won her unfair dismissal claim. The tribunal awarded £4,859.25, finding the change was a substantial detriment even though it was not a constructive dismissal.

Mechanical Design Engineer (3 years' service) v Designer M&E Services UK Limited

An employment tribunal has upheld the dismissal of a Mechanical Design Engineer made redundant during the pandemic, finding the employer's consultation process and consideration of alternatives were reasonable.

Dispatch Supervisor (4 years' service) v Ixion Limited (trading as 1Clickprint)

A dispatch supervisor with four years' service was unfairly dismissed when her employer made her redundant without a proper selection pool, objective criteria, or any meaningful consultation. The tribunal awarded £661.95 in compensation.

NHS employee (fixed-term contract) v King's College Hospital NHS Foundation Trust

An NHS employee on a fixed-term contract had their unfair dismissal and redundancy claims thrown out because they lacked the required continuous service. The tribunal had no jurisdiction to hear the case.

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

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

Planning and Business Development Manager (junior management grade, 12+ years' service) v International Airline Group Cargo Limited

A Planning and Business Development Manager with over 12 years' service was fairly dismissed for redundancy after a genuine restructure and thorough consultation process. The tribunal rejected his unfair dismissal claim.

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

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

Process, tooling and maintenance supervisor (6 years' service) v Goodfish Limited

A process supervisor with six years' service was unfairly dismissed and discriminated against when Goodfish Limited selected him for redundancy while hiding a vacant maintenance manager role. The tribunal awarded £62,438.

MOT tester (8 years' service) v Uralmoto (UK) Ltd

An MOT tester with eight years' service was dismissed to facilitate a business transfer, making the dismissal automatically unfair. The tribunal awarded £6,837 in compensation, reduced by 10% for contributory conduct.

Former employee v Ark Schools

A former employee's unfair dismissal claim was dismissed because she presented it 104 days after the three-month time limit. The tribunal found no reasonable excuse for the delay.

Customer Services Officer (5 years' service) v Luton Irish Forum (Company Limited by Guarantee and Registered Charity)

A Customer Services Officer with 5 years' service was fairly dismissed for redundancy after her employer's room hire revenue plummeted during the pandemic. The tribunal rejected claims of disability discrimination and failure to make reasonable adjustments.

Waitress (22 years' service) v Lornar Ltd

A waitress who worked for Lornar Ltd for 22 years had her unfair dismissal claim rejected because she missed the three-month time limit by several months.

Quality and compliance manager (23 years' service) v The Best Connection Group Ltd

A quality and compliance manager with 23 years' service lost his unfair dismissal claim after being made redundant in a pool of one during the pandemic. The tribunal found the process was fair.

Former employees (redundant) v Blitz Communications Ltd (In Liquidation)

Blitz Communications failed to consult employees before making 20+ redundancies. The tribunal approved a protective award of 8 weeks' gross pay for each affected worker.

New Homes Business Development Manager (4 years' service) v Spicerhaart Group Services Limited

A New Homes Business Development Manager with four years' service was unfairly dismissed after a flawed redundancy process where the employer rejected an external appeal recommendation to uphold his appeal. The tribunal also found a breach of contract over pension and healthcare payments on notice pay.

Community Support Service Manager (4 years' service) v Exeter Leukemia Fund

A Community Support Service Manager who believed she had been offered alternative roles was fairly dismissed for redundancy after a small charity's consultation process was found to be reasonable. The Exeter tribunal dismissed her claim.

Former employee (Technical Department) v Spanjer Chemicals Limited

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

President EMEA (6 years' service) v Burrana Limited

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

General Manager (6 years' service) v GLH Hotels Management (UK) Limited

A General Manager with six years' service was unfairly dismissed when his employer gave him just one day to apply for new roles during a pandemic restructure. The tribunal found procedural flaws but applied a 100% Polkey deduction, meaning he received no compensation.

Food and Beverage Assistant (5 years' service) v Hilton UK Hotels Limited

A Food and Beverage Assistant who fractured his hip at work and was later made redundant during the pandemic has lost his unfair dismissal and disability discrimination claims. The tribunal found the redundancy process was fair and that his disability was not the reason for his selection.

Former employee (alleged Accountant's Assistant) v Accountancy Business Centre Digital Limited

A tribunal has dismissed claims of unfair dismissal, wrongful dismissal, and other employment rights after finding that a woman who received monthly payments from her husband's accounting firm was not an employee.

