2022

Factory/supervisor cutter (4 years' service) v Razzle Dazzle Costumes Limited

A factory supervisor with a colostomy who said 'I'm done' and handed in her keys during an anxiety attack was unfairly dismissed when her employer treated it as a resignation without checking. Tribunal awards £7,449.

Contracts and Services Manager (12 years' service) v KOA RTM Co Ltd

A Contracts and Services Manager with 12 years' service who resigned after a performance improvement plan and grievance rejection lost his constructive unfair dismissal claim. The tribunal found no fundamental breach of contract.

Surveyor (zero-hours contract, 8 years' service) v Valunation Ltd

A surveyor on a zero-hours contract lost his unfair dismissal claim after presenting it four months late, but his age discrimination claim was allowed to proceed.

Former employee (accountancy business) v Mohammad Afzal Shaheen t/a Global Link Associates

A former accountancy employee was unfairly dismissed and discriminated against due to her pregnancy and maternity leave. The tribunal awarded her £26,599.12 after the employer failed to attend the hearing.

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 Control Centre Officer (13 years' service) v Waltham Forests Services Ltd

A long-serving control centre officer was unfairly dismissed after he did not report a man drinking on a town hall complex. The tribunal found the employer failed to genuinely believe misconduct had occurred and relied on an unwritten procedure.

Architectural Assistant (4 years' service) v HGP Architects Limited

An architectural assistant who resigned claiming bullying by his manager has lost his unfair dismissal case. The tribunal found the employer's grievance process was reasonable and the final straw was not a breach of contract.

Branch Manager (12 years' service) v Jayar Components Ltd

A branch manager with 12 years' service who was clinically extremely vulnerable to COVID-19 was unfairly dismissed and discriminated against after his employer demanded he return to an office he considered unsafe. The tribunal found the disciplinary process was a sham.

Fitness club manager (4 months' service) v Inrenos 2 Ltd

A fitness club manager who swore at his boss during a heated phone call about his resignation was wrongfully dismissed. The tribunal awarded £1,273.52 in damages and repayment of unauthorised deductions.

DWP employee (17 years' service) v Department for Work and Pensions

A DWP employee with ME who worked reduced hours for years was unfairly dismissed and discriminated against. Tribunal awards £47,087.46 and recommends a positive reference.

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.

Lubrication team leader (17 years' service) v Network Rail Infrastructure Limited

A lubrication team leader with 17 years' service was unfairly dismissed after a 16-month investigation into a near-miss incident. The tribunal found the delay and failure to consider alternatives made the dismissal unreasonable.

Country director (29 years' service) v The British Council

A country director with 29 years' service was unfairly dismissed after a flawed investigation into a sexual harassment allegation. The tribunal ordered his re-engagement.

Airline employee (32 years' service) v British Airways plc

British Airways unfairly dismissed a 32-year employee for alleged misuse of sickness and dependency leave. The tribunal found the employer presumed absences were not genuine, awarding over £49,000.

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.

Student Nurse / Aspirant Nurse v Guys and St Thomas’s NHS Trust

A student nurse who waited over eight months to bring claims of unfair dismissal and sexual harassment against Guy's and St Thomas' NHS Trust has had all his claims dismissed as out of time.

Driving Examiner (4 years' service) v The Driver and Vehicle Standards Agency

A driving examiner with four years' service was fairly dismissed after driving recklessly on DVSA property and failing to check a candidate's licence. The tribunal rejected his claims of unfair dismissal and disability discrimination.

Part-time sales advisor (dairy farming equipment) v LC Longtown Limited

A part-time sales advisor who admitted submitting false time sheets was fairly dismissed for gross misconduct. The tribunal also awarded him £250 in unpaid commission and £1,412 for the employer's failure to provide written particulars.

Former employee (less than 2 years' service) v District Enforcement Limited

A former employee who resigned after less than two years' service had her unfair dismissal claim dismissed and lost claims for notice pay, holiday pay and expenses.

Plumber (2 months' service) v Melon Renovations Ltd

A plumber who worked for just two months was awarded £5,294 after his employer failed to pay his full wages and holiday pay. The employer did not attend the hearing or file a response.

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

A postal worker with 21 years' service was fairly dismissed for pushing a colleague during a dispute over equipment, the tribunal has ruled. No compensation was awarded.

Hygiene operative (16 years' service) v Anglo Beef Processors UK

A hygiene operative with 16 years' service was unfairly dismissed after a disciplinary hearing that had already decided his guilt. The tribunal awarded £23,091 in compensation.

Hotel receptionist (9 years' service) v Whitbread Group plc

A hotel receptionist who resigned after a series of disciplinary and grievance issues lost her constructive unfair dismissal claim. The tribunal found that Whitbread Group plc did not breach the implied term of trust and confidence.

Sales Manager (24 years' service) v The Estate of Glenn Hamish Manuel T/A Baytree Car Sales

A sales manager with 24 years' service was dismissed by text message without any disciplinary process. The tribunal awarded him £38,229.54 for unfair dismissal, unpaid wages, and breach of contract.

Former employee v Pearce Recruitment Limited T/A Accept Recruitment

A former employee's unfair dismissal claim was struck out because they had worked for the respondent for less than two years. The tribunal also dealt with a default judgment for unauthorised deductions, which was later revoked.

Surveyor (1 year 10 months' service) v Peter Cox Ltd

A surveyor who argued he was dismissed for raising health and safety concerns about excessive driving has lost his automatic unfair dismissal claim, but won £1,500 for unpaid notice.

Senior Registered Nurse (B6 Team Leader, part-time, 42 years' service) v County Durham And Darlington NHS Foundation Trust

Two senior nurses with 42 years' service each won victimisation claims after their NHS trust failed to address grievances about confidentiality breaches and risk assessments. Other claims including age discrimination and constructive dismissal were dismissed.

Chef (zero hours contract) v Troubador Properties Limited

A chef on a zero-hours contract lost his whistleblowing unfair dismissal claim after the tribunal found he was dismissed for an argument, not for raising kitchen safety concerns.

Complaints Resolution Manager (6 years' service) v E.ON UK PLC

A Complaints Resolution Manager was fairly dismissed after closing 81 complaints but making only 15 outbound calls. The tribunal upheld E.ON's decision, finding the investigation and dismissal were reasonable.

Minister of Word and Sacrament (19 years' service) v The East Midlands Synod of the United Reform Church

A minister with 19 years' service was found not to be an employee for unfair dismissal purposes, but was an employee under the Equality Act, allowing her age discrimination claim to proceed.

Security Officer and Fire Marshal (3.5 years' service) v Pace Security Services Limited

A security officer who resigned after being suspended for leaving his fire marshal post to visit Tesco and McDonald's during a 12-hour shift has lost his constructive unfair dismissal claim. The tribunal found the employer acted reasonably.

Former employee v Diamond Bus South East (formerly known as Hallmark Connections Limited)

A former employee's unfair dismissal claim was struck out after he failed to comply with any tribunal directions and gave inconsistent reasons for not attending the final hearing.

Machine operator (3 years' service) v Delphi Technologies Ltd

A machine operator who returned late from unpaid leave to visit his ill mother in Mali was fairly dismissed for misconduct. The tribunal also struck out his race discrimination claim for failing to provide a witness statement despite an Unless Order.

Executive and HR Assistant (5 years' service) v Bradford Management Services Ltd

An executive and HR assistant who was demoted and given a verbal warning for theft after returning from maternity leave won her constructive unfair dismissal and pregnancy discrimination claims. The Leeds tribunal awarded £32,028.

Residential Support Worker (3 years' service) v Hertfordshire County Council

A residential support worker was fairly dismissed for gross misconduct after attending work while possibly having COVID-19 symptoms. The tribunal rejected her claims of unfair dismissal, race discrimination and victimisation.

Head of Welding (Mr Fuller, 5 years' service) and Welder/MOT tester (Mr Jackson, 4 years' service) v Kingsley Cars Limited

Two employees were unfairly dismissed after being sacked for gross misconduct without a disciplinary hearing. The tribunal found the process was procedurally flawed.

Graduate Building Surveyor (1 year 1 month service) v Prinsegate Developments Ltd

A graduate building surveyor who resigned after his employer failed to pay his March salary, commission and bonus has been awarded £2,989.74 by an employment tribunal for unauthorised deductions.

Group Leader (8 years' service) v Jaguar Land Rover Limited

A Jaguar Land Rover group leader who simulated sex acts on a colleague and called it 'banter' was fairly dismissed for gross misconduct, the tribunal has ruled.

HR Manager (8 years' service) v North Northamptonshire Council

An HR Manager with 8 years' service was summarily dismissed for breaching confidentiality. The tribunal found the council's investigation and disciplinary process were fair and the dismissal was within the range of reasonable responses.

Nurse (Band 5 Staff Nurse, 15 years' service) v Dorset Healthcare University NHS Foundation Trust

A Band 5 staff nurse with 15 years' service was dismissed for gross misconduct after allegedly sleeping on duty. The tribunal found the dismissal fair for unfair dismissal purposes but ruled the trust failed to prove gross misconduct, awarding £7,045.65 in notice pay.

Postman (15 years' service) v Royal Mail Group Limited

A postman with 15 years' service was fairly dismissed for gross misconduct after refusing to work, posting abusive comments about colleagues on Facebook, and behaving aggressively. The tribunal rejected his claims of unfair dismissal, disability discrimination, and whistleblowing detriment.

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.

Trainee Assistant Psychological Wellbeing Practitioner v Pennine Care NHS Foundation Trust

A former trainee assistant psychological wellbeing practitioner had her unfair dismissal and discrimination claims struck out after repeatedly failing to comply with case management orders and not responding to a strike-out warning.

Former employee (17 months' service) v Scammell Groundworks Ltd (Liquidation)

A former employee with 17 months' service won nearly £20,000 after being unfairly dismissed and discriminated against due to pregnancy. The employer failed to follow any statutory procedure.

Assistive technology support role (21 years' service) v Thirteen Housing Group Ltd

A tribunal dismissed all claims brought by an assistive technology support worker with 21 years' service against Thirteen Housing Group Ltd, including allegations of direct age discrimination and unfair dismissal.

Channel Account Director (2 years' service) v Tango Networks UK Ltd

A tribunal found that a Channel Account Director with two years' service was constructively unfairly dismissed and subjected to age discrimination after his manager planned to dismiss him before he accrued full employment rights.

Senior Night Carer (1 year 3 months' service) v Zion Care (St Albans) Limited

A senior night carer was automatically unfairly dismissed after raising concerns about resident neglect and safety at a care home. The tribunal awarded £24,594 in compensation.

Former employee v Milton Keynes College

A former employee's constructive unfair dismissal and whistleblowing claims were struck out after she presented her claim 38 days past the deadline and failed to attend the hearing.

Security officer (20 years' service) v Bidvest Noonan (UK) Limited

A security officer with 20 years' service resigned after a grievance process he said was flawed. The tribunal dismissed his constructive unfair dismissal claim, finding no repudiatory breach of trust and confidence.

Former employee (17 years' service) v Drive Software Solutions Limited

A former employee with 17 years' service was awarded over £100,000 after his employer failed to engage with the tribunal process, leading to a default judgment and strike-out of their response.

Former employee (long service, dismissed for gross misconduct) v Care UK Community Partnerships Ltd

A tribunal struck out claims of unfair dismissal, wrongful dismissal, and detriment for protected disclosures after the claimant failed to pay a £300 deposit order. The unlawful deductions claim was also struck out as having no reasonable prospect of success.

Warehouse operative (8 years' service) v Alliance Healthcare Management Services Limited

A warehouse operative with 8 years' service was unfairly dismissed, victimised, and discriminated against after reporting safety issues and then being absent due to work-related stress. The tribunal awarded over £16,000 in compensation.

Sales Advisor (9 years' service) v Sky Retail Stores Limited

A sales advisor with 9 years' service was dismissed for gross misconduct after an Insight Report flagged suspicious customer signatures. The tribunal found the employer's investigation and decision to dismiss were within the band of reasonable responses.

Lead manager (18 years' service) v Tesco Stores Ltd

A lead manager with 18 years' service and a clean record was fairly dismissed for gross misconduct after recruiting two relatives without following Tesco's recruitment procedures. The tribunal rejected her unfair and wrongful dismissal claims.

