Partial win

Taxi driver (private hire vehicle) v Mr R Tidman

A private hire taxi driver was found to be an employee of the vehicle owner and a worker of the dispatch company. He was awarded £5,181.48 for unlawful deduction of wages, but his age discrimination claim was dismissed.

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

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

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

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

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

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

Trade Promoter (20 years' service) v Korea Trade Investment Promotion Agency

The tribunal found the dismissal was procedurally unfair, but refused to award any compensation because after-dismissed evidence showed the employee had sought a secret commission from a customer.

Former employee v Miss Sparkles 2 You Ltd

A former employee with less than two years' service had her unfair dismissal claim struck out, but won £340 in unauthorised deduction and breach of contract claims.

Former employee v Zhero Limited

A tribunal granted an employer's late application to defend a claim but ordered it to pay costs for unreasonable conduct, while dismissing a wasted costs application against its former representative.

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

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

Former employee v Remembrance Group Ltd (In Voluntary Liquidation)

A former employee who was owed wages, holiday pay and notice pay has been awarded £18,318.14 after their employer entered voluntary liquidation and did not defend the claim.

Former employee v Mitie Ltd

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

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

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

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

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

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

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

Pharmacist (20 years' service) v Whittington Health NHS Trust

A pharmacist with 20 years' service was unfairly dismissed by Whittington Health NHS Trust after being refused an extension to her notice period while hospitalised with a sickle cell crisis. The tribunal found indirect disability discrimination and a failure to make reasonable adjustments, awarding £16,884.

Static Maintenance and Electrical Engineer (1 year 7 months' service) v Birdsall Services Limited

A static maintenance engineer with under two years' service could not bring an unfair dismissal claim, but the tribunal awarded £803.88 in unpaid holiday pay.

Former employee (business service consultant) v UK Direct Business Solutions Limited

A former business service consultant's direct sex discrimination and bonus claims were struck out, but her sexual harassment and harassment related to sex claims will proceed to a final hearing.

Former employee v Anderbury Ltd

A former employee was unfairly dismissed and denied proper notice pay and annual leave. The tribunal awarded £8,000 after finding the employer failed to follow a fair process.

Security officer (6 years' service) v CIS Security Ltd

A security officer with six years' service was unfairly dismissed after a back injury. The tribunal also found that CIS Security Ltd failed to make reasonable adjustments and discriminated against him arising from his disability.

Legal secretary (trainee) v AD (deceased)

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

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

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

Workshop Administration Assistant (18 months' service) v Everyman Motor Racing Activities Limited

A workshop administration assistant who faced repeated deductions for alleged vehicle damage and a penalty notice clause has been awarded £4,104.95 by an employment tribunal.

Former employee v RR Swami Ltd

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

Former employee (pregnant, dismissed after disclosing pregnancy) v ALM Electrical Solutions Ltd

A Birmingham tribunal found that ALM Electrical Solutions Ltd dismissed a pregnant employee shortly after she disclosed her pregnancy, fabricating a redundancy reason. The claimant was awarded over £25,000 for injury to feelings and losses.

Electrician (2 years' service) v Thames Spark Group Limited

An electrician who raised asbestos safety concerns was dismissed for alleged expense fraud. The tribunal found the dismissal was tainted by whistleblowing and awarded nearly £20,000.

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

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

Former employee (Natural Justice Administrator, 4 months' service) v GTEP Administration Limited

A former employee with only four months' service successfully claimed unpaid notice pay and a quarterly bonus after a restructuring meeting led to his dismissal. The tribunal awarded £3,423 in total.

Live-in carer (32 years' caregiving experience) v Mr Mark Sutton

A live-in carer with 32 years' experience won a whistleblowing detriment claim after raising safety concerns, but her constructive dismissal claim failed. She was awarded £1,775.

Former employee v Fenco Ltd t/a Homesafe Housing

A former employee was automatically unfairly dismissed after making a public interest disclosure. The tribunal also found she was owed unpaid salary, holiday pay, and expenses, awarding a total of £4,619.01.

Former employee v Fox Networking UK Ltd

A former employee who was dismissed without notice after less than two years' service had their unfair dismissal claim struck out, but won £1,514 for notice and holiday pay.

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

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

Reception Manager (1 year's service) v Mr Paul Watson

A reception manager who resigned after disputes over pay and deductions lost his constructive dismissal claim. The tribunal found no fundamental breach of contract and no link to proposed paternity leave.

Care home employee v Abbey Grange Care Home Ltd

A care home employee was unfairly dismissed and had wages unlawfully deducted. The tribunal awarded £6,108 for breach of contract and unauthorised deduction, with a remedy hearing for unfair dismissal still to come.

Kitchen porter v Boiler & Company UK Limited

Two kitchen porters successfully claimed unauthorised wage deductions of £480, but their unfair dismissal claims were thrown out due to insufficient service.

Former employee v Esto Es Espana Ltd

A former employee of Esto Es Espana Ltd had their unfair dismissal claim thrown out because they had worked for less than two years. However, they were awarded £953 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

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

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

Registered Manager (later HR, Compliance and Finance) v Riann Care Limited

A registered manager who resigned after her employer restricted her system access following a protected disclosure was not constructively dismissed, the tribunal ruled, but she won £1,309.52 for an unlawful wage deduction.

Former employee v T33 Holdings Ltd

A former employee of T33 Holdings Ltd has been awarded £34,597.88 after the tribunal found the company made unauthorised deductions from wages, failed to pay notice pay, and unreasonably failed to comply with the ACAS Code of Practice.

Senior hairdresser (12 years' service) v Razors Edge Group Limited

A senior hairdresser with 12 years' service who resigned after her employer refused her GP-recommended phased return of two days a week has been awarded £13,699 for constructive unfair dismissal and failure to make reasonable adjustments.

Office Manager (5 months' service) v Trustmark Plans Limited

An office manager with just five months' service was sexually harassed by a colleague and then dismissed using fake disciplinary records. The tribunal awarded £39,662.92.

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

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

NHS employee v Wirral University Teaching Hospital NHS Foundation Trust

An NHS employee who withdrew an earlier tribunal claim cannot re-litigate the same factual allegations in a later constructive dismissal case, the Midlands West Employment Tribunal has ruled.

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

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

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

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

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

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

Former employee v The Bull (Colchester) Ltd

Two former employees of The Bull (Colchester) Ltd were awarded over £5,000 after the pub failed to pay their final wages, holiday pay, and notice pay, and did not provide written employment particulars.