Research Fellow (3 years 10 months' service) v University of Warwick

A Research Fellow at the University of Warwick was unfairly dismissed when the university failed to follow its own fixed-term contract policy and did not carry out a proper redundancy consultation before her contract ended. The tribunal awarded £833.04 in compensation.

Curriculum and Quality Assurance Manager (22 years' service) v London Borough of Tower Hamlets

A Curriculum and Quality Assurance Manager with 22 years' service was fairly dismissed for redundancy after failing to apply for redeployment roles, the tribunal ruled.

Telephone Critiquer (6 years' service) v Total Telephone Solutions Ltd

A telephone critiquer with six years' service was unfairly dismissed after her employer made her redundant by email without any individual consultation, despite promising it. The tribunal awarded £3,996.76.

Former employees v Mr J Miall t/a Ocean Fresh

A tribunal ordered a fish merchant to pay over £9,000 to two former employees for unpaid redundancy, notice pay, holiday pay and failure to provide written particulars.

Grab driver (7 years' service) v Network Plus Service Limited

A grab driver with seven years' service was fairly dismissed when his employer selected him for redundancy based on his temporary workstream, even though he argued he should have been pooled with other drivers at his contractual base.

Former employee v Total Physiotherapy Ltd (in voluntary liquidation)

A former employee was unfairly dismissed when Total Physiotherapy Ltd made him redundant without consultation, but a 100% Polkey reduction meant no compensation because the company had already gone into liquidation.

Human Resources Business Partner Lead (HR Vice President) v BSCL Realisation Ltd (in administration)

Five former Bathstore employees failed to prove their contracts transferred to Homebase after it bought 44 stores. The tribunal ruled each store was a separate economic entity and none of the claimants were assigned to a transferred store.

Member Services Administrator (2 years' service) v Hemp Trades Association Limited t/a Cannabis Trades Association

A tribunal dismissed all claims from a Member Services Administrator who argued his redundancy was a sham to cover up whistleblowing and disability discrimination. No compensation was awarded.

Former employee v Teresa Purdie

A former employee has won her claim for unfair dismissal, redundancy pay, unauthorised holiday pay deductions and breach of contract. The tribunal ordered Teresa Purdie to pay a total of £1,278.84.

Former employee (6 years' service) v Hilltop Hotel (Carlisle) Ltd

A former employee of Hilltop Hotel (Carlisle) Ltd has won claims for unfair dismissal, unpaid holiday pay and unpaid furlough pay after the employer failed to defend the case. The tribunal awarded £4,580 in total.

Head of Operations (16 years' service) v Vespertine Holidays Ltd

A tribunal found that Vespertine Holidays Ltd unfairly dismissed a Head of Operations with 16 years' service, who discovered her redundancy only when she received a P45. She was awarded £34,282.

Operations Manager (17 years' service) v Angel of Corbridge Ltd t/a The Angel Inn

A Newcastle tribunal found that Angel of Corbridge Ltd unfairly dismissed an operations manager with 17 years' service by failing to disclose the selection matrix and not considering a suitable alternative role. She was awarded £12,799.

Regional Sales Director (16 years' service) v Hadley Steel Framing Limited

A Regional Sales Director with 16 years' service was unfairly dismissed for redundancy after the employer rushed consultation and failed to consider alternatives. The tribunal awarded £34,295 but applied a 90% Polkey reduction.

Former employee v Arnold Sanderson Limited (in creditors' voluntary liquidation)

A former employee of Arnold Sanderson Limited has been awarded nearly £30,000 after the company dismissed him by reason of redundancy and failed to respond to his tribunal claim.

Branch manager (24 years' service) v Lancasters Property Services Limited

A branch manager who refused a suitable alternative role at a nearby office after 24 years' service has lost her claim for a redundancy payment. The tribunal found the offer was suitable and her refusal unreasonable.

Ultrasonic Immersion Aerospace Inspector Level 2 (21 years' service) v NDT Services Limited

An ultrasonic immersion inspector with 21 years' service was fairly selected for redundancy after a COVID-19 downturn, with the tribunal finding his concerns about the piecework pay system did not amount to a protected disclosure.

Team Leader (13 years' service) v XPO Logistics Limited

A tribunal awarded a team leader a statutory redundancy payment of £8,065 after she refused a relocation that would have increased her childcare costs, but rejected her sex discrimination claim.