Service Technician (3 years' service) v First Subsea Limited

A service technician who presented an unfair dismissal claim without an early conciliation certificate, claiming an exemption for interim relief that was never applied for, had his claim rejected by the tribunal for lack of jurisdiction.

Radiographer (8 years' service) v North West Anglia NHS Foundation Trust

An NHS radiographer who was dismissed over right-to-work concerns had her unfair dismissal claim rejected because she presented it 18 days late. The tribunal found she could have filed on time.

Medical Laboratory Assistant (22 years' service) v University Hospitals of Leicester NHS Trust

A Medical Laboratory Assistant with 22 years' service had his unfair dismissal and disability discrimination claims dismissed by an employment tribunal because they were presented about four months after the legal deadline, despite his serious health issues.

NHS employee (10 years' service) v Barts Health NHS Trust

An NHS trust fairly dismissed a theatre nurse with 10 years' service after she was absent for over two years due to stress. The tribunal found the employer acted reasonably in concluding she would not return to her role.

Area Service Manager (3 years' service) v Acis Group Limited

An Area Service Manager was fairly dismissed for gross misconduct after driving his personal vehicle for business without a valid MOT certificate for nearly a year. The tribunal upheld the employer's decision.

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.

Former employee v Royal Marsden Hospital NHS Foundation Trust

A former employee's unfair dismissal claim was struck out because she had not worked for the required two-year qualifying period. The tribunal also warned that her discrimination claims would be struck out unless she complied with orders.

Out-of-hours call centre supervisor (4 months' service) v Healthbridge Direct

An out-of-hours call centre supervisor with four months' service was dismissed for redundancy during the pandemic. The tribunal found that, although she had made one protected disclosure, it was not the reason she lost her job.

Beauty course teacher (3 months' service) v The Vogue Clinic Limited

A teacher who resigned after just three months' service failed to prove she was dismissed. The tribunal found she quit voluntarily, and her disability discrimination claims did not succeed.

Former employee v Every Sensation Care Ltd

A former employee with depression and anxiety was constructively dismissed after her employer contacted her GP without permission. The tribunal awarded over £54,000.

Administration officer (16 years' service) v The Home Office

An administration officer with 16 years' service was unfairly dismissed by the Home Office after developing Charcot foot from a workplace trip. The tribunal found the department ignored its own code on injuries caused by Crown negligence.

Linen porter (8 years' service) v Elis UK Limited

An employment tribunal has held that Elis UK Limited fairly dismissed a linen porter with 8 years' service who had been absent for 14 months due to back pain, finding the employer acted within the range of reasonable responses.

Mystery shopper (worker) v My View Ltd

Four mystery shoppers who lost their jobs when Douglas Stafford Ltd collapsed failed to prove their contracts transferred to My View Ltd. The tribunal found no transfer of an undertaking, dismissing their claims for unpaid wages and holiday pay.

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.

Registered Manager of a care company (15 months' service) v Happy Care Limited

A care company's registered manager was automatically unfairly dismissed after making protected disclosures to the CQC and police. The tribunal found the employer fabricated a homophobia allegation and sexually harassed her. She was awarded £73,474.

Butcher (12 years' service) v Bicks Chicks Ltd

A butcher with 12 years' service was summarily dismissed for coming to work after testing positive for COVID-19. The tribunal found the dismissal unfair but reduced compensation by 75% for contributory fault.

Civil servant (Disability Employment Advisor Leader, 18 years' service) v Department for Work and Pensions

A Disability Employment Advisor Leader with 18 years' service resigned after being referred for gross misconduct over Facebook posts. The tribunal found the Department for Work and Pensions acted reasonably.

Cleaner (4 years' service) v Direct Cleaning Services SW Ltd

Two cleaners were unfairly dismissed after their employer accused them of gross misconduct but failed to hold a disciplinary hearing or give details of the allegations. The tribunal awarded over £9,600 in compensation.

Site manager (3 years' service) v Bury Council

A site manager who was suspended for nearly two years after a brief reinstatement, then given 12 weeks to find a new role or face discipline, has won a constructive unfair dismissal claim against Bury Council. The tribunal awarded £1,913.47.

Former employee v Richmond Harbour Hotel Management Limited T/A Richmond Harbour Hotel

A former employee who was immunocompromised after a partial splenectomy has been found to be disabled under the Equality Act 2010. The tribunal ruled that her condition had a substantial and long-term adverse effect on day-to-day activities.

PR and Community Manager v Arjuna Seth Shoes Limited

An employment tribunal struck out a former PR and community manager's claims of sexual harassment and victimisation after she failed to pursue them for over two and a half years, following the respondent's liquidation.

HGV driver (12 years' service) v Kier Integrated Services Ltd

An HGV driver with 12 years' service was reinstated after a successful appeal against dismissal for gross misconduct. The tribunal allowed his victimisation claims to proceed but dismissed direct race discrimination claims as out of time.

Security officer v Amberstone Security Limited

A security officer was unfairly dismissed by Amberstone Security Limited in a flawed redundancy process, but his age discrimination claim was rejected. He was awarded £5,807.14, but also ordered to pay £1,796.26 in costs.

Former employee v Park & Birch Ltd

A former employee won £10,748.88 after their employer made an unauthorised deduction from wages and unfairly dismissed them. The tribunal added a 25% uplift because the employer breached the ACAS Code of Practice.

Former employee v Boilertech (NW) Limited

A former employee has won a default judgment against Boilertech (NW) Limited after the company failed to respond to claims of unauthorised wage deductions and unfair dismissal. The tribunal awarded £2,758.46 in total.

Former employee v NFS Hotel Technology Limited

A former employee won his unfair dismissal claim against NFS Hotel Technology Limited, receiving over £28,700 in compensation. The respondent did not attend the hearing.

Former employees (3 years' service) v Costal and Country Devonshire Arms Ltd (trading as Coastal and Country Devonshire Arms Ltd)

Two former employees were unfairly dismissed and awarded over £42,000 for unpaid notice, unauthorised deductions, holiday pay, and pension contributions, plus a 25% uplift for the employer's failure to comply with ACAS rules.

Zero-hours employee v Kent Central Ambulance Service Ltd

A zero-hours employee who claimed unfair dismissal and unpaid holiday pay had her case dismissed after the tribunal found she had not been dismissed and remained employed. Two late reconsideration applications were also refused.

Carer/Support Worker (2 years' service) v Golden Hands Home Care Limited

A care worker who was suspended without pay for over two months and accused of acting because a manager was Filipina has won her claims for constructive unfair dismissal, racial harassment, and unlawful deduction of wages.

Warehouse assistant (part-time, 14 hours/week) v The British Heart Foundation

A part-time warehouse assistant who refused to return to work due to Covid-19 safety concerns has lost his claims of automatic unfair dismissal and detriment against the British Heart Foundation.

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.

Former governor (14 years' service) v Dolphin School Ltd and Dolphin School 1970 LLP

A tribunal dismissed a former school governor's unfair dismissal and detriment claims because he waited too long to bring them, even though threats to expel his children initially made it impossible to act.

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.

Solicitor v Just Family Law Ltd

A solicitor who claimed he was dismissed for raising a GDPR concern had his protected disclosure claim struck out. The tribunal also found he lacked the two years' service needed for ordinary unfair dismissal.

Former employee v Govia Thameslink Railway Ltd

A former employee's unfair dismissal and discrimination claims against Govia Thameslink Railway were struck out after he repeatedly refused to proceed without a prior criminal investigation by MI5 or the Serious Fraud Office.

Train manager (32 years' service) v London Underground Limited

A train manager with 32 years' service was unfairly dismissed for posting racially divisive social media messages about George Floyd, but the tribunal found she would have been dismissed anyway and cut her award by 75% for her own conduct.

Former employee v Hayre Builders Company Limited

A Reading tribunal awarded a former employee £178,199.82 after finding he was unfairly dismissed, with the employer failing to provide a written statement of particulars and unreasonably ignoring the Acas Code.

Former employee (driver) v 247 West London Ltd

A former driver for 247 West London Ltd who endured homophobic harassment and an overdose was constructively dismissed. The tribunal awarded £31,517, including £12,000 for injury to feelings.

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.

HGV driver (6 years' service) v DHL Services Limited

An HGV driver with six years' service was unfairly dismissed by DHL after a physical altercation with a colleague, but his compensation was reduced by 85% for the likelihood he would have been dismissed anyway and by 50% for his own conduct.

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.

Clinical research associate (via limited company) v Astrazeneca UK Limited

A clinical research associate who worked through an agency for three years before being directly employed was unable to bring an unfair dismissal claim because she had less than two years' continuous service as an employee.

Team leader (6 years' service) v Stateside Foods Limited

A team leader with 6 years' service was unfairly dismissed after a flawed investigation into a safety breach. The tribunal found the employer's process was inadequate and reduced compensation by 20% for the chance she would have been dismissed anyway.

Electrical Operations Manager / Projects Manager (4 years' service) v Sodexo Limited

An electrical operations manager dismissed after systemic failings in hospital emergency lighting lost his unfair dismissal and disability discrimination claims. The tribunal found Sodexo acted reasonably.

Civil Enforcement Officer v Serco Limited

A civil enforcement officer's attempt to bring a claim on behalf of 12 colleagues was initially rejected due to a technical glitch in the online ET1 form, but the tribunal later revoked its decision after reconsideration.

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.

Security Officer (7 months' service) v Mitie Security (First) Ltd

A security officer with only seven months' service was fairly dismissed for aggressive behaviour and misuse of the grievance policy after repeatedly challenging his employer's face mask rules during the pandemic. The tribunal rejected all claims of automatic unfair dismissal and discrimination.

Street cleaner (TUPE transferred in 2013) v Ringway Hounslow Highways Limited

A street cleaner who alleged an eight-year campaign of age discrimination and harassment by his employer had his claims struck out for having no reasonable prospects of success.

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.

Senior Control Systems Engineer (20+ years' service) v Sellafield Ltd

A Senior Control Systems Engineer with over 20 years' service was fairly dismissed for gross misconduct after leaving an unencrypted USB stick containing official sensitive data in a car park. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Former employee (admin/office role) v Garden County Vending Ltd

A former employee won £24,250 after the tribunal found she was victimised and sexually harassed following protected disclosures about hygiene issues, though her constructive unfair dismissal claim failed.

Vice-President of Communications and PR (5 months' service) v World Travel and Tourism Council

A vice-president dismissed after five months lost his whistleblowing claim. The tribunal found the real reasons were sexual harassment allegations and his negotiating tactics, not his protected disclosures.

Barista/Shop Assistant (3 months' service) v Costello’s (Malton) Ltd

A barista with three months' service who raised concerns about missing food labels was dismissed for conduct, not whistleblowing. The tribunal upheld her dismissal but found her disclosures were protected.

Former employee v London Borough of Bexley

A tribunal has allowed a former employee to amend her claim to include indirect sex discrimination after her employer refused her request for flexible hours during school closures.

Assistant Principal (7 years' service) v The Thinking Schools Academy Trust

An assistant principal with seven years' service was unfairly dismissed after physically restraining a disruptive student. The school had not provided positive handling training and failed to preserve full CCTV evidence.

Care assistant (3 years 4 months' service) v R G Care Ltd

A care assistant was unfairly dismissed after a 10-minute disciplinary hearing where the decision-maker had already decided she was guilty. The tribunal awarded £11,300.97.

Product Coach (7+ years' service) v Jaguar Land Rover Ltd

A Jaguar Land Rover product coach who was reinstated after a conduct dismissal but then resigned and sued for constructive dismissal and race discrimination has lost his claim. The tribunal found his allegations lacked credibility and criticised his late disclosure of covert recordings.

Customer assistant (13 years' service) v Tesco Stores Limited

A customer assistant with 13 years' service was fairly dismissed after showing a sexually explicit video to a colleague. The tribunal upheld Tesco's decision, finding the investigation and dismissal were within the range of reasonable responses.

Customer Assistant (night shift) v Tesco Stores Ltd

A Tesco night-shift customer assistant who was dismissed for gross misconduct has won his wrongful dismissal claim after the tribunal found he was entitled to notice pay. He was awarded £400.

