Some other substantial reason

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

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

Primary school teacher (19 years' service) v Trafford Council and The Governing Body of Kings Road Primary School

A primary school teacher with 19 years' service was unfairly dismissed for 'irretrievable breakdown' after she raised a grievance alleging race discrimination. The tribunal also found she was victimised.

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

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

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

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

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

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

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

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

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

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

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

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

Technical Fire Consultant/Sales Representative (11 years' service) v Intumescent Systems Ltd

A technical consultant with 11 years' service was unfairly dismissed after his employer stopped paying him because his side business installing the company's products was too successful. The tribunal awarded £23,673.75, with a 20% uplift for ignoring the ACAS code.

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

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

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

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

Office Manager (3 years' service) v Bartco Ltd

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

PE teacher and union representative v The North Huddersfield Trust

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

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

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

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

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

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

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

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

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

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

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

Deputy Manager (6 years' service) v Cambian Asperger Syndrome Services Ltd

A deputy manager who refused the Covid-19 vaccine on religious and philosophical grounds was fairly dismissed when his employer had a legal duty to require vaccination. The tribunal ordered him to pay a deposit to continue his claims.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

A sales colleague who hid bail conditions for serious sexual offences for over two years was fairly dismissed by Currys Group Limited for loss of trust and confidence. The tribunal dismissed his unfair dismissal claim.

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

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

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

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

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

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

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

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

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

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

Former employee (long-term sickness absence) v Plusnet Plc

An employment tribunal has upheld the dismissal of a long-term sick employee by Plusnet Plc, finding the employer acted reasonably in concluding there was no prospect of a return to work.

Secretary (2 years 5 months' service) v Contracting Synergy Limited

A secretary dismissed by text message after obtaining a non-molestation order against her boss has lost her unfair dismissal claim. The tribunal held that the irretrievable breakdown in the working relationship was a genuine 'some other substantial reason' for dismissal.

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

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

Head of Private Patients (band 8d, 4 years' service) v Guy's and St Thomas' NHS Foundation Trust

The employment tribunal dismissed claims of unfair dismissal, disability discrimination, and whistleblowing detriment brought by a former head of private patients at Guy's and St Thomas' NHS Foundation Trust, finding the trust acted reasonably in dismissing her due to a breakdown in trust and confidence.

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

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

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

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

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

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

Chief Executive Officer (7 years' service) v Milton Keynes Development Partnership LLP

A CEO with 7 years' service was unfairly dismissed when his employer rejected his proposed reduced-hours alternative without proper consideration. The tribunal found the redundancy process procedurally flawed but applied a 75% Polkey deduction.

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

A security officer with five years' service was fairly dismissed after Amazon requested his removal from all its sites and no alternative work was available. The tribunal upheld the employer's decision.

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

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

Farm manager (4 years' service) v John P Gee & Sons Limited

A farm manager who was removed as a director and then dismissed was not unfairly dismissed, but the tribunal awarded him £3,077 for unpaid notice, holiday pay and expenses.

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

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

Teaching fellow in Arabic (15 years' service) v University College London

A tribunal has ruled that University College London fairly dismissed a teaching fellow with 15 years' service after a series of grievances and tribunal claims led to an irreparable breakdown in working relationships. No compensation was awarded.

Consultant interventional cardiologist (15 years' service) v University Hospitals Leicester NHS Trust

A consultant interventional cardiologist with 15 years' service was fairly dismissed after an irretrievable breakdown in working relationships, the tribunal has ruled. The claim for unfair dismissal was dismissed.

Care home workers (various roles) v Barchester Healthcare Ltd

Five care home workers claimed unfair dismissal and discrimination after being sacked for refusing the Covid-19 vaccine. The tribunal upheld the dismissals as fair for 'some other substantial reason' and rejected all discrimination claims.

Area Supervisor (10 months' service) v YBC Cleaning Services Limited

An area supervisor with 10 months' service was fairly dismissed for some other substantial reason after a restructure, despite procedural flaws, because further consultation would have been futile.

Computer Officer (16 years' service) v Medical Research Council

A Computer Officer with 16 years' service was dismissed after his working relationships broke down. The tribunal found the dismissal was for a substantial reason and not victimisation for bringing previous claims.

Team Leader (14 years' service) v First West of England Limited (1), Sasse Limited (2)

A tribunal upheld the dismissal of a team leader after the client refused to allow him on site, finding the employer did all it reasonably could to find alternative work.

Care coordinator (6 years' service) v Jorada Limited t/a Bluebird Care (Medway)

A care coordinator lost her right to work after a demotion cut her salary below the sponsorship threshold. The tribunal held that the employer's decision to dismiss was fair.

General assistant (night shelf-stacker, 11 years' service) v Sainsbury’s Supermarkets Limited

A Sainsbury's employee with 11 years' service was unfairly dismissed for poor attendance, but the tribunal ruled he would have been fairly dismissed within four months, awarding no compensation.

Payroll Supervisor (19 years' service) v Enterprise Rent-A-Car Ltd

A payroll supervisor with 19 years' service was fairly dismissed for refusing to accept a new reporting structure and for capability issues, the Watford Employment Tribunal has ruled. Her claims of unfair dismissal and associative disability discrimination were rejected.

Operations team member (care sector) v IAspire Care Services Ltd

A care sector operations worker was unfairly dismissed and awarded £99,000 after his employer cited loss of trust due to his links with church investors. The tribunal also found he was harassed over his religion.

Pharmacy dispenser (4 years' service) v Lloyds Pharmacy Limited

A pharmacy dispenser who fell out with her line manager was fairly dismissed for some other substantial reason. Her race discrimination and unfair dismissal claims were rejected.

Quality Assurance Technician (12 years' service) v Nestle UK Ltd

A Quality Assurance Technician with 12 years' service was unfairly dismissed after a breakdown in working relationships, but the tribunal found he contributed 100% to his dismissal and would have been dismissed anyway, resulting in no compensation.

Security officers v Croma Vigilant (Scotland) Ltd

Seven security officers unfairly dismissed by Croma Vigilant (Scotland) Ltd after a TUPE transfer were awarded compensation when the employer failed to reinstate them as ordered by the tribunal.

Operations Support Manager (12 years' service) v Metroline Travel Limited

An operations support manager with 12 years' service was fairly dismissed for some other substantial reason after a breakdown in trust and confidence with senior management. The tribunal upheld the employer's decision, finding it was within the range of reasonable responses.

Web developer (10 years' service) v Air Business Limited

A web developer with 10 years' service was unfairly dismissed after a breakdown in working relationships following her grievance. The tribunal found the employer bore some responsibility and failed to consider alternatives, but reduced compensation by 60% for her contributory conduct.