Swimming teachers v Achieve Lifestyle Ltd

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

Medical Lead (GP) v Practice Plus Group Health and Rehabilitation Services Ltd

A tribunal found that a GP with bipolar disorder and severe neck pain was constructively dismissed and discriminated against after her employer failed to provide a suitable chair and mouse, and treated her negatively in a performance meeting.

Nursery Chef (10 months' service) v Once Upon a Time Day Nurseries Limited

A nursery chef who was dismissed after raising concerns about nursery practices failed in her whistleblowing claims but succeeded in recovering £276.49 that her employer deducted from her wages for outstanding nursery fees without her written consent.

Estate agent employee v Staton’s Estate Agents LLP

An estate agent with Crohn's disease was constructively dismissed and discriminated against after her employer sidelined her due to her disability. The tribunal awarded £46,652.74.

Machine tool maintenance technician (11 months' service) v Cosworth Ltd

A machine tool maintenance technician with 11 months' service was refused interim relief after being dismissed for unauthorised absence. The tribunal found he did not have a 'pretty good chance' of proving his whistleblowing claim, but allowed the case to proceed to a full hearing.

Bar worker (2 years' service) v David Brooker

A bar worker who was paid £400 a week for variable hours was underpaid the National Minimum Wage by over £2,600. The tribunal also awarded £800 for failure to provide written particulars.

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

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

Former employee (12 years' service) v Sovereign Housing Association Ltd

A housing association was found to have constructively dismissed a long-serving employee after mishandling his grievance. The tribunal awarded over £11,000 in compensation, including a basic award of £6,096 and a compensatory award of £1,073.

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

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

Business development manager (commission-based) v Member Benefits Limited

A business development manager who worked on a commission-only basis has been awarded £1,214.50 in unpaid commission after the tribunal found she was a worker, not an employee.

Barrister (criminal defence) v Stonewall Equality Limited

A barrister who was investigated by her chambers after tweeting about gender critical beliefs has been awarded £22,000 for direct discrimination and victimisation.

Former employee v Strong Maker Limited

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

Former employee v Auxilium Developments Limited

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

Former employee v Ocado Central Services Ltd

A former employee with a disability succeeded in a reasonable adjustments claim after Ocado failed to implement a phased return to work recommended by occupational health. The tribunal awarded £8,271.35, including £5,000 for injury to feelings.

Hair stylist (3 months' service) v Hair at Two Ten Limited

A hair stylist who worked for just three months at a salon without a written contract has been found by an employment tribunal to be an employee, not self-employed, paving the way for her discrimination and pay claims.

Evidence and Evaluation Lead (fixed-term contracts from 2018 to 2021) v Secretary of State for Health and Social Care

A tribunal has allowed a fixed-term employee to amend his claim to add further particulars of less favourable treatment, despite the application being made just days before the hearing.

Front-of-house staff (16-year-old student, less than 5 months' service) v Smart NYD Ltd t/a New York Diner

A 16-year-old front-of-house worker was dismissed three days after her mother confronted the manager about sexual harassment by a chef. The Manchester tribunal awarded £13,886 for victimisation.

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

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

Gymnastics coach (3 years' service) v Daniel May

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

Chef de rang (4 years' service) v The Clock House Restaurant Ltd

A chef de rang received £4,682 after his employer miscalculated his furlough pay. The tribunal found the restaurant had used the wrong reference salary but rejected his constructive dismissal claim.

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

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

Former employee v Autosparx Limited

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

Security Patrol Officer v Pace Security Services Limited

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

Business consultant (8 months' service) v Eunisure Limited (in voluntary liquidation)

A business consultant who was refused homeworking after training has won £5,130 for unpaid commission, holiday pay and notice pay, but her claim of associative disability discrimination was dismissed.

Office Manager (3 years' service) v Bartco Ltd

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

Former employee v APT Health and Safety Training Solutions Ltd

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

Former employee v Vibrant Energy Matters Ltd

A former employee has won her harassment and victimisation claims after her employer forwarded her emails alleging sex discrimination to the person she complained about, who then called her. She was later dismissed.

Former employee v Together Stronger (South Wales) Ltd.

A former employee with less than two years' service won over £11,000 after being constructively dismissed and discriminated against due to his disability. The tribunal found the employer made unauthorised deductions and failed to provide a written statement of employment particulars.

Coach driver (3 years' service) v Seaward Travel Ltd

A coach driver who repeatedly raised concerns about diesel fumes in his minibus and resigned after a poorly handled disciplinary meeting has won his claim for constructive unfair dismissal.

Technician (6 years' service) v Crossroads Group Limited

An employment tribunal has ruled that a technician with an inguinal hernia, prolapsed disc and nerve damage was disabled under the Equality Act from June 2022. The decision clears the way for his claims of disability discrimination and failure to make reasonable adjustments.

Former employee v Shane Finnegan t/a Harp Renewables Ltd

A former employee who could not bring an unfair dismissal claim due to short service was awarded over £21,000 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

Responsive repairs plumber (6 years' service) v Coalo Limited

A plumber with six years' service was awarded £134,411 after his employer failed to implement occupational health recommendations, cut his sick pay, and ignored his grievance. The tribunal found constructive unfair dismissal and disability discrimination.

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

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

Former employee v Epsilon Ten Limited trading as Oxto Energy Storage

A former employee with less than two years' service successfully claimed £13,389.33 in unpaid wages, pension contributions and annual leave after his employer failed to pay him for months and did not attend the tribunal hearing.

General manager (3 years' service) v Minories M Limited (in voluntary liquidation)

A general manager who resigned after his grievance was assigned to the manager he complained about, and who was then suspended pending disciplinary proceedings, has won his constructive unfair dismissal claim. The tribunal awarded £4,354.33.

Former employee v PMP Recruitment Limited

A former employee of PMP Recruitment Limited succeeded in claims of direct discrimination and harassment on grounds of age, race, and sex, and was awarded over £19,000 in compensation.

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

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

Agency worker (2 days' service) v PMP Recruitment Limited

An agency worker who suffered a back injury on his second day was awarded £1,500 of a promised £3,000 signing bonus after the tribunal ruled the time off counted towards the 45-day qualifying period.

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

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

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

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

Care worker v Reach Care Services Limited (in Voluntary Liquidation)

A care worker was constructively unfairly dismissed by Reach Care Services Limited, which was in voluntary liquidation. The tribunal awarded £31,222.97 for unfair dismissal and unpaid holiday pay.