Former employee (2 years' service) v Seewoo Foods (Greenwich) Limited

A former employee with just two years' service has been awarded £109,363 after her employer failed to respond to her unfair dismissal, wrongful dismissal, and unlawful deductions claims.

Former employee v Sodexo Limited

A former employee's disability discrimination claim against Sodexo Limited was struck out after she repeatedly failed to provide ordered medical information. The tribunal found no reasonable excuse for the non-compliance.

Head of Clinical Governance v Mitie Care and Custody Limited

A tribunal found that a head of clinical governance was disabled due to depression and anxiety, but refused her application to add race, religion and sex discrimination claims as out of time.

Operational Postal Grade / Delivery Office Manager Support (22 years' service) v Royal Mail Group Limited

An employee with 22 years' service was fairly dismissed for fraudulently claiming 706 hours of unauthorised overtime, the tribunal has ruled.

Sales manager (former employee) v Chase Buchanan Ltd

A former sales manager has been allowed to amend her claim to include indirect sex discrimination, arguing that her employer's practice of dismissing the more junior employee in a relationship breakdown disproportionately affects women.

Former employee v Kingdom Services Group Ltd

A former employee's claims for unfair dismissal, breach of contract and unlawful deductions were struck out because they were not presented within the three-month time limit. The tribunal had no jurisdiction to hear them.

Compliance administrator (10 weeks' service) v Nav Van Hire Limited

A compliance administrator was dismissed during her pregnancy without any disciplinary process. The tribunal awarded £12,347 for automatic unfair dismissal and pregnancy discrimination.

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.

Head of Estates (13 years' service) v Muntham House Ltd

A head of estates with 13 years' service was unfairly dismissed for selling a disused oil tank for £230. The tribunal found the investigation and appeal process were biased and procedurally flawed.

Chief Risk Officer (CRO) (1 year 9 months' service) v United National Bank Ltd

A chief risk officer who repeatedly flagged breaches of his bank's risk management framework was automatically unfairly dismissed for making protected disclosures. The tribunal awarded £137,894 in compensation.

Agency teacher v CORE Education Trust

An agency teacher who claimed sex and race discrimination after a parental allegation about his conduct during a PE lesson has had all his claims rejected by the Birmingham Employment Tribunal.

Cleaner (14 years' service) v Pektron Group Limited

A tribunal has upheld the dismissal of a cleaner with 14 years' service who could not cope with reduced duties due to osteoarthritis. The employer was found to have acted reasonably in dismissing for capability after a phased return failed.

Assistant manager (3 years' service) v Supaman Limited t/a Oliver Brown

An assistant manager who was threatened with being shot and beaten by his boss at a work party was constructively unfairly dismissed. The tribunal awarded £1,477 but reduced it by 75% due to his own inebriated conduct.

Nursery practitioner (3 years' service) v The Honey Pots Day Nursery Ltd

A nursery practitioner who resigned after her employer mishandled a grievance about offensive Facebook posts has won a constructive unfair dismissal claim, but her harassment claim was dismissed. She was awarded £1,761.85.

Former employee v Revmo Europe Limited

A former employee's unfair dismissal claim was struck out because he had less than two years' service. His claims over stock options and unpaid salary also failed.

Prison officer (2 years 10 months' service) v Ministry of Justice

A prison officer who systematically inflated mileage claims and claimed travel time as expenses to avoid tax was fairly dismissed for gross misconduct. The tribunal also ordered him to repay £863.25.

Former employee v Openreach Limited

A former Openreach employee won his unfair dismissal claim but saw his compensation cut by 30% because his own conduct contributed to his sacking. The tribunal awarded £42,845.56.

Unit Manager (CQC Registered Manager, 12 years in health and social care) v HC-One Limited

A care home unit manager was unfairly dismissed for whistleblowing after raising concerns about unsafe removal of bed rails. He was also racially harassed by a nurse. The tribunal awarded £45,837.90.

Governance Manager v My Space Housing Solutions

A Governance Manager who brought multiple claims of discrimination, victimisation and unfair dismissal after being made redundant has lost her case. The tribunal ordered her to pay £20,000 in costs.

Compliance Manager (4 years' service) v High Speed Two Limited (HS2)

A Compliance Manager was constructively dismissed after HS2 took over a year to resolve her grievance, despite occupational health warnings. The tribunal awarded £7,647.92.

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.

Agency driver v DHU Healthcare CIC

An agency driver who was dismissed after his mask exemption led to a dispute with a healthcare provider has won his unfair dismissal claim, but the tribunal found he was not an employee of the company that refused his services.

Former employee v Work Experience Limited

A former employee with less than two years' service had her unfair dismissal claim reinstated after the tribunal realised she might qualify for the automatic unfair dismissal exception for asserting a statutory right.

Engineering Manager (1 year 2 months' service) v UPW Industrial Applications Ltd

An Engineering Manager who refused to return to work citing childcare commitments was not automatically unfairly dismissed for raising health and safety concerns. The tribunal found his principal reason for refusing was childcare, not Covid-19 fears.

Cleaner v MITIE Limited

A cleaner who was dismissed for allegedly making a sexist remark to a member of the public has lost his unfair dismissal claim. The tribunal found the employer acted reasonably based on the evidence available.

Communications officer (emergency 999/101 calls) v Commissioner of Police of the Metropolis

A communications officer who had 17 separate absences over two years was fairly dismissed for capability. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Advanced Nurse/Paramedic Practitioner (2 years' service) v North Cumbria Integrated Care NHS Foundation Trust

A nurse who resigned and alleged constructive dismissal had her claim dismissed because she presented it over nine months after the primary time limit, despite relying on union representatives who never told her about tribunal deadlines.

Former employee v Store Retail Group Limited (in creditors voluntary liquidation)

A former employee was unfairly and wrongfully dismissed after a disciplinary hearing. The tribunal awarded £3,210 but reduced compensation due to the employee's conduct and failure to appeal.

Former employee (security services) v Marshall 247 Services Ltd (in liquidation)

A security services employee was unfairly dismissed and subjected to detriments after refusing to forego holiday rights. The tribunal awarded over £46,000 in compensation.

Train driver (12 years' service) v First MTR South Western Trains Limited

A train driver with 12 years' service was unfairly dismissed for posting offensive tweets, but the tribunal awarded no compensation due to his blameworthy conduct.

Former employee (6 years' service) v WFM Food London Ltd

A former employee with six years' service was unfairly dismissed by WFM Food London Ltd and awarded £27,863 after the company failed to follow the ACAS code and made unauthorised deductions from wages.

Development Engineer (4 years' service) v Rheon Labs Limited

A development engineer with 4 years' service was fairly dismissed after a final written warning and further complaints about his behaviour. The tribunal upheld the employer's decision.

Operations Manager (8 years' service) v The Parochial Church Council of the Ecclesiastical Parish of Holy Trinity Barnes

An operations manager with 8 years' service was constructively dismissed after the church removed his communications duties and excluded him from key decisions. The tribunal awarded £11,009.77.

Former employee v FPM Foods Ltd

An employment tribunal dismissed an unfair dismissal claim after the former employee failed to attend the final hearing and made a last-minute adjournment request with no prior notice.

Customer assistant (9 years' service) v Lidl Great Britain Limited

A Lidl customer assistant was unfairly dismissed for gross misconduct over a chicken discount code and a dwarf plant purchase, but the tribunal awarded only £633.60 after finding she was 90% to blame.

Former employee v Simon Cooper and Co Ltd

A former employee was dismissed less than 24 hours after sending a protected disclosure email. The tribunal found the dismissal was automatically unfair and awarded £13,426 including £8,000 for injury to feelings.

Professional Carer (4 years' service) v The Good Care Group London Limited

A professional carer who was initially dismissed for gross misconduct, then reinstated with a final warning, resigned and claimed constructive dismissal. The tribunal ruled the employer had reasonable cause for its actions and the claim was dismissed.

Integrated Pest Management Specialist (6 years' service) v Fargro Ltd

An employee dismissed for refusing to remove a screensaver and discussing politics at work has won his unfair dismissal claim after the tribunal found the appeal process was fatally flawed. No compensation was awarded at this stage.

Senior Underwriter (17 years' service) v Ark Syndicate Management Ltd

A senior underwriter with 17 years' service was unfairly dismissed after raising concerns about a potentially fraudulent claim. The tribunal found the employer failed to investigate whether the performance targets were reasonable.

Former employee (warehouse operative) v Tesco Stores Limited

A former Tesco warehouse operative who was dismissed for making a racist remark and sending threatening messages has lost his claims for unfair dismissal, race discrimination, victimisation, whistleblowing detriment, and holiday pay.

Bar staff (5 years' service) v Aldenham Social Club Ltd

A bar worker with 5 years' service was constructively dismissed after his employer failed to offer him any shifts following furlough. The tribunal found a fundamental breach of contract and trust.

Former employee v New Platt Motors Ltd

A tribunal refused to reconsider a consent judgment after the employer alleged pressure, but provided no evidence. The former employee will receive £3,000.

Housing and Support Officer (13 years' service) v Transform Housing and Support

A housing officer with 13 years' service was fairly dismissed after sending an unauthorised email to a local council criticising her employer's eviction of a client. The tribunal rejected her whistleblowing claims.

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.

Franchisee driver v DPD Group UK Ltd

A DPD franchisee driver who accepted his circumstances were identical to a previous case lost his worker status claim after the tribunal struck it out as having no reasonable prospect of success.

Former employee v David Paul Warnock

Three former employees had their unfair dismissal complaints struck out because they had less than two years' service. However, they won default judgments for unauthorised deductions and holiday pay, totalling £2,891.77.

Nursery manager (13 years' service) v Ms D Royal t/a Happy Days Nursery

A nursery manager with 13 years' service resigned before a disciplinary hearing and claimed constructive dismissal, but the tribunal rejected her claim, finding the employer's actions did not breach the implied term of trust and confidence.

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.

Social rights activist and community educator v Greater London Authority

A social rights activist who volunteered on an advisory group and a commission for the Greater London Authority was found not to be an employee or worker, so his unfair dismissal and race discrimination claims could not proceed.

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.

Former employee v London Underground Limited

A former London Underground employee who was dismissed for having a second full-time job without consent had all his claims struck out. The tribunal found his unfair dismissal claim could not proceed due to lack of service, and his discrimination claim was brought too late.

Cardio-thoracic surgeon (20 years' service) v Liverpool Heart and Chest Hospital NHS Foundation Trust

A cardio-thoracic surgeon with 20 years' service was fairly dismissed after admitting he completed 98 site verification forms before patients were admitted, inappropriately cancelled surgery, and failed to document care. The tribunal upheld the NHS Trust's decision.

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.

Former employee v Plant Hub Organic Ltd

Two former employees of Plant Hub Organic Ltd saw their unfair dismissal claims halted after the company was dissolved. One claim was withdrawn for lack of service, the other stayed pending restoration of the company.

Product consultant (Motability specialist) v Arnold Clark Automobiles Limited

A product consultant who resigned after alleged bullying by his manager lost his constructive unfair dismissal claim. The tribunal found he had affirmed his contract by continuing to work and there was no 'last straw' event.

IT professional (Security Consultant, 5+ years' service) v Kyndryl UK Ltd

An IT professional who resigned claiming breach of trust and confidence lost his constructive unfair dismissal case. The tribunal found he had affirmed the contract by continuing to work for months after the alleged 'last straw'.

NHS clerical receptionist (6 years' service) v Mid and South Essex NHS Foundation Trust

An NHS clerical receptionist who resigned after receiving a copy of a letter meant for her manager has lost her constructive unfair dismissal claim. The tribunal found no repudiatory breach of trust and confidence.

Headteacher (18 years' service) v Urbis Academy Trust

A headteacher who accepted vouchers without declaring them and breached suspension terms was fairly dismissed. The tribunal rejected her claims of unfair dismissal, race discrimination and victimisation.

Office manager (14 years' service) v Deltec industries Limited

An office manager who stopped placing stock orders due to cash flow concerns was unfairly dismissed. The tribunal found the employer had already decided to dismiss before the hearing.

