Unfair dismissal and victimisation: former employee awarded £88,519
A former employee of Verifone UK Ltd has been awarded £88,519 after an employment tribunal upheld her claims of unfair dismissal and victimisation, while dismissing her race discrimination complaints.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by Verifone UK Ltd.
- The claimant brought claims of unfair dismissal, race discrimination, victimisation, unauthorised deductions, and breach of contract.
- The unfair dismissal complaint was upheld unanimously.
- Two victimisation complaints (detriments 13c and 13d) succeeded by a majority.
- The race discrimination complaints and other victimisation complaints failed.
- The respondent was ordered to pay £88,519 for unfair dismissal and £5,000 for injury to feelings.
Timeline
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Start of interest period for injury to feelings
The period from which interest on the injury to feelings award is calculated.
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Substantive hearing begins
The main hearing of the claims commenced at Watford Employment Tribunal.
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Substantive hearing ends
The main hearing concluded.
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Judgment on liability
The tribunal issued its judgment on liability, upholding unfair dismissal and two victimisation claims.
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Remedy hearing
The tribunal held a remedy hearing and issued a remedy judgment.
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Costs judgment
The tribunal ordered the respondent to pay £10,000 in costs.
The legal issue
The tribunal had to decide whether the former employee was unfairly dismissed, whether she suffered race discrimination and victimisation, and whether there were unauthorised deductions from wages or breach of contract.
The outcome
The tribunal upheld the unfair dismissal complaint unanimously. Two victimisation complaints also succeeded by a majority. However, the race discrimination complaints, other victimisation complaints, and claims for unauthorised deductions and breach of contract were dismissed.
Compensation:
- £88,519 for unfair dismissal
- £5,000 for injury to feelings from victimisation
- £912.88 interest on the injury to feelings award
- £10,000 costs order against the respondent
Lessons & takeaways
- Employers should ensure that dismissal decisions are fair and follow a proper process to avoid findings of unfair dismissal.
- Victimisation claims can succeed even if the underlying discrimination claim fails, so employers must not treat employees unfavourably for raising concerns.
- Keep clear records of all decisions and communications to defend against discrimination claims.
- Seek legal advice when dealing with complex employment issues to mitigate risks.
A mixed outcome for the former employee
This case shows that employment tribunals will scrutinise each element of a claim separately. The former employee succeeded in her unfair dismissal claim and two victimisation complaints, but her race discrimination claims were dismissed. The total award of £88,519 for unfair dismissal plus £5,000 for injury to feelings reflects the seriousness of the employer's failings.
What the employer could have done differently
Verifone UK Ltd could have avoided the unfair dismissal finding by following a fair procedure and ensuring the decision to dismiss was within the range of reasonable responses. The successful victimisation claims suggest that the employer treated the employee unfavourably because she had raised concerns. Employers should be aware that victimisation does not require the underlying discrimination to be proven.
Why this matters for similar claims
This case highlights that employees can win on some claims and lose on others. It also demonstrates that victimisation claims can succeed even where race discrimination claims fail. For employees, it is important to bring all potential claims as the tribunal will assess each on its merits. The significant compensation awarded underscores the importance of fair treatment in the workplace.
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