Former employee v Sterling Studios Ltd

A former employee with less than two years' service had their unfair dismissal claim struck out, but secured £126.89 in contractual holiday pay.

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

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

Former employee (rehabilitation sector) v KTB Rehabilitation Ltd

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

Theatre and Community Centre Manager (18 years' service) v The Dragon Barmouth Ltd

A theatre manager who was dismissed after two long periods of sickness absence lost her claims for unfair dismissal and disability discrimination, but won a small holiday pay award.

Assistant to business owner (2 years' service) v Dawn Bibby Productions Limited and Miss Dawn Bibby

A tribunal ruled that an assistant to a TV craft business owner was a worker, not an employee, and awarded £7,209 for unpaid holiday pay and pension contributions.

Broadcast journalist (5 years' service) v Cable News International, Inc.

A British broadcast journalist who worked for CNN across Asia and London has won the right to bring unfair dismissal and discrimination claims in the UK, after a tribunal ruled she had sufficient connection to Great Britain during her medical leave.

Former employee (director and shareholder) v Purple Dog Company.com Ltd

A former director and employee was awarded £566.49 for unpaid holiday leave but failed to prove constructive dismissal after resigning amid trust issues.

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

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

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

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

Former Enforcement Officer (10 months' service) v Nuneaton & Bedworth Borough Council

A former enforcement officer with Asperger's and dyslexia was awarded £4,827 after his ex-employer gave a negative job reference because he had brought disability discrimination proceedings.

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

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

Casual worker (5 years' intermittent service) v Miracle Art and Inspired Sanity Ltd

A casual worker with Asperger Syndrome failed to prove disability discrimination or harassment, but the tribunal ruled she was a worker entitled to holiday pay.

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

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

Former employee (10 months' service) v Maronsett Limited

A former employee with less than 10 months' service was awarded £1,015.81 after his employer unlawfully deducted holiday pay and wages to cover vehicle damage. His unfair dismissal claim was dismissed for lack of qualifying service.

Former employee v Unique Training Group Ltd

A former employee won over £4,100 in unpaid wages and notice pay, but their unfair dismissal claim failed for lack of two years' service.

Charity shop manager (4 months' service) v Restore (Cumbria)

A charity shop manager with just four months' service was automatically unfairly dismissed after querying her pay. The tribunal awarded £17,956 in compensation.

Associate Land Director (8 years' service) v Thakeham Homes Limited

An associate land director who resigned after his employer refused to pay £12,000 commission he claimed under an oral agreement lost his unfair dismissal claim, but won £2,585 for unpaid wages.

Groom (2 months' service) v Billy Davidson NV Stables Ltd

A groom employed for just two months was awarded £485 after her employer paid her less than the agreed £300 per week. The Teesside tribunal found the employer had made unlawful deductions from wages.

Support Worker in a care home (10 months' service) v The Belsteads Group Ltd.

A support worker who raised COVID-19 safety concerns was put on a performance improvement plan and later dismissed. The tribunal found she suffered detriment for whistleblowing and was discriminated against when pregnant.

Driver (11 months' service) v Neil Hadris (Owner, NH Transport Services – Sole Trader)

A driver with just 11 months' service was dismissed without notice via WhatsApp and not paid for his final month. The tribunal awarded £1,812.80 for unlawful deduction of wages and failure to provide written particulars.

Apprentice network engineer (4 months' service) v Openreach Ltd

An apprentice network engineer with four months' service failed to prove constructive dismissal after being dismissed for gross misconduct. The tribunal awarded £225.23 for unpaid wages.

Bus driver (9 years' service) v Metroline West Ltd

A Watford tribunal found that Metroline West Ltd unlawfully deducted wages by withholding company sick pay from a bus driver who went off sick on the day of a disciplinary hearing. He was awarded £3,012.38.

Former employee (medical centre) v Dr S Zaidi

A tribunal found that a medical centre employee was disabled from December 2019 due to anxiety and depression, earlier than the employer conceded. The ruling confirms that mental impairments can be 'long-term' even before 12 months have passed.

Managing Director (19 years' service) v Agra Freeze Limited

A managing director with 19 years' service was constructively dismissed after her employer paid her a bonus £15,975 short of what was owed. The tribunal awarded damages and a 40% Polkey reduction.

Trainee duct fitter (14 months' service) v AV Unibrak South Ltd

A black trainee duct fitter was paid less and given more labouring work than white comparators. The tribunal awarded £27,624 for race discrimination and unpaid wages.

Bus driver (3 years' service) v Stagecoach Group Plc

A bus driver with deep vein thrombosis was constructively dismissed after Stagecoach failed to implement occupational health recommendations for shorter routes and breaks. The tribunal awarded £38,794.56.

Bus driver (7 months' service) v Diamond Bus (North West) Limited

A bus driver with seven months' service was automatically unfairly dismissed after he raised grievances about unpaid travel time and working time breaches. The tribunal awarded £4,335.28.

Assistant Head of School / Deputy Designated Safeguarding Lead (6 years' service) v Haggerston School and London Borough of Hackney

An assistant head of school who told his headteacher he was a victim of domestic violence has won his constructive unfair dismissal claim after the school's handling of disciplinary and grievance processes was found to breach trust and confidence.

Former employee v The CS Group Limited

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

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

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

Assistant Store Manager (Makkar, 8 years' service) and Store Manager (Bakiu, 15 years' service) v Neve Jewels Ltd t/a Diamonds Factory

An assistant store manager and a store manager with 8 and 15 years' service were constructively unfairly dismissed after their employer failed to investigate a racist comment, threatened dismissal, and required a diabetic employee to work alone on locked premises. The tribunal found a cumulative breach of trust and confidence.

Workshop technician v Fact Community Transport

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

Taxi driver (school transport driver, 9 years' service) v KingKabs Ltd (formerly Vedamain Ltd)

A tribunal awarded £3,361.96 to a taxi driver who was denied holiday pay and had unauthorised deductions made, but rejected her claims of sex discrimination and detriment for whistleblowing.

Contract Manager (2 years' service) v British Tourist Authority

A contract manager who was dismissed after returning from maternity leave has been awarded £39,538 after a tribunal found her dismissal was automatically unfair because it was connected to her maternity leave.