Client relationship manager (3 months' service) v Affinity Finance Ltd (in administration)

A client relationship manager was automatically unfairly dismissed after telling her employer she was pregnant, just weeks into her probation. The tribunal awarded over £28,500 for pregnancy and race discrimination.

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.

Band 4 Caterer (14 years' service) v Secretary of State for Justice

A Band 4 caterer with 14 years' service was fairly dismissed for pinching a colleague's bottom. The tribunal rejected his claim that his Asperger's syndrome caused the behaviour.

PO3 Examiner (1 year 8 months' service) v The Home Office

An employment tribunal has held that the Home Office fairly dismissed a PO3 examiner who sent unsolicited sexual messages to female colleagues and made inappropriate comments about a colleague's teenage daughter.

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.

Retail Business Consultant v EE Limited

A retail consultant's unfair dismissal claim was dismissed because he filed it one day late, even though he was waiting for his internal appeal outcome.

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.

Apprentice Stylist v Corrine Sterry T/A Baloolah Hair

An apprentice stylist who had less than two years' service had her unfair dismissal claim struck out, and the rest of her claim was later struck out for non-compliance and lack of active pursuit.

Key worker (2 years' service) v Phase II Care Limited

A care worker with two years' service was unfairly dismissed after a misconduct investigation and disciplinary hearing were both conducted by the same biased manager. The tribunal awarded £11,538.75 in compensation.

Assistant Service Engineer (15 years' service) v Govia Thameslink Railway Ltd

An assistant service engineer with 15 years' service was fairly dismissed for bullying a vulnerable colleague, the tribunal ruled, upholding the employer's investigation and decision.

Events Manager (1 year 5 months' service) v Jack Petchey Foundation Limited

A tribunal ruled that an events manager with a serious leg injury was disabled under the Equality Act, and that her employer knew about it from February 2020.

Care assistant (4 years' service) v Hampshire County Council

A care assistant with a heart condition and asthma lost her claim that Hampshire County Council discriminated against her when dismissing her for sickness absence. The tribunal found the council's capability process was not because of her disability.

Former employee v Drive DeVilbiss Healthcare Ltd

A former employee who did not dial in to a preliminary telephone hearing had his claims of constructive unfair dismissal, age discrimination and unpaid wages thrown out. His late application for reconsideration was also refused.

Driving Training Instructor (11 years' service) v Northumberland County Council

A driving training instructor with 11 years' service was fairly dismissed after his Group 2 licence was permanently revoked due to a heart condition. The tribunal rejected his claims of unfair dismissal and disability discrimination.

GP (16 years' service) v Harrogate & District NHS Foundation Trust

A GP who was invited to a final sickness review meeting after shielding during the pandemic has won her claim of disability discrimination and harassment. The tribunal found the invitation was discriminatory, but dismissed her constructive dismissal claim.

Former employee (18 days' service) v Countryside Properties PLC

A former employee who worked for only 18 days had her discrimination and whistleblowing claim struck out after failing to attend hearings or comply with tribunal orders. Her application for reconsideration was refused.

Teacher of Modern Foreign Languages v New College Leicester

A teacher who brought claims for unfair dismissal, disability and race discrimination, and failure to deal with a flexible working request had all her claims dismissed because they were presented to the tribunal too late.

Former employee v Inari Sushi and Grill Limited

A former employee who was unfairly dismissed for whistleblowing and subjected to multiple breaches including unpaid holiday pay and unauthorised deductions has been awarded £13,117.36 by an employment tribunal.

Hotel manager (3 years' service) v N & C Leisure Limited

A hotel manager was unfairly dismissed for gross misconduct after being drunk on the premises, but the tribunal found she was 100% to blame, awarding only £1,076 for the employer's failure to provide written particulars.

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.

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.

Former chief ethics and compliance officer (CECO) at an Afghan university v American University of Afghanistan

An employment tribunal has ruled it has no jurisdiction to hear claims of unfair dismissal, whistleblowing and race discrimination brought by a former chief ethics officer of the American University of Afghanistan, as the connection to Great Britain was insufficient.

Accounts Assistant (10 months' service) v Glasswell & Last Ltd

A tribunal rejected a constructive unfair dismissal claim from an accounts assistant with 10 months' service, finding the employer acted reasonably throughout and the claimant's evidence lacked credibility.

Part-time Fundraising Assistant (8 years' service) v The College of St Barnabas

A part-time Fundraising Assistant was dismissed for not being vaccinated against COVID-19, but a tribunal ruled her unfair dismissal claim was in time because she only read the dismissal letter on 23 December 2021, not when it was first sent.

Director and employee (family-run auto centre) v Wessex Auto Centres Ltd

A director and employee of a family-run auto centre was fairly dismissed for gross misconduct after twice hitting his father in the head and transferring £10,000 from the company account without authorisation.

Groom (3 years' service) v The Durdans Stables Ltd

A groom who was offered different working days after maternity leave, which she could not do due to childcare, was constructively dismissed and awarded £16,839 including £12,000 for injury to feelings.

Security Valet Officer (9 months' service) v Ballymore (Millharbour) Ltd

A security valet officer with nine months' service lost his claims of unfair dismissal, race discrimination, harassment, victimisation, and whistleblowing detriment after a tribunal found the employer's conduct concerns were genuine.

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.

Accountant (1 year's service) v HGA Accountants and Financial Consultants Ltd

An accountant who worked for just over a year lost his disability discrimination claim after the tribunal found he did not have a disability under the Equality Act. He was awarded £22.43 for an unauthorised wage deduction.

Former employee (probationary period) v Forensic Risk Alliance Limited

A former employee's claim for automatically unfair dismissal and whistleblowing detriment was dismissed after he failed to attend the final hearing. The tribunal provisionally awarded costs of £20,000 to the employer for vexatious conduct.

Scripture Reader (47 years' service) v The Soldiers’ and Airmen’s Scripture Reading Association

A Scripture Reader with 47 years' service resigned claiming a breakdown in trust after her employer failed to implement grievance recommendations. The tribunal found no fundamental breach of contract and dismissed her claim.

Former employee v McMillan Williams Solicitors Limited (In administration)

A former employee of McMillan Williams Solicitors won £13,649 after the tribunal found she was constructively unfairly dismissed. The firm did not attend the hearing.

Kickstart Scheme employee (6-month contract) v Greater Manchester Football Club Limited

A Kickstart Scheme employee was paid just once during a six-month contract. The employment tribunal ordered Greater Manchester Football Club Limited to pay £5,098.36 in unpaid wages and a DBS fee.

Former employee v Inayya Corp t/a Pizza Hut

A former employee who waited over four months to bring an unfair dismissal claim had it dismissed by the tribunal, which found it was reasonably practicable to have presented it in time.

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.

Sales manager (15 years' service) v Grange Motors (Brentwood) Limited

A sales manager with 15 years' service was fairly dismissed for gross negligence after failing to escalate a pricing error on two Land Rovers. The tribunal rejected his claims for unfair dismissal and unpaid wages.

Store manager (9 months' service) v La Portegna Limited

A store manager with only 9 months' service won her claim for unauthorised wage deductions after her employer deducted sick pay she was promised. The tribunal ordered La Portegna Limited to pay £2,466.56.

Former employee v Unite Telecoms Limited

A former employee won £29,477 in disability discrimination and holiday pay after Unite Telecoms Limited failed to comply with tribunal orders and had its response struck out.

Former employee (telephony service worker) v Capita Customer Management Ltd

A former Capita employee had her unfair dismissal claim struck out after she refused to engage with documents during cross-examination, making a fair hearing impossible.

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.

Carpentry apprentice v New City College

A carpentry apprentice who alleged discrimination by New City College had his claims struck out because the tribunal had no jurisdiction over a further education college.

Former employee v Independent Catering Management Ltd

A former employee won a constructive unfair dismissal claim after their employer accepted liability just two days before the final hearing. The tribunal awarded £1,105.45 in compensation, including a 10% uplift for a partial ACAS code breach.

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.

Customer Service Assistant (4 years' service) v Sainsbury’s Supermarkets Limited

A Customer Service Assistant who pushed a roll cage at a manager was fairly dismissed, the tribunal ruled, finding Sainsbury's investigation and decision were reasonable.

Former employee (maternity leave) v Jon Janvier and Energy Saving Installers Ltd (in creditors voluntary liquidation)

A tribunal found that a former employee was automatically unfairly dismissed and discriminated against after being told she was dismissed because she took maternity leave. She was awarded £19,728.16.

Former employee v Abellio London Limited

A former employee's unfair dismissal claim against Abellio London Limited was struck out because his ACAS early conciliation application was submitted one day after the three-month deadline. The tribunal found no reason to extend time.

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.

Former employee (housing officer) v Thurrock Council

A housing officer who claimed disability discrimination after being dismissed while signed off with stress and anxiety has lost her case. The tribunal found her reactions were normal responses to adverse life events, not a mental impairment.

Compliance officer (informal arrangement) v Bel-Marking Ltd

A tribunal dismissed claims of unfair dismissal, disability discrimination, and unpaid wages after finding the claimant was not an employee or worker but had an informal business arrangement with Bel-Marking Ltd.

Former employee v University College of Osteopathy

A former employee was unfairly dismissed for gross misconduct. The tribunal applied a 20% ACAS code uplift but also reduced compensation by 20% for contributory conduct and 20% for the chance she would have been dismissed anyway.

Bar manager v Hamsterley and District Social Club Limited

A bar manager who objected to a £60 bingo takings slush fund was unfairly dismissed for whistleblowing. The tribunal awarded £2,187.55.

Former employee v ASE plc

A tribunal has refused to reconsider its decision not to award costs against a former employee who withdrew an amendment application, ruling that emails from March 2022 were not new evidence and would not have changed the outcome.

Crematorium Technician (2 years' service) v North East Lincolnshire Council

A crematorium technician with two years' service was fairly dismissed after failing to clean pet remains from a cremator, falsifying timesheets, and creating a fire hazard. The tribunal rejected his unfair dismissal claim.

Driver of 7.5 tonne vehicles (7 years' service) v Halls Distribution Ltd

A driver with 7 years' service was unfairly dismissed after a road traffic accident when his employer failed to contest his claims. The tribunal awarded £5,586.99.

Teaching Assistant (6 years' service) v The Governing Body of Windsor Clive Primary School

A teaching assistant with 6 years' service was unfairly dismissed on capability grounds, but her harassment claim succeeded after an administrative error triggered a flawed Stage 2 sickness procedure.

General Manager (6 months' service) v Luck, Lust, Liquor & Grinds Ltd

A General Manager who resigned with one week's notice was told to leave the same day and not paid for the notice period. The tribunal ordered the employer to pay £370.78 for unauthorised deduction of wages.

Kitchen Assistant/Relief Cook (16 years' service) v Thames Reach Charity

A kitchen assistant with 16 years' service had her disability discrimination claim struck out after failing to comply with a deposit order. The tribunal found no reasonable excuse for non-payment.

Former employee v David Morris Window Cleaning Ltd

A former employee who brought unfair dismissal, wrongful dismissal and breach of contract claims had all three struck out after failing to attend a preliminary hearing and not having two years' service.

Boutique Coffee Specialist (9 years' service) v Nestle UK Limited

A tribunal has ruled that a coffee specialist's type 2 diabetes and plantar fasciitis were not disabilities under the Equality Act, dismissing his discrimination claim at a preliminary stage.

Former employee v NSL Limited

A former employee's unfair dismissal claim against NSL Limited was dismissed after neither he nor his former employer attended the final hearing. The tribunal concluded there was no good reason for his absence.

Former employee v Morecambe Bay Wines Ltd

A former employee who worked for less than two years at Morecambe Bay Wines Ltd had their unfair dismissal claim struck out, but won £1,339.64 in an unlawful deduction from wages claim.

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.

Carer (2 years' service) v Mr Paul Orkin

A carer with two years' service was unfairly dismissed after being fired via WhatsApp message with no disciplinary process. The tribunal awarded £2,639 in compensation, including an ACAS code uplift.

Cleaner (8 years' service) v Hallgarth Court Residents Limited

A cleaner who worked for eight years but was never paid for holidays won £162.71 in holiday pay after the tribunal ruled she was a worker, not an employee.