Manager in Risk department v Financial Conduct Authority

A manager who developed a key financial model and made protected disclosures was dismissed for redundancy. The tribunal found the dismissal unfair because his appeal did not properly consider his whistleblowing concerns.

Sales Advisor (20 years' service) v New Look Retailers Limited

A sales advisor with 20 years' service was unfairly dismissed and indirectly discriminated against after New Look required flexibility during redundancy. She was awarded £8,672.

Former employee v Fivestars Limited

A former employee with less than two years' service won £1,316.22 for unpaid holiday pay, sick pay and wrongful dismissal after their employer failed to attend the final hearing.

External sales executive (commercial UPS) v Dale Power Solutions Ltd

An external sales executive claimed unfair dismissal and sex discrimination after being selected for redundancy as a pool of one. The tribunal upheld the employer's decision, finding the pool selection was genuine and reasonable.

Buyer (4 years' service) v Integral Powertrain Limited

A Buyer with 4 years' service who was made redundant while suffering from a back condition has lost her claims of unfair dismissal and disability discrimination. The tribunal found the redundancy was genuine and the selection process fair.

Structural fabricator v Standley Steel Stockholders

A structural fabricator who raised COVID-19 safety concerns was fairly selected for redundancy when his employer closed a business unit. The tribunal found no link between his disclosures and his dismissal.

Financial Advisor v Aspirations Financial Advice Limited

A financial advisor who sold his client bank to his employer was made redundant after scoring lowest on a matrix he never saw. The tribunal dismissed his unfair dismissal claim because he lacked the required two years' continuous service.

Concierge staff v Urbanbubble Liverpool Limited (in Creditors’ Voluntary Liquidation)

A concierge staff member was awarded £3,664 after his employer entered liquidation and failed to pay redundancy, notice and holiday pay. The tribunal found the dismissal was unfair and ordered compensation.

Showroom Administrator (8 years' service) v Anglian Windows Ltd

A showroom administrator with 8 years' service was dismissed by reason of redundancy after making a protected disclosure about GDPR breaches. The tribunal found the dismissal was fair and not automatically unfair.

Personal assistant (6 years' service) v Neptune House Limited

A personal assistant who argued her redundancy was a sham lost her unfair dismissal claim after the tribunal found the role had genuinely diminished. No compensation was awarded.

Sales Executive (5 years' service) v 40TUDE Ltd (Formerly J&M Insurances Services (UK) Ltd)

A sales executive with 5 years' service was unfairly dismissed after his employer decided to make him redundant before applying any selection criteria. The tribunal awarded £8,079.20, reduced by 20% for the chance he might have been dismissed fairly.

Employee (bus driver/transport worker) v HCT Group Operations Community Interest Company (Cic)

A transport worker was automatically unfairly dismissed when her employer failed to assign her to the correct transferring group under TUPE. The tribunal awarded £50,441.99 including a 20% ACAS uplift.

Former employee v Stan Smith and Sons Ltd

A former employee has been awarded £36,390 after the employer's response was struck out for non-compliance, leading to a finding of unfair dismissal.

Freemasons Coordinator (21 years' service) v Manchester Hall Limited (In Voluntary Liquidation)

A tribunal found that Manchester Hall Limited unfairly dismissed three employees by email with no consultation or selection process. The age discrimination claims were dismissed.

Former employees v Elliot House Limited

A tribunal found that Elliot House Limited unfairly dismissed most of its workforce in a redundancy process that failed to arrange employee representative elections, entitling them to a protective award, notice pay, and compensation for pension contribution breaches.

Dental practice employee (over 4 years' service) v Mrs A Abnoosian, as Personal Representative of the Estate of the late Dr V Toomassian

A dental practice employee who was not paid her final wages and was made redundant after her employer died unexpectedly has won £2,731.48 at an employment tribunal.

Former employee v Crest Communication Limited

A former employee of Crest Communication Limited was unfairly dismissed by reason of redundancy and awarded £8,097.31 for unpaid wages, holiday pay, and unfair dismissal compensation.

Curriculum Design specialist (Level 4 manager) v Eleven Plus Exams Tuition Ltd

A tribunal has dismissed claims of unfair dismissal and discrimination brought by a curriculum design specialist made redundant during the first COVID-19 lockdown, finding the employer acted reasonably.

Band E Political Risk Underwriter (3 years' service) v Swiss Re Corporate Solutions Services Limited

A political risk underwriter was unfairly dismissed in a sham redundancy after returning from maternity leave. The tribunal awarded £1,287,014 for sex discrimination, harassment, and unfair dismissal.