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

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

Former employee v The Cultural Bureau of the Royal Saudi Embassy in London

A former employee of the Saudi embassy in London had most of his claims struck out due to state immunity, but his EU-law-based holiday pay claim was allowed to proceed.

Project Manager (1 year 8 months' service) v essDOCS EMEA LIMITED

A tribunal found that a manager sharing a picture provided in confidence during a grievance appeal amounted to direct sex discrimination. The claimant was awarded £2,331.98.

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

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

Former operative (facilities management) v Ian Williams Ltd

A former operative who resigned after just five weeks with a new employer lost his constructive unfair dismissal claim but won £507 in notice pay after being told to leave immediately.

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

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

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

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

Former employee v Mihomecare Limited

A former care worker succeeded in her unfair dismissal claim against Mihomecare Limited, but the tribunal reduced her compensation to zero because of her own conduct and the likelihood she would have been dismissed anyway.

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

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

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

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

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

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

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

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

Former employee v Xiamen Ason Products Limited

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

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

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

Shift manager (2 years' service) v Lidl Great Britain Limited

A shift manager at Lidl was sexually harassed by a deputy store manager, paid less than male colleagues, and forced to resign. The tribunal awarded £50,884.62.

Director and shareholder (co-founder) v Capital Computer Care Ltd

A director and 45% shareholder who received a fixed monthly PAYE payment for over 30 years was found not to be an employee or worker. The tribunal ruled it had no jurisdiction over his unfair dismissal claim, but his age discrimination claim can proceed as an office holder.

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

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

Field Assessor (10 years' service) v Vibrant Energy Matters Ltd

A field assessor with 10 years' service who raised concerns about returning to work during the pandemic has won a victimisation claim against Vibrant Energy Matters Ltd. The tribunal found the company failed to properly handle her second grievance.

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

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

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

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

Night shift worker (5 years' service) v Travelodge Hotels Limited

A Travelodge night shift worker of Asian Pakistani ethnicity was awarded £5,705 after the tribunal found the hotel chain failed to investigate his complaint about being sworn at by a manager, amounting to race discrimination.

Deputy manager of a childcare setting (3 years' service) v Lollyday Childcare and Education Services Limited

A deputy manager who resigned after a series of small underpayments has lost her constructive dismissal claim, but won £140 for unpaid wages.

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

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

Support worker (3 years' service) v Smile Foster Care Limited

A support worker who resigned after her employer rejected her grievance without a meeting has won her constructive unfair dismissal claim, receiving £3,495.67.

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

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

Former employee v Medrescue 24 Limited

A former employee of Medrescue 24 Limited has won £2,898 after the company failed to attend a tribunal hearing and was found to have made unlawful deductions from wages and not paid holiday entitlement.

Former employee v Zobra Limited

A former employee won £1,819 after Zobra Limited failed to respond to claims of unauthorised wage deductions, breach of contract and unpaid holiday. Claims for unfair dismissal and redundancy were struck out due to insufficient service.

Sales employee (brief period) v Nowy Styl UK Limited

A sales employee who brought a £25,000 commission claim was awarded just £716.40. Both sides' applications for costs were refused.

Cleaner and supervisor (3+ years' service) v D Brice and Company Ltd T/A D B Services

A cleaner and supervisor who resigned after a TUPE transfer was awarded £224 for unpaid holiday pay, but her claims for constructive dismissal and race discrimination were dismissed.

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

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

Compliance Engineer (contractor, 7 months' service) v Jaguar Land Rover Ltd

A contractor at Jaguar Land Rover succeeded in claims of sex-related harassment after a male colleague entered her home while she was in the shower and later sent flowers. The tribunal upheld three of five harassment allegations.

Former employee v Refuel Forecourt Limited

A former employee who resigned from Refuel Forecourt Limited was unable to pursue unfair dismissal due to less than 2 years' service, and her breach of contract claim for notice pay also failed. The tribunal awarded her £10 for unpaid wages.

Night Care Assistant (7 years' service) v Hampshire County Council

A night care assistant with 7 years' service was fairly dismissed for capability due to long-term sickness linked to unresolved grievances about payroll system errors. The tribunal awarded £153.62 for unpaid notice pay but rejected all other claims.

Former employee v Total Support Services Limited

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

Business Development Manager (7 months' service) v Golden Egg Group Limited

Two business development managers who raised concerns about PAYE and payslips were removed from the company WhatsApp group and blamed for contacting HMRC. The tribunal awarded over £15,000 each for injury to feelings, with a 20% ACAS uplift.

Senior sales consultant v Sevco 5075 Ltd T/a FASTSIGNS Hammersmith

A senior sales consultant who was placed on furlough without his knowledge and continued working full-time has won his constructive dismissal claim. The tribunal found the employer's actions breached trust and confidence.

Former employee (zero-hour contract) v Elevate Staffing Ltd

Two zero-hour contract workers won race and sex discrimination claims after a manager made racist comments and a colleague subjected a female worker to sexist verbal abuse. The tribunal awarded a total of £10,728 for injury to feelings.

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

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

Tractor operative (1 year's service) v The CGM Group (East Anglia) Limited

A tractor operative who reported unsafe equipment to the Environment Agency and his employer was subjected to detriment and dismissed. The tribunal awarded him £94,838.50 for injury to feelings, unpaid wages, and the employer's failure to provide written particulars.

Support worker (2 years 6 months' service) v The Disablement Association of Barking and Dagenham

A support worker with osteoarthritis was discriminated against by her employer, a disability charity, which failed to make reasonable adjustments and treated her less favourably than a non-disabled colleague after furlough. The tribunal upheld her disability discrimination claims but dismissed her constructive unfair dismissal claim.

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

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

Tower crane operator (13 years' service) v London Tower Crane Hire and Sales Limited

A tower crane operator who resigned after being removed from a site without explanation and ignored during sick leave has won his constructive unfair dismissal claim. The tribunal awarded £16,724.72.

Employee (12 years' service) v Charles Briggs Ltd

A long-serving employee who holds a philosophical belief in bodily autonomy succeeded in a claim for unauthorised deductions from wages, but his discrimination complaints were dismissed. The tribunal awarded £13,700.18.

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

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

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

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

Former employee v Ryecourt Limited

A former employee succeeded in claims for constructive unfair dismissal and unauthorised wage deductions against Ryecourt Limited, but his disability discrimination and whistleblowing claims were dismissed.