Work placement officer (7 months' service) v Middlesex University

A work placement officer with 7 months' service lost her claims of discrimination, harassment, and unfair dismissal after her fixed-term contract expired. The tribunal found no evidence of unlawful treatment.

Head Teacher / Principal (part-time) v Darul Uloom Al Arabiya Al Islamia

An employment tribunal has refused to strike out most claims brought by a former head teacher against Darul Uloom Al Arabiya Al Islamia, including allegations of disability discrimination and whistleblowing detriment. However, the reasonable adjustments claim was ordered to be subject to a deposit order hearing.

Area Contract Manager (2 years' service) v Andron Contract Services Ltd

An area contract manager who returned to work after a heart attack was constructively dismissed after her employer ignored a 4-hour driving limit and left her 'at risk' for months. The tribunal awarded over £101,000.

Former employee v TLC Group Limited

A former employee who believed her dismissal only took effect after her appeal was rejected has had her unfair dismissal claim struck out as out of time. The tribunal refused to extend the deadline.

Prison Officer (2 years 9 months' service) v Secretary of State for Justice

A prison officer who resigned after a locker break-in and a refused job endorsement failed to prove constructive dismissal or discrimination. The tribunal found no protected disclosure and no dismissal.

Former employee (probationary period) v Manning Gottlieb OMD

A tribunal dismissed an unfair dismissal claim because the employee had not worked for two years, and struck out a race discrimination claim that had no supporting facts.

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.

Warehouse operative (2 years' service) v DHL Services Limited

A warehouse operative with two years' service was fairly dismissed after repeatedly refusing a reasonable instruction to clean up debris. The tribunal rejected his unfair dismissal claim.

Team Manager (18.5 years' service in a law firm) v Minster Law Limited

An employment tribunal dismissed an unfair dismissal claim from a team manager with 18.5 years' service because it was presented just four days after the deadline. The key issue was the effective date of termination.

Temporary worker (6-month assignment) v Barclays PLC

A temporary worker who was dismissed after two months with Barclays had his race discrimination claim struck out because he presented it over nine months late. The tribunal found no just and equitable reason to extend time.

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.

Head of operations & finances (4 years' service) v IOET Ltd T/a Tokyoesque

A tribunal found that a small employer's failure to appoint an independent chair for disciplinary and appeal hearings amounted to a fundamental breach of trust, entitling the head of operations to resign and claim constructive unfair dismissal. A remedy hearing will determine compensation.

Retained crew manager and firefighter (12 years' service) v Staffordshire Fire & Rescue Service

A retained crew manager with 12 years' service was fairly dismissed for failing to challenge a homophobic comment in a WhatsApp group and for coordinating grievances to delay a crewing policy. The tribunal rejected his claims of unfair dismissal and part-time worker discrimination.

Practice Business Manager (16 years' service) v The Partners t/a Shelley Manor and Holdenhurst Medical Centre

A Practice Business Manager with 16 years' service was fairly dismissed for gross misconduct after claiming overtime from the COVID-19 Support Fund without partner approval. The tribunal rejected her claims of whistleblowing and unfair dismissal.

Kitchen porter / maintenance assistant (2 years' service) v East Sussex National Limited

A kitchen porter was constructively dismissed after his employer ended a trial maintenance assistant role without warning, citing performance and lack of a driving licence. The tribunal awarded £4,311.55.

Former employee v Genting International Limited

A former employee who tried to add a race discrimination claim nearly two years after presenting her original claim had her application refused. The tribunal also struck out her unfair dismissal claim because she was still employed.

Rehabilitation support worker (6 years' service) v The Disabilities Trust

A rehabilitation support worker with a live final written warning was fairly dismissed after leaving her CCTV post to answer buzzers, allowing a vulnerable service user to abscond. The tribunal dismissed her claims for unfair dismissal and race discrimination.

Driving Examiner (2 years 6 months' service) v Driver and Vehicle Standards Agency

A driving examiner who resigned after raising a collective grievance against a temporary manager has lost his constructive dismissal claim. The tribunal found no breach of trust and confidence.

Former employee (wine department specialist, 8 years' service) v John Lewis PLC

A former John Lewis wine department specialist with 8 years' service lost her constructive unfair dismissal claim after the tribunal found her resignation was driven by frustration with management style, not a breach of trust and confidence.

Electrician (5 years' service at Broadgate Campus) v ABM Technical Solutions Limited

An electrician who switched on a water-damaged electrical board, creating a serious safety risk, was fairly dismissed for gross misconduct. The tribunal also rejected his claim that the dismissal was due to his trade union membership.

Course Director and Lecturer (7 years' service) v The College of West Anglia

A college lecturer with seven years' service was fairly dismissed for gross misconduct after using a compressed air hose to extinguish a workshop fire, breaching health and safety rules. The tribunal upheld the dismissal.

Communications and marketing officer (8 months' service) v Wren Music (a company limited by guarantee)

A communications and marketing officer with only eight months' service was dismissed shortly after raising fire safety concerns. The tribunal granted interim relief, finding he had a 'pretty good chance' of proving automatic unfair dismissal.

Customer service assistant (15 years' service) v Wilko Limited

A customer service assistant with 15 years' service was fairly dismissed for gross misconduct after selling a knife to a 16-year-old police test purchaser without checking ID. The tribunal upheld Wilko's decision, finding the dismissal within the range of reasonable responses.

Healthcare worker v Fenwick Healthcare Staffing Limited

A healthcare worker was dismissed days after telling her employer she was pregnant. The tribunal awarded £26,898 for unfair dismissal, pregnancy discrimination, harassment, and victimisation.

Solution Architect (IT role, 13 months' service) v Corporate Office of the House of Lords and Corporate Office of the House of Commons (Operating as the Parliamentary Digital Service)

A Solution Architect who alleged race discrimination and harassment during his probation was dismissed from his job. The tribunal found nearly all claims were brought too late, and the rest failed on the facts.

Production operative (9 years' service) v Jaguar Land Rover Limited

A production operative with 9 years' service was fairly dismissed after refusing to wear a face covering during the pandemic, despite claiming an exemption. The tribunal upheld Jaguar Land Rover's decision.

Self-employed quality management consultant v Shekinah Consultants Limited and Martec Limited

A self-employed consultant who worked for Shekinah Consultants Limited and Martec Limited was unable to establish he was an employee or worker, leading to the dismissal of his unfair dismissal and holiday pay claims.

Production Team Manager (5 years' service) v Edible Oils Ltd

A production manager who was called a 'gangster' by a colleague in a canteen row had his racial harassment claim upheld, but his unfair dismissal claim failed because a later investigation was thorough.

Former employee v Freight Transport Association Limited (t/a Logistics UK)

A tribunal struck out claims for unfair dismissal, unpaid wages and race discrimination after the claimant failed to attend a preliminary hearing and his claims were presented out of time.

Field Sales Manager (2 years' service) v Hopkins Homes Limited

A Field Sales Manager who resigned after feeling undermined by new managers lost her constructive unfair dismissal claim. The tribunal found the managers' conduct was not a breach of trust and confidence.

Former employee (previous owner of the company) v Nortim Precision Engineering Limited

A tribunal dismissed a former employee's claims of constructive unfair dismissal and age discrimination because they were brought too late, despite his ill health and furlough.

Lecturer and programme coordinator (10 months' service) v London School of Science and Technology Ltd

A tribunal dismissed claims of race discrimination and automatically unfair dismissal by a lecturer with 10 months' service, finding the real reason was poor performance.

IT employee (long-Covid) v CGI IT UK LTD

An employment tribunal found that long-Covid can amount to a disability under the Equality Act, but dismissed all claims from an IT employee who argued he was unfairly dismissed and discriminated against by CGI IT UK Ltd.

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.

Bus driver (14 years' service) v Metroline Travel Ltd

A bus driver with 14 years' service was fairly dismissed for capability after he refused to attend occupational health appointments or engage with his employer. The tribunal also found no disability discrimination.

Telesales staff (office staff) v Flawless Makeover Studios Ltd

Three telesales workers were told they were employed by a company in liquidation, but the tribunal found their real employer was Flawless Makeover Studios Ltd. The case highlights the importance of written contracts and consistent payment records.

Practice Manager (4.5 years' service) v Dr A Milner t/a Anlaby Surgery

A practice manager with 4.5 years' service was unfairly dismissed after a dispute over pay for work at an Improving Access Hub. The tribunal found the real reason was a breakdown in the relationship, not misconduct. She was awarded £24,440.

Former employee v Roudh Enterprise Limited

A former employee has been awarded £14,363.05 after the Employment Tribunal found their unfair dismissal, breach of contract and holiday pay claims well-founded. The employer did not attend the hearing.

Van driver (2 years 8 months' service) v Complex Logistics Ltd

A van driver lost his unfair dismissal claim after breaching a final written warning, but was awarded £3,507 for unpaid notice, wages, and holiday pay.

Support worker (bank contract) v Isand Limited

A support worker who moved to a bank contract with no guaranteed hours lost the continuity needed to bring an unfair dismissal claim. The tribunal ruled it had no jurisdiction to hear the case.

Former employees v NV Projects Ltd

A Leeds tribunal ordered NV Projects Ltd to pay a group of former employees for unauthorised deductions from wages, holiday pay, and failure to provide written statements. One employee also won a breach of contract claim for notice pay.

Nursing Assistant (2 years' service) v Manchester University NHS Foundation Trust

A Nursing Assistant who resigned after a lengthy grievance process failed to prove race discrimination or constructive dismissal. The tribunal found the Trust's actions, while flawed, were not discriminatory.

Office administrator v Emax Trading Limited

A tribunal awarded over £10,000 to two office administrators after finding that one was discriminated against due to pregnancy and the other unfairly dismissed. The employer failed to conduct a pregnancy risk assessment and did not provide written employment particulars.

Former employee v Fyre Group Limited

A former employee won over £41,000 for pregnancy discrimination after her employer failed to respond to the tribunal claim. The award includes loss of earnings, injury to feelings, and an ACAS uplift.

Technical Services Manager (11 years' service) v RGB HiFi & Video Limited

A Technical Services Manager who refused to attend welfare meetings or complete health questionnaires was fairly dismissed on capability grounds after 16 months' absence. The tribunal rejected his claims for unfair dismissal, redundancy pay, and arrears of pay.

Printing assistant (graphic design) (2 months' service) v H & L Trading Ltd

A printing assistant with only two months' service was automatically unfairly dismissed after emailing his employer about back pain caused by a low worktable. The tribunal awarded £23,192.40.

Experienced machinist v Concept Recruitment Group Ltd

An experienced machinist from the Czech Republic claimed race discrimination after a dispute with Polish neighbours at work led to him being barred from the client site. The tribunal dismissed his claim, finding no evidence of race-based treatment.

Deputy Home Manager (support worker) v Teen Support Services Ltd

A deputy home manager has won a preliminary ruling that she was employed by Teen Support Services Ltd, not a related company, allowing her whistleblowing and race discrimination claims to proceed.

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.

Accountant (15 years' service) v Equinor UK Ltd

An accountant with 15 years' service was fairly dismissed for incapability after 15 months' sick leave. The tribunal rejected her claims of disability discrimination, victimisation, and whistleblowing.

Senior Mental Health Practitioner (13 years' service) v Worcestershire Health and Care NHS Trust

A senior mental health practitioner with 13 years' service was unfairly dismissed and discriminated against by an NHS trust. The tribunal awarded £199,149.09, finding the trust failed to make reasonable adjustments and relied on a flawed capability process.

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.

Former employee v St Cuthbert's House Limited

A former employee who took bereavement leave was awarded £540 in unpaid holiday pay and £1,560 for a wage deduction after her final pay slip wrongly deducted an overpayment she had already repaid.

Concierge Officer (probationary employee) v London Borough of Hounslow

An employment tribunal has ruled that a concierge officer was fairly dismissed during her probation period due to genuine performance concerns, not because she raised safety issues with councillors.

IT consultant (3 years' service) v Primary Technologies (S.E.) Limited

An IT consultant who took unpaid leave after her furlough request was refused, then failed to return to work, was fairly dismissed for misconduct. The tribunal upheld the employer's decision.