Administrative assistant (30 years' service) v Independent Inspections UK Limited

An administrative assistant with 30 years' service was unfairly dismissed after her employer failed to follow a fair redundancy procedure. The tribunal awarded £2,907.92.

Multi Skilled Operative/Hydraulic Hose Engineer v Westfield Shovels Limited

Five employees of Westfield Shovels Limited were unfairly dismissed when their jobs were lost to a service change. The tribunal found they should have been transferred to the new contractor, not made redundant.

Archives Data Inputter (part-time, 18.5 hours per week) v Cambridgeshire County Council

A part-time archives data inputter who was made redundant after refusing to engage with consultation has lost her claims for unfair dismissal, victimisation and age discrimination.

Sales and Operator Manager (11 years' service) v Interactive Resorts Ltd

A sales and operator manager with 11 years' service was unfairly dismissed when her employer stopped paying her and later claimed gross misconduct. The tribunal found the real reason was redundancy and awarded over £30,000.

Plumber (fixed-term contract) v Shepherd’s Bush Housing Association Limited

A plumber on a fixed-term contract had his unfair dismissal and wages claims thrown out for being presented too late, and was ordered to pay £6,800 in costs for continuing to pursue a weak case after warnings.

Bodyshop Manager (3 years' service) v Tokyo Customs Ltd

A bodyshop manager who was persuaded to keep working without pay after his employer was evicted from its premises has won £5,700 in unpaid wages and £10,382 for unfair dismissal and breach of contract.

Sales advisor (36.5 years' service) v IBM (United Kingdom) Ltd

A sales advisor with 36.5 years' service was procedurally unfairly dismissed when managers assessing redundancy scores were themselves in the same pool. The tribunal found a 100% chance she would have been dismissed anyway, so no compensation was awarded.

Rail operative (33 years' service) v Hanson Quarry Products (Europe) Ltd

A rail operative with 33 years' service was unfairly dismissed and discriminated against when a redundancy skills matrix penalised him for skills that had lapsed due to a disability-related move. Tribunal awards £100,250.

Former employee v Next Distribution Limited

A former employee of Next Distribution Limited has been awarded £21,964 after the tribunal found she was unfairly dismissed during a flawed redundancy process and the company failed to provide a perching stool as a reasonable adjustment for her disability.

Credit Manager (6 years' service) v Ransomes Jacobsen Limited

A credit manager with 6 years' service was unfairly dismissed when her employer failed to share redundancy selection scores before the meeting and the appeal did not properly investigate. She was awarded £3,354.55.

Bar stewardess (17 years' service) v Halliwell Conservative Club

A bar stewardess with 17 years' service was unfairly dismissed when Halliwell Conservative Club closed without consulting her. The tribunal awarded £12,883.98 in redundancy and holiday pay but no compensation as closure was inevitable.

Senior Customer Service Officer (12 years' service) v Turkish Bank (UK) Limited

A Senior Customer Service Officer with 12 years' service lost her unfair dismissal and age discrimination claims after the tribunal found the bank's redundancy selection process was reasonable.

Former employee v Maldon Brewing Company Ltd

A former employee of Maldon Brewing Company Ltd won £4,918.35 after the company dismissed him by reason of redundancy without paying his salary, notice pay, redundancy payment, or holiday pay. The respondent did not attend the hearing.

Lecturer (25 years' service) v Bournemouth & Poole College

A lecturer with 25 years' service was unfairly dismissed and discriminated against when his college used a redundancy scoring matrix that penalised him for disability-related sickness absence. The tribunal awarded £89,760.25.

Former employee v Maldon Brewing Company Ltd

A former employee was awarded over £22,800 after his employer stopped paying him from June 2021 and then dismissed him by reason of redundancy in November 2021 without paying notice or holiday pay.

Sales manager (66 years old, 7 years' service) v North West Logistics Limited

A 66-year-old sales manager with 7 years' service was unfairly dismissed after a flawed redundancy consultation during the pandemic, but the tribunal reduced his compensation by 80% because he would likely have been dismissed anyway.

Operations Manager (wedding venue) v Thicket Priory Limited

A wedding venue operations manager lost her unfair dismissal claim but won £107.69 in unpaid holiday pay after being required to take holiday while on furlough.