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

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

Former employee v Plastic Omnium Auto Exteriors

A former employee lost their unfair dismissal claim against Plastic Omnium Auto Exteriors but secured £509.26 in a consent order for unauthorised deductions and unpaid holiday pay.

Head Baker (6 years' service) v Leakers Limited

A head baker with six years' service was dismissed for poor-quality bread without any formal warning or right to appeal. The tribunal found the dismissal unfair and awarded £15,703, reduced by 50% for his own conduct.

Former employee v Stabby Limited

A former employee with a disability was directly discriminated against when she was dismissed, and the tribunal also found the employer failed to pay the national minimum wage and made unauthorised deductions. Total compensation of £5,537.38 was awarded.

Former employee v SteamCardiff Limited

A former employee who was not paid her accrued holiday pay or notice pay has been awarded £3,060.72 by an employment tribunal. Her claims for unfair dismissal and age discrimination were dismissed.

Sales employee (commission-based) v Maple Green Fine Foods Limited

A sales employee who claimed she was underpaid commission by Maple Green Fine Foods has been awarded £2,653.06, but her allegations of sex and age discrimination and pregnancy-related dismissal were dismissed.

Trainee manager (3 years' service) v Joyners Plants Limited

A trainee manager who resigned claiming constructive dismissal lost his case, but the tribunal awarded £140 for unpaid holiday pay.

Former employee v Kloo Ltd

A former employee won £895.99 after being dismissed without notice and having unauthorised deductions taken from his wages. The tribunal found Kloo Ltd in breach of contract.

Chef (former employee) v Gold Panda Limited

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

Temporary employee (agency worker) v Brook Street (UK) Ltd

An agency worker won her claim for unlawful deduction of wages after being paid late for a March 2020 shift, but received no compensation as the sum was paid in May 2020. Her claim that she should have been furloughed was dismissed.

Operations Manager (6 months' service) v Demicon Limited

An operations manager with asthma was constructively dismissed after being placed on short-time work for raising health and safety concerns during the first COVID-19 lockdown. The tribunal awarded £27,871 in damages.

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

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

Motor technician (8 years' service) v Leinster Motor Engineering Ltd

A motor technician who was dismissed for unauthorised absence after a dispute over furlough pay won £2,860 for unpaid holiday and missing written particulars, but lost his unfair dismissal claim.

Band 6 Deputy Team Leader/Clinical Charge Nurse (Mental Health Nurse) v South West London & St Georges Mental Health NHS Trust

A mental health nurse who resigned after her employer failed to support her return to work was actually dismissed during her notice period without a fair reason. The trust admitted unfair dismissal and wrongful dismissal.

Former employee v MPS Housing Ltd

A former employee of MPS Housing Ltd won his constructive unfair dismissal claim but lost all disability discrimination claims. The tribunal awarded £16,250.48.

Former employee (8 years' service) v Z

A former employee with 8 years' service has won claims for unfair dismissal, wrongful dismissal, unpaid holiday pay and unauthorised deductions, receiving over £16,000. Her disability discrimination claims were dismissed.

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

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

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

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

Family Law Executive, later Head of Family Law (4 years' service) v Lawcommercial Trading Ltd t/a Lawcomm Solicitors

A family law executive who resigned after her employer failed to pay a £7,000 bonus and refused to make her a director has won her constructive unfair dismissal claim. The tribunal awarded £12,878 in compensation.

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

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

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

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

Manager in Learning Disability Services (5 years' service) v Guideposts Trust Limited

A manager with 5 years' service had multiple discrimination and unfair dismissal claims struck out after failing to pay deposit orders totalling £125 per claim. The tribunal found some claims had little reasonable prospect of success.

Showroom Manager/Designer (5 months' service) v GT Plumbing & Heating Ltd

A showroom manager with five months' service won £3,688 for unlawful deductions from wages, holiday pay and failure to provide written particulars, but her disability discrimination claim was dismissed because her employer did not know she had dyslexia.

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

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

Customer service agent (12 years' service) v dnata Limited

A customer service agent with 12 years' service was awarded £2,213.32 after dnata Limited breached his contract by failing to pay sick pay correctly, but his unfair dismissal and all disability discrimination claims were rejected.

Revenue Control Officer (10 months' service) v Govia Thameslink Railway Limited

A Revenue Control Officer with PTSD after four passenger assaults was not redeployed to a non-customer-facing role. The tribunal found the employer failed to make reasonable adjustments and discriminated against her.

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

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

Night porter (14 years' service) v Mohammad Zishan Zaman

A night porter with 14 years' service and a maintenance man were awarded unpaid wages, holiday pay and redundancy after a tribunal found their employer deliberately used a complex corporate structure to avoid responsibility.

Former employee v Teen Support Services Ltd

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

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

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

Agency social worker (4.5 months' service) v South Gloucestershire Council

An agency social worker with endometriosis had her placement terminated five weeks early due to sickness absence. The tribunal found the council directly discriminated against her and awarded £12,570.

Former employee v Royal Mail Group Ltd

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

Former employee v London 01 Shop Ltd

A former employee was awarded £141.44 for unpaid annual leave, but his claims for breach of contract and other deductions were dismissed.

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

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

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

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

Former employee v Verifone UK Ltd

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

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

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

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

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

Former employee v Heatrod Elements Ltd

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

Beauty therapist (2 years 5 months' service) v True Beauty Salon Limited

A beauty therapist who resigned claiming constructive unfair dismissal lost her case, but the tribunal ordered True Beauty Salon Limited to pay £639.60 for unpaid holiday pay and an unauthorised deduction.

Former employee v Gold Mount Markets Limited

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

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

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

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

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

Former employee v Go Learn Education Limited

A former employee won £35,338.70 after Go Learn Education Limited made unauthorised wage deductions, failed to pay notice pay, and withheld holiday pay on termination.

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

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

Agency worker (assigned to Torque Retail Services Ltd) v Torque Retail Services Limited

An agency worker with a disability was discriminated against and victimised when his assignment was terminated. The tribunal awarded £5,005 in compensation.

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

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

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

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

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

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

Subcontractor manager (4 years' service) v Q

A subcontractor manager with four years' service was fairly dismissed for gross misconduct after failing to pass on penalty costs to subcontractors. Her claims for unfair dismissal, disability discrimination and failure to make reasonable adjustments were all rejected.

Finance manager (13 years' service) v CI Accountancy Limited

A finance manager with 13 years' service was dismissed after taking leave to care for her husband with heart failure. The tribunal found disability discrimination and automatic unfair dismissal, awarding £114,421.