Personal assistant (11 years' service) v Mr A Goldstein (1), Mr V Sareen (2)

A personal assistant with 11 years' service was constructively dismissed after raising health and safety concerns about attending work during the November 2020 lockdown. The tribunal awarded her over £115,000 in total.

Bakery operative (3.5 years' service) v Smart Dough Ltd

A bakery operative who resigned after being unable to take holiday for two years has been awarded £4,569.60 in unpaid wages, holiday pay and notice pay. The employer did not defend the claim.

Accounts Manager (22 years' service) v Le Marche Limited

A tribunal has dismissed a constructive unfair dismissal claim brought by an accounts manager who resigned after her role was reduced during furlough and her grievance was handled informally.

Former employee v Deloitte LLP

A former employee's constructive unfair dismissal claim against Deloitte LLP was struck out because he had less than two years' service. His attempt to argue automatic unfair dismissal under health and safety grounds came too late.

Dental nurse (GDC accredited) v Mr J O’Dea t/a St Clement Dental Care

A dental nurse who suffered a brain haemorrhage after childbirth was unfairly dismissed by her employer, who failed to consult her or obtain an up-to-date medical report. The tribunal awarded her £38,191 in compensation.

Recovery Mentor (5 years' service) v Cheshire & Wirral Partnership NHS Foundation Trust

A recovery mentor with five years' service resigned, then tried to withdraw her notice three weeks later. The employer refused, and the tribunal found no dismissal occurred. The claimant was also ordered to pay £1,000 in costs.

HGV driver (12 years' service) v MAM Transport Services Limited

A tribunal found that an HGV driver with 12 years' service was unfairly dismissed after his employer lost trust in him over a back injury suffered in Poland. He was awarded £13,335.

Independent Chair of Fostering Panel (13 years' service) v Dorset Council

A tribunal has ruled that an Independent Chair of a fostering panel with 13 years' service was not an employee, meaning she cannot bring unfair dismissal or breach of contract claims.

Managing Director (25 years' service) v Eville & Jones (GB) Ltd

A managing director with 25 years' service was fairly dismissed for gross misconduct, including a sham payment, despite his bipolar disorder. The tribunal rejected claims of unfair dismissal and disability discrimination.

NHS employee v Guys and St Thomas’ NHS Foundation Trust

An NHS employee was unfairly dismissed but had her compensation cut by 50% for contributory conduct. Her race discrimination claims were dismissed.

Medical secretary (NHS) v York & Scarborough Teaching Hospitals NHS Foundation Trust

A tribunal dismissed disability discrimination claims brought by an NHS medical secretary with hearing loss, finding most allegations were presented too late and the remaining complaints failed on the facts.

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.

Managing director (6 months' service) v Key Horizons Limited

A managing director who claimed she was dismissed for whistleblowing saw her interim relief application refused and later had her entire claim struck out for failing to comply with an unless order to provide her mother's death certificate. She was also ordered to pay £3,000 in costs.

Bus driver (8 years' service) v London United Busways Limited

An employment tribunal found that London United Busways unfairly dismissed a bus driver who refused to work in March 2020 due to Covid-19 safety concerns. The driver was awarded £13,410 in compensation.

Former employee v Halsey Masonic Hall, Watford, Limited

An employment tribunal dismissed all remaining claims of a former employee who did not attend the final hearing and failed to comply with court orders, ending a case that had already lost several claims due to non-compliance.

Security guard (placed by recruitment agency) v CDX Security Ltd

A security guard who alleged race and sex discrimination by a senior officer had her entire claim dismissed after repeatedly failing to provide a list of documents as ordered by the tribunal.

Search Engine Optimisation (SEO) Lead (2 years' service) v Harrods Ltd

A tribunal rejected a constructive dismissal and disability discrimination claim by a Harrods SEO Lead, finding he was not disabled and that the employer's performance management was not a breach of contract.

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.

Community accountant (21 years' service) v Community Accountancy Self Help

A community accountant with 21 years' service had her pay and hours halved without her agreement. The tribunal ordered the charity to repay £16,893 in unlawfully deducted wages.

Bartender (1 year 7 months' service) v Eight Holyrood Limited t/a Nine Lives Bar

A bartender who was required to register as self-employed and paid by invoice has been awarded £2,492 after the tribunal found he was a worker entitled to holiday pay and notice.

Driver and machine operator (6 years' service) v Viam Infrastructure Asset Management (VIAM) Ltd (in administration)

A driver and machine operator was unfairly dismissed after using a company vehicle with permission, a common practice, while a colleague was not disciplined. The tribunal awarded a basic award and notice pay but no compensatory award due to the employer's subsequent administration.

Former employee v London Fire Commissioner

A tribunal has ruled that a former employee with Persistent Paranoid Delusional Disorder lacks the mental capacity to participate in his own disability discrimination case, ordering that he must have a litigation friend or legal representation.

Physiotherapist (3 years' service) v Lewisham and Greenwich NHS Trust

A physiotherapist who filed her unfair dismissal claim nearly three years after the deadline had her case dismissed. The tribunal ruled it was reasonably practicable for her to have brought the claim in time, despite family emergencies and a mistaken belief about time limits.

Recruitment agency worker (2 years' service) v PMP Recruitment Limited

A recruitment agency worker's race discrimination claim against Amazon was struck out after he missed the three-month time limit by 15 days. The tribunal declined to extend time on just and equitable grounds.

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.

Security guard (7 weeks' service) v Warlite Security Ltd

A security guard who complained about dirty high-vis vests and lack of rest breaks during the pandemic was not automatically unfairly dismissed, but was awarded £541.40 in unpaid wages.

Social worker v Cumbria County Council

A social worker who waited over a year to bring an unfair dismissal claim after being summarily dismissed for gross misconduct had her case struck out as out of time. The tribunal found it was reasonably practicable for her to have claimed within the three-month limit.

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.

Office manager (25 months' service) v AGK Partnership Ltd

An office manager who resigned after discovering a colleague was paid £10,000 more lost her constructive dismissal and sex discrimination claims. The tribunal found no fundamental breach of contract.

Former employee (Principal Stylist) v Ms M Bratton and Evanlils Ltd

A tribunal dismissed all claims of unfair dismissal and homophobic abuse brought by a former Principal Stylist after he failed to attend the preliminary hearing or comply with case management orders.

Former employee (Help Desk Operator, 7 years' service) v Harrods Ltd

A tribunal struck out a former Harrods employee's religion or belief discrimination claim as out of time, but allowed his constructive unfair dismissal claim to proceed to a final hearing.

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.

Online delivery driver (2.5 years' service) v Sainsbury's Supermarkets Ltd

An online delivery driver with a live final written warning was fairly dismissed after speeding 30% over the limit. The tribunal upheld Sainsbury's decision, finding it fell within the band of reasonable responses.

Waitress (2 years' service) v Cribben Southampton Limited

A waitress unfairly dismissed after being accused of stealing from the till has been awarded £4,168. The tribunal found the investigation was unreasonable and the employer's belief in guilt was not based on reasonable grounds.

Accounts Administrator (part-time, 1 year's service) v Kett Autoparts (Anglia) Ltd

An accounts administrator dismissed after raising Covid-19 safety concerns lost her unfair dismissal claim because she had less than two years' service and the tribunal found the redundancy was genuine.

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

A bus driver with four years' service was fairly dismissed for capability after a long-term wrist injury prevented safe driving. The tribunal also rejected his claim for unpaid wages as out of time.

Cleaner and Catering Assistant (5 years' service) v Hartlepool Borough Council

A cleaner and catering assistant who refused a transfer after raising Covid safety concerns was unfairly dismissed from one role but fairly dismissed from another. She was awarded £551.53.

Club secretary (20 years' service) v Peterborough Milton Golf Club Ltd

A club secretary with 20 years' service was fairly dismissed for misconduct after two female employees alleged sexual touching. The tribunal found the golf club's investigation and decision were within the range of reasonable responses.

Pot department packer (11 years' service) v Aeroplas (UK) Ltd

A pot department packer with 11 years' service was dismissed after a seizure at work without a formal meeting. The tribunal found the dismissal unfair and discriminatory, awarding over £15,000 in compensation.

Former employee v Small and Beautiful Limited

A former employee who was dismissed shortly after raising concerns about not being paid the national minimum wage has won over £17,000 in compensation for automatic unfair dismissal, race discrimination, and unlawful deductions.

HGV driver (15 years' service) v DHL Services Limited

An HGV driver who alleged he was dismissed for whistleblowing about an unreported accident has lost his unfair dismissal claim. The tribunal found his aggressive behaviour towards managers was the real reason for dismissal.

Unit Manager (18 years' service) v John Lewis Plc

A Waitrose unit manager with 18 years' service was fairly dismissed for gross misconduct after leaving a petrol filling station without a duty manager or keyholder present. The tribunal rejected his unfair dismissal claim.

Former employee (made redundant while pregnant) v Janet Sinden & Co

A tribunal has allowed a former employee to bring her unfair dismissal and sex discrimination claims nearly five months late, after she suffered a traumatic birth, lost her partner, and faced pandemic isolation.

Self-employed music teacher v Cranleigh School

A visiting music teacher who signed a self-employed agreement was found not to be an employee or worker, and his claims for unfair dismissal, notice pay, and holiday pay were dismissed.

Mobile operative (4.5 years' service) v Serco Limited

A mobile operative who was dismissed after repeatedly raising concerns about understaffing, inadequate PPE, and unsanitary conditions at Serco's London Cycle Hire Scheme has won his claim for automatic unfair dismissal. The tribunal found the principal reason for his dismissal was his protected disclosures.

Service Manager, NHS (5 months' service) v Medway NHS Foundation Trust

A service manager who resigned after an informal job offer was withdrawn has won her constructive dismissal claim. The tribunal found the NHS trust's handling of the situation breached the implied term of trust and confidence.

Sales Representative and Branch and Sales Manager (continuous employment from 1 August 2018 to 1 March 2021) v First Home Improvements (England) Ltd

A sales representative's claim against the wrong company was allowed to proceed after the tribunal ruled the form met minimum requirements, even though the respondent named was not the intended employer.

Senior civil servant (logistics and supply chain) v Department of Health & Social Care (1) and UK Health Security Agency (2)

A senior civil servant who claimed his fixed-term contract was not renewed because of whistleblowing disclosures has lost his bid for interim relief. The tribunal found no 'pretty good chance' he would win at a final hearing.

Shop assistant (16 years' service) v S2S Solutions Ltd

A shop assistant with 16 years' service was constructively dismissed after her employer implied it would withdraw adjustments for her arthritis. The tribunal awarded £7,889.22 for unfair dismissal and disability discrimination.

Patient Access Co-ordinator (3 years' service) v Guy’s and St Thomas’ NHS Foundation Trust

A Patient Access Co-ordinator who resigned claiming bullying and victimisation has lost her constructive unfair dismissal claim. The tribunal found no repudiatory breach of trust and confidence.

Installation Engineer (2 years' service) v Lasyl Audio and Visual Ltd

An installation engineer who refused to attend work over Covid-19 safety fears was fairly dismissed for gross misconduct. The tribunal also rejected his disability discrimination claim as out of time.

Former employee v Kirkby Blinds Direct Limited (In Voluntary Liquidation)

A former employee won claims for unfair dismissal, notice pay, and unlawful deduction of wages (holiday pay and underpayment of salary) against Kirkby Blinds Direct Limited, which was in voluntary liquidation. The tribunal awarded £1,497.36.

Former employee v Victuals Trading Limited t/a Brooks

A former employee won £292.92 after his employer made deductions from wages without written authorisation and failed to pay holiday pay. The employer later tried to rely on evidence it could have produced at the original hearing.

Former employee v Reel Appeal Limited

A former employee who raised health and safety concerns was awarded £2,953.39 for breach of contract after being dismissed without notice, but the tribunal rejected his whistleblowing and unfair dismissal claims.

PCV Bus Driver (2 years' service) v Metroline Travel Ltd

A bus driver with two years' service was unfairly dismissed after a physical altercation at a bus station. The tribunal found the investigation was flawed, but reduced compensation by 20% for his own conduct.

Customer Sales Assistant (4 years' service) v The Co-operative Group

A customer sales assistant who resigned claiming bullying and race discrimination lost his constructive dismissal claim after tribunal found CCTV evidence contradicted his account. All claims were dismissed as unfounded and partly out of time.