SENCO (teacher with 0.9 FTE, UPS3 and TLR1a) v The Governing Body of St Andrew's CE High School

A tribunal found that a school fairly dismissed its SENCO by reason of redundancy after a genuine restructure to address budget deficits, rejecting claims of unfair selection.

Management Accountant (3 years' service) v Muji Europe Holdings Ltd

A management accountant was unfairly dismissed after being selected for redundancy following a grossly unfair performance improvement plan. The tribunal awarded £14,147 in compensation.

Head of Research and Head of China Product v Everbright Sun Hung Kai (UK) Company Limited

A tribunal found that a head of research was unfairly subjected to whistleblowing detriments when his employer disciplined him for gross misconduct and referred him to the FCA after he made protected disclosures about regulatory breaches. He was awarded £198,526.

Associate Headteacher (60% part-time, 20 years' service) v Bradford Diocesan Academies Trust

An associate headteacher who resigned after being told her role would be made redundant lost her claims for unfair dismissal and age discrimination. The tribunal found she was not dismissed but resigned voluntarily.

Delivery Programme Manager (Shadow Long Term Support Contract) v Raytheon Systems Ltd

A Delivery Programme Manager who lost his job in a large-scale restructure at Raytheon Systems Ltd has failed to prove his redundancy was unfair. The tribunal found a genuine redundancy situation and a fair process.

Assembly department operative (2 years' service) v Panel UK Limited

An assembly operative with two years' service was fairly dismissed for redundancy after his employer used a length-of-service scoring matrix. The tribunal also rejected his race discrimination claim.

Senior financial adviser (20 years' service) v DWFS Services Limited

A senior financial adviser with 20 years' service was unfairly dismissed after a redundancy process where the outcome was predetermined. The tribunal awarded £24,229.53, reduced by 80% due to the chance he would have been dismissed anyway.

Director of Engineering (12 years' service) v M-Solv Limited

A director with 12 years' service was unfairly dismissed after a flawed redundancy process, but the tribunal rejected his claim that he was targeted because of his family leave. He was awarded £16,516.

Teaching Assistant and Deputy Designated Safeguarding Lead v Cornerways Children Services Ltd

A teaching assistant and deputy safeguarding lead who was made redundant after an Ofsted inspection found weaknesses in safeguarding arrangements has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Senior MICE Administrator (later MICE Monitoring Analyst) v Click Travel Limited

A senior administrator who was made redundant shortly after returning from maternity leave has lost her unfair dismissal and discrimination claims. The tribunal found the redundancy process was fair and not linked to her pregnancy or flexible working request.

Chief Financial Officer/Chief Operations Officer v Leo Scheiner, Oscar Scheiner, 08344730 Limited (in voluntary liquidation), Fyrtorr Limited

A chief financial officer was dismissed by reason of redundancy when her employer entered liquidation. The tribunal awarded £9,015.92 for unpaid notice and holiday pay but dismissed claims for discrimination and unfair dismissal.

Multi-skilled engineer (6 years' service) v Centriforce Products Limited

A multi-skilled engineer with six years' service was unfairly dismissed by Centriforce Products Limited after a redundancy process that involved three brief telephone calls and a biased appeal. The tribunal found the consultation was not meaningful.

Radio and Rigging Manager (25 years' service) v British Telecommunication Plc

A Radio and Rigging Manager with 25 years' service was unfairly dismissed after BT was found to have predetermined her redundancy selection and ignored her sex discrimination grievance. The tribunal awarded £137,929.

Library Assistant (14 years' service) v Plymouth Proprietary Library Association (a charitable incorporated organisation)

A library assistant with 14 years' service was dismissed by email without any warning or consultation. The tribunal awarded £1,301 after finding the dismissal unfair, but reduced compensation by 80% because she would likely have been dismissed anyway.

Layout Planner (7 years' service) v Marks and Spencer Plc

A layout planner with dyslexia was unfairly dismissed by Marks and Spencer after scoring one point short of retention in a redundancy exercise that failed to make reasonable adjustments. The tribunal awarded £53,855.99.

Academic (STEM Outreach Lead) v The University of Cumbria

An academic who was dismissed when her fixed-term contract expired while pregnant has won her claims for unfair dismissal and pregnancy discrimination. The tribunal awarded £129,133.39.

Estimator (3 years' service) v Sowga Ltd

An estimator with 3 years' service was unfairly dismissed after his employer rushed through a redundancy consultation in just five working days. The tribunal found the process was too short and that alternative roles were not properly explored.