Former employee v Krispy Kreme U.K. Limited

A tribunal found that Krispy Kreme U.K. Limited constructively dismissed a former employee and discriminated against him because of his nationality. He was awarded £3,060 including £990 for injury to feelings.

Town Clerk (6 years' service) v Pembrey and Burry Port Town Council

A town clerk with six years' service resigned after her employer delayed a pay review and gave evasive responses to her grievance. The tribunal found she was constructively unfairly dismissed and awarded £40,299.

Former employee v Bispham and Cleveleys Kitchens Limited

A former employee of Bispham and Cleveleys Kitchens Limited successfully claimed for an unlawful deduction of wages after the company failed to pay one week's statutory sick pay. Her automatic unfair dismissal claim was dismissed.

Former employee v Gillian Saleem

A former employee who was not paid for 48 hours of work won her unauthorised deductions claim for £460.80, but her unfair dismissal claim was thrown out because she had less than two years' continuous employment.

Teacher (2 years 8 months' service) v Orchard Hill College Academy Trust

A teacher at a special needs school succeeded in a whistleblowing detriment claim after the chair of governors sent an email suggesting counter-proceedings against him, which was accidentally disclosed. The tribunal awarded £2,500 for injury to feelings.

Live-in Governor (Tutor) (10 months' service) v Ms Y Shkop

A live-in governor who injured his wrist cutting lobsters and was dismissed days after raising health and safety concerns lost his automatic unfair dismissal claim because the employer was unaware of the complaint. The tribunal did, however, order the employer to provide an amended contract reflecting a promise to pay healthcare costs.

Former employee (white collar, salaried) v AC Precision Engineering Ltd

A former employee of AC Precision Engineering Ltd was awarded £4,101 after the tribunal found the company unlawfully deducted holiday pay and failed to provide a written contract.

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

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

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

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

Barber (3 years' service) v Mr Christian Donnelly t/a Acute Barbers

A barber with three years' service was unfairly dismissed via WhatsApp after calling in sick. The tribunal also found the employer made unauthorised deductions from wages and failed to provide a written contract, awarding £3,435.59.

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

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

Cleaner (1 year 9 months' service) v Anglia Cleaning Solutions Limited

A cleaner who was left waiting for a manager who never showed up, and later told the cleaning contract had ended, has been awarded £785.73 for unpaid wages, holiday pay, notice pay, expenses, and pension contributions.

Supermarket Assistant (3 years' service) v John Lewis PLC

A Waitrose employee who refused to carry out reasonable tasks and used foul language about managers was fairly dismissed for misconduct. The tribunal awarded £536.94 for unpaid holiday and overtime.

Former employee (6 years' service) v Ibco Limited

A tribunal upheld claims of unfair dismissal, indirect race discrimination, and victimisation for one former employee, and unfair dismissal, disability discrimination, and failure to make reasonable adjustments for another. Damages of £31,752 were awarded to the first claimant.

Bank worker (care home) v Cygnet Health Care Limited

A care home bank worker who was dismissed for not being vaccinated against COVID-19 failed to prove discrimination but succeeded in claiming unpaid wages and holiday pay for seven shifts, totalling £891.80.

Gymnastics club employee (7 weeks' service) v AAW Holdings Limited (sued as Leeds Rebound Gymnastics Club Limited)

A tribunal found that a gymnastics club failed to make reasonable adjustments for a dyslexic employee and discriminated against her due to pregnancy, awarding £17,755.05.

Driver (4 years' service) v Acrelane Timber Limited

Two drivers were fairly dismissed for gross misconduct after they misled their employer about their whereabouts when recalled from furlough. The tribunal upheld the dismissals but found the employer breached contract by failing to give notice.

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

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

Business Development Director (5 years' service) v Travelliance Inc

A Business Development Director who was summarily dismissed on a Zoom call and told he was a contractor has won nearly £293,000 after a tribunal ruled he was an employee and unfairly dismissed.

Delivery driver (over 20 years' service) v M G Seven Ltd (t/a Gainsborough Flower)

A delivery driver with over 20 years' service was unfairly dismissed when his employer sent a P45 via WhatsApp without any disciplinary process. The tribunal awarded £5,786.78 after deductions for contributory conduct and a Polkey reduction.

Air conditioning unit service worker v Newage Environmental Technology Limited

A tribunal awarded £3,510 for unpaid wages but dismissed claims that the worker was dismissed for raising health and safety concerns about a staircase.

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

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

Driver, telephonist and controller (over 20 years' service) v Meadway Private Hire Ltd

A driver, telephonist and controller with over 20 years' service was constructively dismissed after his employer offered only limited holiday cover at reduced pay following furlough. The tribunal extended time for his unfair dismissal claim.

Former employee v Without Exceptions Ltd

A former employee won a partial victory for unpaid wages, holiday pay and notice pay, but her unfair dismissal claim was struck out due to insufficient service. The tribunal ordered £476.39 in compensation.

Apprentice carpenter (2 years' service) v Perrin & Son Construction Limited

An apprentice carpenter was unfairly dismissed after taking a week's holiday despite his employer's refusal. The tribunal found the dismissal procedurally unfair and awarded £918.13, including unlawful deduction claims.

Senior manager (1 year's service) v Nextsteps @ Barnstaple CIC

A senior manager who agreed to defer her salary until the company's cash flow improved was awarded £12,660.58 after the employer failed to pay her for five months and withheld holiday pay on dismissal.

Former employee v Ocean Design Storage Solutions Limited

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

Boiler installation engineer (2 months' service) v Glow Green Ltd

A tribunal found that a boiler installation engineer with only two months' service was not automatically unfairly dismissed for raising health and safety concerns, but was owed £40 in unpaid wages.

Junior accountant (apprentice) v Williams & Co (Corporate) Limited

A junior accountant resigned after her employer refused paid study leave and later deducted £1,472 from her wages for training costs. The tribunal upheld her unlawful deduction claim but dismissed her constructive unfair dismissal claim.

Branch manager (3 years 9 months' service) v Marquis Motorhomes Ltd.

A tribunal upheld the dismissal of a branch manager who made inappropriate sexual comments to female colleagues, but ordered his former employer to pay £19,402 in unpaid bonuses he earned before being sacked.

Former employee v Stephen M S Lai & Co Business Consulting Ltd

A former employee was awarded £34,204 after being unfairly dismissed and harassed due to his age. The employer did not attend the hearing or file a response.