Production Operator (Flexible) (3 years' service) v Northumbrian Water Limited

A production operator with bipolar disorder resigned claiming constructive dismissal and disability discrimination. The tribunal rejected all claims, finding the employer acted reasonably throughout.

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.

Senior child care practitioner (3 years' service) v The Midcounties Co-operative Limited

A senior child care practitioner was fairly dismissed after CCTV showed her placing her hand over a three-year-old's face. The tribunal upheld the employer's decision, finding the investigation and dismissal were within the range of reasonable responses.

Overseas Visitors Officer (7 years' service) v Bradford Teaching Hospitals NHS Foundation Trust

An Overseas Visitors Officer with 7 years' service resigned after her bullying complaint was upheld but the outcome was never disclosed. The tribunal awarded £9,379.96 for constructive unfair dismissal.

Director and shareholder of Pinnacle Support Services Group Ltd v Horizons Plus Ltd

A director and shareholder of a limited company claimed he was a worker for a client of his company. The tribunal dismissed the claim, finding no personal contract existed.

Warehouse operative / fork lift driver (4 years' service) v DHL Services Limited

A warehouse operative who refused to wear a face covering during the pandemic was fairly dismissed for gross misconduct, the tribunal ruled.

Driver (2 years 7 months' service) v Uber London Limited

A driver who was dismissed by Uber and relied on his union for advice missed the three-month deadline by over three months. The tribunal dismissed his claim as out of time, finding it was reasonably practicable for him to have presented it earlier.

Former employee v Mr Chris Dawson

A former employee's claim against Mr Chris Dawson was rejected because the early conciliation certificate named a different company. The tribunal accepted the claim against the correct employer but refused to add the individual.

Travel consultant (2 years' service) v Rankin Travel Ltd

A travel consultant was unfairly dismissed for working a second job without permission while on furlough, but the tribunal awarded nothing due to Polkey and contributory fault reductions.

Former employee v Marks and Spencer Group plc

A former employee with under two years' service had her unfair dismissal claim struck out. All remaining discrimination and wrongful dismissal claims were dismissed after a full hearing.

Former employee v Leicester City Council

A former employee's unfair dismissal claim against Leicester City Council was struck out because he had less than two years' service. His subsequent applications for relief from sanction and reconsideration were also refused.

Former employee (constructive dismissal) v Swale Heating Limited

A tribunal struck out most of a former employee's claims, including a pregnancy discrimination claim from a man, after finding the claims were misconceived, lacked reasonable prospects, or were an abuse of process. Only unfair dismissal and race discrimination claims against the employer survive.

Night Manager (17 years' service) v Bondco 628 Limited

A night manager who raised concerns about pay and holiday pay was unfairly dismissed after posting derogatory comments in a WhatsApp group. The tribunal found the real reason was her assertion of statutory rights.

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.

Cleaning supervisor (4 years' service) v Lewis & Graves Partnership Ltd

A cleaning supervisor with four years' service was unable to bring an unfair dismissal claim because her continuous service fell short of the two-year requirement after a TUPE transfer. The tribunal also dismissed her race discrimination and TUPE consultation claims as out of time.

MDU engineer (5 years' service) v Sky In-Home Services Limited

An engineer with 5 years' service had his unfair dismissal and race discrimination claims struck out after relying on incorrect ACAS advice that caused an 8-month delay in presenting his claim.

Administration Assistant (14 years' service) v Harrogate and District NHS Foundation Trust

An administration assistant with 14 years' service who resigned claiming constructive dismissal and disability discrimination over sleep apnoea and other conditions had all her claims rejected by the tribunal.

Former employee v Morrison Data Services Limited

A former employee with a final written warning was unfairly dismissed after a misconduct incident. The tribunal found the employer failed to follow a fair process and awarded £4,081.99.

Lecturer (teaching focused, 13 years' service) v Royal Holloway and New Bedford College

A lecturer with 13 years' service who resigned after a capability process and denied promotions failed to prove constructive dismissal or race discrimination. The tribunal found the employer acted reasonably.

Multi-Skilled Operative (2.5 years' service) v Cemex UK Operations Limited

A multi-skilled operative was unfairly dismissed after a collision with a customer lorry that had entered the yard without permission. The tribunal found the appeal process was procedurally unfair and closed-minded.

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.

Former employees v C and others

Two employees who resigned after suffering sexual harassment, age harassment and victimisation have been awarded a total of £119,275.86 by the Nottingham Employment Tribunal.

Supermarket employee (8 weeks' service) v Thoughtful Supermarket Ltd

A supermarket employee was unfairly dismissed for making protected disclosures after just eight weeks of service. The tribunal awarded £15,660.06, including injury to feelings and an ACAS code uplift.

Store manager (15 years' service) v Superdrug Stores plc

A store manager with 15 years' service was dismissed for inability to sustain reliable attendance due to depression. The tribunal found the dismissal fair and not discriminatory, despite his disability.

AV Sales Manager (2 years' service) v Electec Electrical Ltd

A tribunal dismissed an unfair dismissal claim by an AV Sales Manager who had less than two years' service because his employment started later than he claimed.

Former employee v LFH (Fowey Hall) Ltd.

A former employee of LFH (Fowey Hall) Ltd. was constructively unfairly dismissed and had wages unlawfully deducted. The tribunal awarded £3,044.18, reduced by 40% for contributory fault.

Mental Health Care Assistant (nearly 4 years' service) v Healthcare and Transport Services

An employment tribunal entered default judgment against Healthcare and Transport Services after it failed to submit a response to an unfair dismissal claim within the time limit, and refused the employer's late application for an extension.

Former employee v Riatex Ltd

A former employee with PTSD was awarded over £22,700 after her employer discriminated against her because of her disability and then failed to defend the claim.

Former employee v GeoAmey PECS Limited

A former employee who withdrew her claim the day before the hearing and failed to attend had her case dismissed and was ordered to pay £246 in preparation time costs.

Nursing Assistant (5 years' service) v University College London Hospitals NHS Foundation Trust

A nursing assistant who resigned after an eight-month suspension and a pay error lost her constructive dismissal claim. The tribunal found no breach of trust and confidence.

Care Manager (18 years' service) v Krinvest Care Group – Mapleford Nursing Home

A care manager with 18 years' service was promoted and then stripped of all duties. The tribunal found she was constructively unfairly dismissed and awarded £4,588.

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.

Ductwork manufacturer (11 years' service) v H & V 2000 Limited

A ductwork manufacturer with 11 years' service had his unfair dismissal claim struck out after he missed the three-month time limit by nearly two months, despite his father's death.

Former employee v St George's University Hospitals NHS Foundation Trust

A former NHS employee's unfair dismissal claim was dismissed after she submitted it three days late. The tribunal found it was reasonably practicable for her to have filed on time.

Support Manager (1 year 3 months' service) v Shaw Trust Limited

A support manager who blew the whistle on fraud and bullying was dismissed for failing to disclose previous employment on his job application. The tribunal refused interim relief and later struck out the claim.

Customer Insight Analyst (2 years' service) v Vistajet International Ltd

A tribunal dismissed race discrimination and harassment claims from a Customer Insight Analyst who was called 'gypsy' by a colleague in private WhatsApp messages, finding the remarks were made in a friendly context and the claims were out of time.

Cleaner (2 years' service) v CAD Services Ltd t/a Facilities by ADF

A cleaner with two years' service who was dismissed for poor performance and attendance lost her claims of unfair dismissal, whistleblowing, disability and sex discrimination. The tribunal found the employer acted reasonably.

Former employee v The Chair (Buckingham) Limited

A former employee's constructive unfair dismissal claim was dismissed, but the tribunal upheld claims for breach of contract and unauthorised wage deductions, awarding £2,909.40.

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.

Porter (3 years' service with respondent, transferred from trust in 2017) v Serco Limited

A porter who refused blood tests and vaccinations required by the hospital trust was fairly dismissed, the tribunal ruled, finding Serco acted reasonably.

Former employee v Head Projects Ltd

A former employee of Head Projects Ltd has won a claim for unlawful deduction of wages, holiday pay, an HMRC refund and expenses, totalling £5,285.68.

Support Worker (3 years' service) v Protea Care Homes Kent Limited

A support worker was unfairly dismissed after a disciplinary hearing described as an 'ambush' with vague allegations. The tribunal awarded £9,111.12 in compensation.

Workforce Skills Business Support Manager (18 years' service) v The City of Liverpool College

A manager with 18 years' service resigned after a grievance outcome was delayed until the New Year. The tribunal found no repudiatory breach and dismissed her unfair dismissal claim.

Former employee v Alnmaritec Limited (In Creditors Voluntary Liquidation)

A former employee won over £37,000 after her employer failed to defend her claims of unfair dismissal and disability discrimination. The remedy was decided on the papers.

Track and trace call centre operative v Serco Group Plc

An employment tribunal dismissed a track and trace call centre operative's claim for interim relief after finding she had no good chance of proving she was an employee or made protected disclosures. The case was later struck out when she failed to attend the final hearing.

Process Operator (16 years' service) v ATAG Cables & Tapes Limited (in liquidation)

Two process operators with 16 years' service who signed a mutual termination agreement after being caught stealing copper were not entitled to redundancy payments, the tribunal ruled.

Curriculum Leader and Lead Internal Verifier (6 years' service) v Capital City College Group

A curriculum leader was unfairly dismissed after submitting predicted grades as final grades without internal verification, but the tribunal found she would have been dismissed anyway and awarded no compensation.

Sales Executive – New Cars (8 months' service) v Mercedes Benz Retail Group Ltd

A sales executive dismissed during probation for poor performance had his unfair dismissal and race discrimination claims thrown out because he lacked two years' service and filed his claim 17 days late.

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.

Former employee v Home Heat Gas Limited

A former employee of Home Heat Gas Limited won £1,950 for unlawful deduction from wages, but lost unfair dismissal and wrongful dismissal claims due to lack of jurisdiction.

Warehouse operative (4 years' service) v Samworth Brothers Limited Trading as Samworth Brothers Supply Chain

A warehouse operative with 4 years' service was unfairly dismissed after a powered pallet truck collision with his supervisor. The tribunal found the employer failed to consider the supervisor's own fault, but reduced compensation by 70% for the employee's contributory negligence.

Former school Principal v East London Science School Trust

A former school principal's constructive dismissal claim was dismissed because he missed the three-month time limit, despite later being invited to a post-employment disciplinary meeting.

Administrator (25 years' service) v The Weston Turville Golf Club Ltd

An administrator with 25 years' service won £21,237 after being constructively dismissed when her employer changed her role, required her to work while on furlough, and sent work during sick leave.

Sales advisor (3 years' service) v Sky Retail Stores Limited

A sales advisor was unfairly dismissed by Sky Retail Stores Limited for a data protection breach after an 11-month investigation and disciplinary process. The tribunal awarded £807, reduced by 50% for contributory conduct.

Autobody Technician, Panel Beater and Sprayer (4.5 months' service) v Castleman EV Ltd

An autobody technician was unfairly dismissed after requesting outstanding wages and payslips. The tribunal awarded £2,913.82 for unauthorised deductions and other breaches.

Operations Manager (6 years' service) v Onriver (UK) Ltd

An operations manager who was not paid his December 2020 salary or holiday pay for April and May 2021 has been awarded £2,880.78 by an employment tribunal.

LGV driver (10 years' service) v A&F Haulage Limited

An LGV driver with 10 years' service was fairly dismissed for removing his tachograph card near the depot, the Manchester Employment Tribunal ruled, despite procedural shortcomings in the disciplinary process.

Senior investment management professional (3 years' service) v CBH Wealth UK Ltd

A tribunal has thrown out an unfair dismissal claim because it was presented 47 days late, finding that the claimant's depression did not make it impracticable to file on time given her ongoing business activities.

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.

Social worker (5 years' service) v London Borough of Enfield

A social worker who was dismissed after being arrested for firearms offences had her unfair dismissal claim rejected because she filed it nearly a year after the time limit expired. The tribunal ruled it was reasonably practicable for her to have brought the claim on time despite her imprisonment.