Associate Director – Global Services (4 years' service) v Vistra International Expansion Ltd

An associate director lost her unfair dismissal, race and sex discrimination, and whistleblowing claims after being made redundant. The tribunal found the redundancy was genuine and the claims were mostly out of time.

Sales advisor (7 years' service) v J. S. Bloor (Services) Limited

A sales advisor with Polymyositis was unfairly dismissed after being scored lowest in a redundancy selection matrix that made incorrect assumptions about her ability to work alone. The tribunal awarded £46,658.71, with a 50% Polkey reduction.

Materials handler (3 years' service) v FMS Foils Group Limited

A materials handler with three years' service was unfairly dismissed when his employer ran a sham redundancy process and ignored his caring responsibilities. The tribunal awarded £3,297.40.

Systems Developer (7 years' service) v Forest Garden Limited

A tribunal dismissed a Systems Developer's claim that his redundancy was automatically unfair due to a TUPE transfer, finding the dismissal was genuinely for redundancy and not connected to any transfer.

Neighbourhood Manager (13 years' service) v Clarion Housing Group Limited

A neighbourhood manager with 13 years' service was made redundant when external funding for her role ended. The tribunal dismissed her claims of unfair dismissal and disability discrimination, finding the redundancy process was fair and unrelated to her epilepsy.

Finance director (statutory director from 1 October 2017) v EngineF Operating Ltd

A finance director who refused to engage in redundancy consultation and alleged whistleblowing lost his unfair dismissal claim. The tribunal found a genuine redundancy situation and no protected disclosures.

Former employee (made redundant after TUPE transfer) v Capita Business Services Limited

A former employee who was made redundant in 2011 had her unfair dismissal claim struck out after she waited nearly a decade to bring it, despite having withdrawn an earlier claim. The Leeds tribunal found no reasonable prospect of extending time.

Project Manager v Land Science Limited

A project manager was unfairly dismissed when his small employer made him redundant without any warning, consultation or appeal. The tribunal awarded £2,650.83 after applying a 70% Polkey reduction.

Local government officer (dual roles: Principal Member Support Officer and Landlord Services Manager) v Hull City Council

A local government officer with fibromyalgia was unfairly dismissed when Hull City Council failed to provide support during a redundancy process. The tribunal awarded £12,000 for injury to feelings and ordered re-engagement.

Director of Partnerships v JetEngage Limited

A director of partnerships was unfairly dismissed for redundancy due to a lack of consultation, but the tribunal reduced his compensation to nil because the redundancy was inevitable. He also won £1,211 for an unlawful deduction from wages.

Former employee v Consulting and Accountancy Services Ltd

A former employee's claims of automatic unfair dismissal for asserting holiday rights, along with other complaints, were dismissed. The tribunal found the real reason for dismissal was redundancy due to financial savings.

Brand Manager (7 years' service) v James Briggs Limited (1) and Tetrosyl Group Limited (2)

A brand manager with 7 years' service was dismissed for redundancy after a share sale and brand transfer. The tribunal found no relevant TUPE transfer, so her claims for automatic unfair dismissal and failure to consult failed.

Senior risk and compliance professional v National Westminster Bank plc

A senior risk and compliance professional was unfairly dismissed and discriminated against after her employer refused to extend her secondment due to cancer-related absences. The tribunal found the bank's decision was influenced by her disability.

Personal Assistant (11 years' service) v Gaynor Hartford

A personal assistant who was automatically unfairly dismissed after taking steps to protect herself from danger she reasonably believed to be serious and imminent has been awarded £7,394.82 by an employment tribunal.

Lead Senior Early Years Consultant (6 years) v Lancashire County Council

A lead early years consultant with six years' service was unfairly dismissed and discriminated against after Lancashire County Council required her to compete for a role substantially similar to her own while she was on long-term sick leave for cancer treatment. The tribunal awarded over £800,000 in compensation.

Director – EMEA Operations (12 years' service) v Brocade Communications UK Ltd

A director with 12 years' service who had renal cancer was unfairly dismissed and denied reasonable adjustments during a redundancy alignment exercise. The tribunal awarded over £1.76 million.

Assistant Manager (3 years' service) v Casual Dining Services Limited

A protective award of 90 days' pay for 23 employees was revoked because the employer company had been dissolved before the original judgment was issued, leaving the Secretary of State with no liability as guarantor.