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

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

Restaurant employee v Michael Shane Croner

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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

Former employee v RSL Distribution Limited

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

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

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

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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 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 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.

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.

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 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.

Security systems engineer (9 years' service) v London Security Automation Limited

A security systems engineer with 9 years' service was unfairly dismissed after his employer discovered he had done private work for a client, but failed to hold a disciplinary hearing. The tribunal awarded £25,664 in compensation.

Night Porter (13 years 10 months' service) v Peninsula Heights Management Company Ltd

A tribunal ruled that a night porter with type 2 diabetes was disabled from the date of his diagnosis, but rejected his claim that sleepiness was a substantial adverse effect. The case will now proceed to a final hearing on his discrimination and dismissal claims.

Former employee v Patel Post and Print Limited

A former employee won £2,528.64 after Patel Post and Print Limited breached her contract and made unauthorised deductions from her wages. The tribunal also considered disability discrimination claims but they were withdrawn.

Former employee v CTMG Limited

A former employee of CTMG Limited has won £2,353 after the company made unauthorised deductions from wages, including a 'week in hand', and dismissed them without proper notice. The unfair dismissal claim was struck out due to insufficient service.

Civil servant (Executive Officer, 24 years' service) v Royal College of Defence Studies

A tribunal has allowed a civil servant with 24 years' service to amend his claim to include failure to make reasonable adjustments at the appeal stage, and refused the employer's bid to strike out the case.

Fire and Security Engineer v Lazerbeam Fire and Security Limited

A tribunal found a fire and security engineer was constructively dismissed after his employer paid him through the Construction Industry Scheme without his informed consent, denying him employment rights. He was awarded £2,519.

Sales manager (1 year's service) v ARH UK Limited

A sales manager who was told his wife should care for their sick child and was forced to work while on furlough has been awarded over £26,000 by an employment tribunal.

Former employee (11 months' service) v Mr Jonathan Bailey

A former employee with only 11 months' service had his unfair dismissal claim struck out due to insufficient service, but the tribunal awarded him £2,265.13 for an unlawful wage deduction and breach of contract after his employer dismissed him without notice.

Manager in Risk department v Financial Conduct Authority

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

Business Manager and PA (17 years' service) v Lactodorum Contracts Limited

A business manager and PA with 17 years' service was summarily dismissed for alleged gross misconduct without any investigation or hearing. The tribunal found the dismissal unfair and awarded £33,813.

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

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

Former employee v Fivestars Limited

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

Construction worker v Knights Bridge Contractors Limited

A construction worker was paid just £5 per hour and had £1,700 deducted for two allegedly missing boilers. The tribunal ordered Knights Bridge Contractors Limited to pay £13,717.47 in total.

Administrative employee v London Road Surgery

An employment tribunal has allowed a race discrimination claim to proceed against London Road Surgery, but struck out the unfair dismissal claim because the employee had less than two years' service.

Security and maintenance worker (22 years' service) v Seighford Hall Nursing Home Ltd

A security and maintenance worker with 22 years' service was unfairly dismissed for gross misconduct, but the tribunal awarded no compensation because he would have been dismissed anyway and contributed to his own dismissal.

Former employees v Elliot House Limited

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

Former employee v Premier Recruitment Derby

A former employee who worked for less than two years won £1,045 for unlawful deduction of wages and failure to provide written particulars. His unfair dismissal claim was struck out due to insufficient service.

Apprentice barber (later stylist) v Mr Mark Brown t/a Strongman Moustache

An apprentice barber who was summarily dismissed for soliciting clients and setting up a rival business failed to prove his dismissal was due to whistleblowing. The tribunal awarded £1,431 for unauthorised wage deductions.

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

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

Senior advisor to MP (17 years' service) v Mr Khalid Mahmood MP

A senior advisor with 17 years' service was unfairly dismissed by her MP boss after making protected disclosures about misuse of parliamentary stationery and alleged criminal activity. The tribunal awarded £11,729.99 in compensation, reduced by 75% for contributory fault and a Polkey deduction.

Employee of a charity v World Shirdi Sai Baba Organisation UK (a charity)

An employee of a charity who complained about not receiving payslips and incorrect pay was dismissed soon after. The tribunal found the dismissal was not automatically unfair, but upheld claims for unlawful wage deductions and notice pay, awarding £6,309.

Customer Service Security Officer (7 years 9 months' service) v Wilson James Limited

A security officer who stopped attending work to care for his vulnerable mother was fairly dismissed for gross misconduct. The tribunal found the employer acted reasonably in dismissing for unauthorised absence, but awarded £195.72 for unpaid holiday pay.

Personal Adviser (8 years' service) v Department for Work & Pensions

A Personal Adviser with 8 years' service was unfairly dismissed after the DWP investigated her LinkedIn profile and found she had been working without permission during carers leave. The tribunal awarded £2,263.52.

NHS employee v Mid Cheshire Hospitals NHS Foundation Trust

An NHS employee was unfairly dismissed and discriminated against because of his disability. The tribunal awarded £26,852.61, reduced by 35% for the chance he could have been fairly dismissed.

Former employee v Tees Valley Community Asset Preservation Trust

A tribunal found that Tees Valley Community Asset Preservation Trust underpaid a former employee for weekend shifts, failed to pay Sunday premiums, notice pay, and holiday pay. The unfair dismissal claim was dismissed.

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

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

Carer (18 years' service) v St Mary's Care Ltd

A carer who resigned after her employer failed to make reasonable adjustments for her back condition and made unlawful deductions from her wages has been awarded over £44,000 for constructive unfair dismissal and disability discrimination.

Operations Manager (wedding venue) v Thicket Priory Limited

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

Greggs Franchise Manager (6 months' service) v Euro Garages Ltd

A Greggs franchise manager with six months' service was wrongfully dismissed when his employer failed to pay one week's notice. He was awarded £346 but his other claims – including race discrimination – were dismissed.

Clinic Manager – Sexual Health Service (30 years' service, Band 5) v Worcestershire Health and Care NHS Trust

A clinic manager who had worked for the NHS for 30 years was unfairly dismissed when her employer restructured her role and then dismissed her on ill-health grounds. The tribunal awarded nearly £300,000 in compensation.

Therapist (family therapy, eating disorders unit) v Priory Healthcare Limited

A therapist at Priory Healthcare who refused to attend work during the first national lockdown and raised health and safety concerns has been awarded over £42,000 for constructive unfair dismissal.