Neighbourhood caretaker (13 years' service) v London Borough of Croydon

A 13-year neighbourhood caretaker was fairly dismissed for gross misconduct after a disabled service user complained he was verbally abusive and made a kicking motion. The tribunal rejected claims that the real reason was trade union activities.

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.

Sales advisor v Sky Retail Stores Limited

A sales advisor who resigned after his grievance appeal was dismissed lost his constructive unfair dismissal claim. The tribunal found the employer's conduct did not breach the implied term of trust and confidence.

Former employee v Clearway Drainage Systems Limited

A former drainage operative was constructively unfairly dismissed after his employer made unlawful deductions from his wages and failed to pay holiday pay. The tribunal awarded £14,365.57.

Curtain and blind fitter (8 months' service) v Billericay Blinds Limited

A curtain and blind fitter who claimed unpaid holiday pay and fuel expenses had his case dismissed after he failed to attend the final hearing and provided no evidence of any outstanding sums.

Administrative Assistant (1 month's service) v CIS Services Limited

An administrative assistant was dismissed just days after telling her employer she was pregnant. The tribunal found the dismissal was automatically unfair and amounted to pregnancy discrimination, awarding £14,884.90.

Healthcare assistant (1.5 years' service) v Cygnet (DH) Limited

A healthcare assistant who raised safety concerns at a hospital later shut down after a Panorama documentary was made redundant. The tribunal rejected her whistleblowing claims but awarded £115.60 for unpaid holiday pay.

Former employee v Network Rail Infrastructure Limited

A former employee's constructive dismissal claim was dismissed because she submitted her claim by email on the final day, following incorrect advice from her barrister. The tribunal held it was reasonably practicable to present in time, so it had no jurisdiction.

Vehicle technician/workshop manager (4 years' service) v Markham and Smith Motor Engineers Ltd.

A vehicle technician who was assaulted by his managing director and resigned two days later has been awarded £16,963.75 for constructive unfair dismissal. The employer conceded liability but disputed the compensation amount.

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.

Former employee v Mitie Limited

A former employee's unfair dismissal claim against Mitie Limited was dismissed after he failed to attend a remote hearing, despite having engaged with the tribunal beforehand.

Former employee (driver) v UK Cargo Logistics Services Limited

A former driver for UK Cargo Logistics Services Limited has won a default judgment for £7,080.40 in unpaid wages, holiday pay, night allowances, meal allowances and expenses after the company failed to respond to the claim.

Supermarket employee v Wm Morrison Supermarkets Limited

A supermarket employee was constructively dismissed and discriminated against after being consulted about a restructure while on maternity leave and then redeployed to a role that disadvantaged women. The tribunal awarded over £60,000.

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.

Band 6 midwife (9 years' service) v Frimley Health NHS Foundation Trust

A band 6 midwife with nine years' service was dismissed for gross misconduct after an alleged physical assault on a colleague. The tribunal found the dismissal fair and rejected claims of race discrimination and victimisation.

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.

Pizza maker (former employee) v Dijla Limited

A Cardiff tribunal ruled that a pizza maker's continuous employment began on 14 February 2020, not earlier as claimed, leaving his unfair dismissal claim dependent on a later hearing about his summary dismissal.

Team leader (front of house) at a pub (4 years' service) v G K Retail Services Ltd

A tribunal found that a pub company failed to make reasonable adjustments for a team leader with anxiety and depression, awarding her £15,025 in compensation.

Detention Custody Officer (11 years' service) v Mitie Care and Custody Limited

An Employment Tribunal has ruled that Mitie Care and Custody Limited fairly dismissed a Detention Custody Officer with 11 years' service who failed to carry out three hourly patrols and the morning roll count. No compensation was awarded.

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.

Mobile Electrical Craftsperson (7 months' service) v Bouygues E & S Solutions Ltd

A mobile electrical craftsperson with seven months' service lost his race discrimination claim after the tribunal found his evidence lacked credibility and he failed to raise the most serious allegations at the time.

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.

Relief Manager (20 hours/week) v RSPCA North Somerset Branch

A relief manager who was dismissed after sending an inflammatory email and failing to comply with instructions lost his unfair dismissal, whistleblowing, and disability discrimination claims. The tribunal found no protected disclosures and no discrimination.

Chauffeur (seasonal, 17 years' service) v UK Mission Enterprise Limited

A chauffeur who worked for the Dubai Royal Family for 17 years under fixed-term contracts was unable to claim unfair dismissal because gaps between seasons broke his continuous service. The tribunal found the 2019 gap was due to resignation, not a temporary cessation of work.

Train driver (18 years' service) v Govia Thameslink Railway Limited

A train driver who pulled an emergency lever to board a moving train was unfairly dismissed, but his compensation was cut by 75% for contributory fault.

Operational Postal Grade (21 years' service) v Royal Mail Group Ltd

An employment tribunal has dismissed claims of unfair dismissal and disability discrimination brought by a postal worker with 21 years' service who was sacked for shouting and swearing at managers.

Former employee v Calex UK Limited

A former employee's unfair dismissal claim was thrown out after he failed to attend a preliminary hearing without explanation. The tribunal ruled he had abandoned the claim.

Administrative officer (18 years' service) v Department for Work and Pensions

An administrative officer with 18 years' service was dismissed for gross misconduct after searching her own and her neighbour's addresses on a DWP database. The tribunal upheld the dismissal and found her menopausal symptoms did not amount to a disability.

Manufacturing employee (1 month's service) v Cova Security Gates Ltd

A manufacturing employee with less than two months' service claimed he was automatically unfairly dismissed for raising ladder safety and Covid concerns. The tribunal found the real reason was his aggressive conduct and performance issues.

Driver specialist (12 years' service) v Babcock Land Defence Limited

A driver specialist with 12 years' service had his unfair dismissal and disability discrimination claims thrown out after submitting his claim form four months late, despite having been warned of the time limit.

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.

Security officer (11 years' service) v Securitas Security Services (UK) Limited

A security officer with 11 years' service was fairly dismissed after three years on sick leave when he declined an alternative role. The tribunal also dismissed his disability discrimination claims, partly because they were brought too late.

Former employee v Irubber Ltd

A former employee who withdrew his unfair dismissal claim the day before a preliminary hearing has been ordered to pay £1,200 in costs after failing to comply with tribunal orders.

Sales and Service Representative / Automotive Waste Representative (5 years' service) v Safety-Kleen U.K. Ltd

A sales representative who resigned after his employer failed to progress his grievance for over two months has been awarded £7,802 for constructive unfair dismissal. The tribunal rejected his race discrimination claim.

Former employee v The Riverside Group Limited

A former employee who brought unfair dismissal claims against three separate employers had all claims dismissed because he had not worked for any of them for two years. The tribunal also struck out discrimination claims as out of time.

Warehouse operative (2 months' service) v Heron Foods Limited

A warehouse operative with only two months' service was dismissed for absence during probation. The tribunal struck out his unfair dismissal claim for lack of jurisdiction and ordered a deposit for his disability discrimination claim.

Security officer (4 years 7 months' service) v Atalian Servest Security Ltd

A security officer with nearly five years' service was unfairly dismissed after leaving his post for a break and prayers. The tribunal found the employer's investigation was inadequate, failing to obtain CCTV or witness statements.

Former employee v GXO Logistics UK Limited (formerly XPO Supply Chain Services UK Ltd)

An employment tribunal has struck out a former employee's unfair dismissal, disability discrimination and whistleblowing claims as vexatious and having no reasonable prospects of success, after she had already lost a substantially similar claim against the same employer.

Sales Assistant (5 years' service) v Currys Group Ltd

A sales assistant with five years' service was fairly dismissed after CCTV footage showed her taking an item from a locked cabinet where Apple AirPods were later found missing. The tribunal upheld the decision despite a six-week delay in the appeal process.

Delivery driver (7 months' service) v Operators R US Ltd

A delivery driver who had £780 deducted from his wages after three vehicle accidents failed to prove the deduction was unauthorised or that he was treated less favourably because of his race.

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 Sweet Home by Patrick Ltd

A former employee's claims of unfair dismissal and discrimination were thrown out because the claim form lacked a valid ACAS early conciliation number, and a later certificate could not cure the defect.

Senior sales person (9 years' service) v The Flannels Group Limited

A tribunal has upheld the dismissal of a senior salesperson with 9 years' service after he made a 'race card' comment to street wardens and acted intimidatorily towards two schoolboys in the store.

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.

Bus driver (4 years' service) v London General Transport Services Ltd t/a Go-Ahead London Ltd

A bus driver dismissed after a year off sick with thyroid cancer has lost her unfair dismissal and discrimination claims. The tribunal found the employer acted reasonably in concluding there was no realistic prospect of return.

Cleaner (19 years' service) v Tim Parry Jonathan Ball Peace Foundation

A cleaner who resigned after her employer proposed changing her early-morning shift due to financial difficulties has lost her constructive unfair dismissal claim. The tribunal found no fundamental breach of contract.

Former pub manager (demoted to bar staff) v Samuel Smith Old Brewery (Tadcaster)

A pub manager who was demoted to bar staff and issued a P45 has lost her unfair dismissal claim because the tribunal found she was not dismissed — her contract continued in the lower role.

Administrator/Receptionist (9 months' service) v 9ine Accounting Limited

An administrator/receptionist was awarded £15,436.66 after being dismissed days after requesting maternity leave, with the tribunal finding pregnancy discrimination and automatic unfair dismissal.

Human resources business partner (2 years' service) v Reckitt Benckiser Health Limited

An employment tribunal has refused to strike out a constructive dismissal and discrimination claim despite the claimant's failure to comply with case management orders, instead issuing an unless order. The tribunal found the delay was not intentional and a fair hearing was still possible.

Complex Dependency Key Worker (12 years' service) v Wigan Borough Council

A 12-year employee of Wigan Borough Council was fairly dismissed for gross misconduct after repeatedly accessing a service user's confidential records without authorisation. The tribunal upheld the dismissal, finding the council's investigation and procedure were reasonable.

Regional operations manager (2 years' service) v Automobile Association Developments Limited

A regional operations manager who resigned twice claiming lack of support and excessive workload lost his constructive unfair dismissal claim. The tribunal found no repudiatory breach of the implied term of trust and confidence.

Bus driver (14 years' service) v Metroline Travel Ltd.

A bus driver with 14 years' service was fairly dismissed for gross misconduct after covert footage showed her driving and shopping while on sick leave for back pain. The tribunal rejected her unfair dismissal claim.

Former employee v Street Property Ltd

A former employee's constructive dismissal claim against Street Property Ltd was dismissed after a final hearing, despite earlier procedural errors that nearly struck out her case.

Shop worker (5 years' service) v Mohammed Saleem Arif (trading as The Suntrap)

A shop worker was unfairly dismissed after her employer sent a text message sacking her over alleged car damage by her ex-partner, without any investigation. The tribunal awarded £1,949.29.

Equality, Diversity & Inclusion Manager (11 years' service) v South Central Ambulance Service NHS Foundation Trust

An NHS trust did not constructively dismiss its Equality, Diversity & Inclusion Manager when he resigned after being temporarily excluded from a COVID-19 group and facing a delayed grievance outcome, the tribunal ruled.

Former employee v The Black Dog Saloon Limited

A former employee who claimed unfair dismissal and unpaid wages was ordered to pay £196 after the employer's counterclaim for breach of contract succeeded.

Salesperson (9 years' service) v Synergy (GB) Ltd

A salesperson who refused to return to work after furlough ended was found to have resigned, not been dismissed. The tribunal awarded £2,263.82 for unpaid holiday pay.

Sales Consultant/Logistic Assistant (5 months' service) v Top Discount Electrical Stores Limited

A sales consultant with only five months' service was subjected to religious harassment and detriment for whistleblowing. The tribunal awarded £16,462.47 for injury to feelings.

Former employee (via personal service company) v Kier Highways Limited

A tribunal has reversed its earlier decision to strike out unfair dismissal and breach of contract claims brought by a worker supplied via his personal service company, allowing the status issue to be heard at a full hearing.

Traffic management operative (6 weeks' service) v Total Resources (UK) Ltd

A traffic management operative with only six weeks' service failed to prove his dismissal and a WhatsApp chat containing racist comments amounted to race discrimination. The tribunal dismissed the claims.