Former employee v Waverley Court Consulting Ltd

A former employee won an unfair dismissal claim for redundancy but received no compensation because the tribunal found he would have been fairly dismissed for gross misconduct anyway.

Masjid Liaison Officer (fundraising in community) v Al-Khair Foundation

A Masjid Liaison Officer made redundant after his charity changed its business model due to the pandemic has lost his unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Manager and fryer at fish and chip shop (4 years' service) v Best British Fish Ltd

A manager and fryer at a fish and chip shop was automatically unfairly dismissed after her employment transferred to a new owner, who told her there was no work. The Watford tribunal awarded £7,828 in compensation.

Senior Compliance Officer and Deputy Money Laundering Reporting Officer (5 years' service) v Dahabshiil Money Transfer Services

A senior compliance officer was unfairly dismissed after being scored for redundancy against the wrong pay scale. The tribunal awarded £22,987.92 after applying a 15% Polkey reduction.

Former employee (6 years' service) v Matalan Limited

A former Matalan employee won a default judgment for unfair dismissal and redundancy, but the retailer successfully applied to set it aside, sending the case back for a full hearing.

Former employees (redundant) v Drinkmaster Ltd (In Voluntary Creditors’ Liquidation)

An employment tribunal has ruled that Drinkmaster Ltd failed to consult employees before making more than 20 staff redundant, and made a protective award of 90 days' pay.

Benefits Officers v Serco Limited and Southend-on-Sea Borough Council

Two benefits officers dismissed by Serco when a council contract ended have won a preliminary ruling that their employment should have transferred to the council under TUPE.

Assistant Team Manager in Family Resilience Service v Buckinghamshire County Council

A tribunal ruled that Buckinghamshire County Council fairly dismissed an assistant team manager by reason of redundancy, rejecting claims that the real reason was her earlier disciplinary suspension.

Labourer (3 years' service) v Staton Young (Anglesey) Limited

A labourer with three years' service was unfairly dismissed when his employer summarily ended his employment due to lack of work, without following any redundancy procedure. The tribunal awarded £5,600 in compensation.

Project Lead (5 years' service) v The Church of England Children’s Society

Redundancy dismissal unfair after employer failed to interview for alternative role

Impact Project Coordinator (manager, Grade 8) v Wolverhampton City Council

An Impact Project Coordinator who was dismissed in a sham redundancy after being pressured to take voluntary severance has won her claims of unfair dismissal and direct race discrimination against Wolverhampton City Council. The tribunal awarded her £475,176.34.

Senior Lending Manager (homeworker) v Nationwide Building Society

A Senior Lending Manager who cared for her disabled mother was unfairly dismissed by Nationwide Building Society during a redundancy exercise that required all staff to be office-based. The tribunal awarded £345,708 for unfair dismissal and indirect discrimination.

Tandoor chef (5 years' service) v Zaika Restaurant Limited

A tandoor chef with five years' service was made redundant without any consultation after his restaurant closed for lockdown. The tribunal found the dismissal unfair but awarded only £1,304 because he would have been dismissed anyway.

Accountant (3 years' service) v Aetos Capital Group (UK) Ltd

An accountant with three years' service was unfairly dismissed after her employer merged her role and hired a cheaper replacement. The tribunal found the requirement for Mandarin was a sham.

School Business Manager (18 years' service) v The Governors of St Mary's Roman Catholic Primary School

A school business manager who pursued a whistleblowing claim against an interim head teacher was ordered to pay £4,800 in costs after the tribunal found her conduct unreasonable. The school later settled the redundancy claim for £12,443.

Intelligence Support Officer (9 years' service) v Chief Constable of Surrey Police

An intelligence support officer with bowel cancer was unfairly dismissed when Surrey Police made her redundant after she could not accept a new role based at Woking due to her disability. The tribunal also found a failure to make reasonable adjustments and discrimination over a recognition bonus.

Clinical academic surgeon (Consultant Urological Surgeon and Senior Lecturer) v CARDIFF UNIVERSITY

A consultant urological surgeon and senior lecturer lost her unfair dismissal and race discrimination claims after Cardiff University's Medic Forward programme led to her redundancy. The tribunal found the process genuine and non-discriminatory.

Qualified Paralegal (9 years' service) v Gardline Shipping Limited

A paralegal with nine years' service was unfairly dismissed when her employer used a sham redundancy to get rid of her after she raised a grievance about bullying. The tribunal found the redundancy was not genuine.