Legal executive (CILEX) specialising in residential conveyancing v ODT Professional Services Limited

A legal executive was unfairly dismissed by ODT Professional Services Limited after a disciplinary process that the tribunal found fundamentally unfair. She was awarded £2,621.57 after reductions for contributory fault and the chance she would have been dismissed anyway.

Accounts Assistant/Property Manager (2 years 6 months' service) v Cawdor Cars (Newcastle Emlyn) Ltd

An accounts assistant with psoriatic arthritis was constructively dismissed after a manager deliberately coughed in her direction when she asked for social distancing. The tribunal awarded £26,438.84.

Cardiac Physiologist (Band 7) v Guy's and St Thomas' NHS Foundation Trust

A cardiac physiologist who resigned after her employer's grievance process ignored her sexual harassment claims has been awarded £52,599 for constructive unfair dismissal.

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

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

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

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

Night Support Worker v Parkcare Homes (No. 2) Limited

A care home worker who pushed a resident with autism was unfairly dismissed because the employer failed to hold a disciplinary hearing or consider an appeal. The tribunal awarded £2,436.73, reduced by 75% for his misconduct.

Estimator (3 years' service) v Sowga Ltd

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

Production Operative/Assembly Worker (5 years' service) v GI Group Recruitment Limited

A production operative with five years' service was unfairly dismissed for briefly visiting his car during a break. The tribunal found the employer failed to investigate his claim that leaving site was common practice, and the dismissing officer lacked impartiality.

Director of Partnerships v JetEngage Limited

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

Chief Revenue Officer and 50% shareholder v Cryoaction Limited

A director and 50% shareholder was wrongfully and unfairly dismissed after temporarily bypassing a safety system during commissioning. The tribunal awarded £15,028 but reduced compensation because his employment would have ended fairly within six months.

Solicitor (personal injury) v Charles Gregory Solicitors Ltd

A solicitor was constructively unfairly dismissed when his new employer failed to consult him about a TUPE transfer and imposed unilateral contract changes. The tribunal awarded £20,399.

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

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

Registered nurse (night shifts, neuro-disability ward) v The Royal Hospital for Neuro-Disability

A registered nurse with limited English was unfairly dismissed for gross misconduct after the Royal Hospital for Neuro-Disability failed to provide an interpreter at his disciplinary hearing. The tribunal also found indirect race discrimination.

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

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

Senior nursing assistant (band 3) v Guy’s & St Thomas’s NHS Foundation Trust

A senior nursing assistant was unfairly dismissed after her employer required her to compete for sedentary roles despite medical advice. The tribunal awarded £21,173.

Caretaking couple / Head of Maintenance v Kasteel Collection Ltd

A caretaking couple who had £700 a month deducted from each of their wages for accommodation were awarded £7,184 after a tribunal found the deductions breached National Minimum Wage rules and their contract.

Contract worker (complex complaints handler) v MBNA Ltd and Paymaster (1836) t/a Equiniti Hazell Carr

A contract worker who raised health and safety concerns was subjected to detriments and dismissed. The tribunal found he was a worker, not an employee, but still protected under whistleblowing law.

Administrative Officer (AO) National, Child Support Agency v Department for Work and Pensions

An administrative officer was unfairly dismissed after attending a trade union conference while on sick leave and sending an email about a colleague. The tribunal found the process flawed and ordered re-engagement with a 30% reduction for contributory fault.

Takeaway food shop worker (2 years' service) v Bagelmania London Limited (in liquidation)

A pregnant takeaway shop worker was dismissed after her employer removed her from the rota, then faced a county court claim and threats of police action when she contacted ACAS. The tribunal awarded £40,000 for unfair dismissal, pregnancy discrimination and victimisation.

Court Worker / Offender Recovery Worker (10 years' service) v Blenheim CDP

A court worker with 10 years' service was constructively dismissed after her employer refused to adjust her start time or move her from a difficult team. The tribunal awarded £48,476.

Primary school teacher v South Essex Academy Trust

A tribunal found that South Essex Academy Trust failed to make reasonable adjustments for a disabled teacher by not providing all relevant grievance documents before a hearing. The teacher was awarded £5,860.27 for injury to feelings and unlawful wage deductions.

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

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

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

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

Store manager (4 months' service) v H2C Gelati Ltd t/a Amorino

A store manager with four months' service was summarily dismissed for gross misconduct after a freezer temperature issue. The tribunal found the dismissal unfair and ordered the employer to pay over £1,500 for unpaid suspension and holiday pay.

Finance Officer (bookkeeper/accountant) v Stratford Advice Arcade (A company limited by guarantee)

A tribunal ruled that a finance officer who worked for eight years on a freelance basis was a 'worker' but not an 'employee', meaning he can pursue claims for holiday pay and unlawful deductions but not unfair dismissal.

Service desk consultant (IT help desk, 12-hour shifts) v Intergence Systems Limited

An IT help desk consultant was unfairly dismissed after her employer caved to client pressure following a missed handover email. The tribunal awarded £10,787.47, reduced by a third for her own fault.

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

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

Medical doctor (diet clinic) v The Fine Clinic Limited

A medical doctor at a diet clinic was found to be a worker rather than an employee, meaning her unfair dismissal claim failed. However, her whistleblowing claim was allowed to proceed, subject to a £50 deposit order.

Head of School (formerly Associate Head Teacher, 15 years' service) v Leading Learners Multi Academy Trust

A Head of School with 15 years' service resigned after a welfare meeting turned aggressive and her grievance was mishandled. The tribunal found constructive unfair dismissal, awarding £13,172.50.

General Manager, building services and industry, UK and Ireland (RS); Managing Director of sales and marketing (DL) v Xylem Water Solutions UK Limited

Two long-serving managers were unfairly dismissed for offensive WhatsApp messages, but a tribunal awarded no compensation because they would have been sacked anyway and their conduct contributed fully.

Senior Carer and Manager's Assistant (14 years' service) v Jasmine Care (Holdings) Limited

A senior carer with 14 years' service was constructively dismissed after her employer unilaterally reduced her hours and pay, then suspended her over alleged holiday pay fraud. The tribunal awarded £41,039 in compensation.

Bus driver v London United Busways Ltd

A bus driver with a medical condition requiring toilet breaks was subjected to disability-related harassment after controllers repeatedly queried his need for breaks. The tribunal awarded £3,412.33 for injury to feelings.