Respondent won

Junior doctor (specialist registrar in Emergency Medicine) v Lewisham and Greenwich NHS Trust

A junior doctor's attempt to obtain a wasted costs order against the solicitors for an NHS Trust was dismissed because a 2018 settlement agreement precluded the application and there was no improper conduct.

Handyman (former employee) v HMS Maintenance Solutions Limited

A handyman with ADHD resigned claiming constructive dismissal after alleged bullying and failure to make adjustments. The tribunal found no fundamental breach of trust and confidence, and the claim failed.

Business Development Manager (6 years' service) v Mabey Hire Ltd

A Business Development Manager who resigned after his employer changed his commission scheme lost his unfair dismissal claim. The tribunal found the commission was never contractual and the employer acted reasonably.

Fish tank maintenance worker (3 years' service) v Glassbox Trading Limited T/a Aquatechniques

A fish tank maintenance worker who contracted a rare bacterial infection from work was not unfairly dismissed – the tribunal found he agreed to end his employment after being offered a different role with lower pay.

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

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

Graduate trainee accountant (11 years' service) v PricewaterhouseCoopers LLP

A graduate trainee accountant who resigned after being invited to a disciplinary meeting for unauthorised absence failed to prove constructive unfair dismissal. The tribunal found the employer's conduct did not breach trust and confidence.

Staff nurse (Band 5, previously Band 6 secondment) v Lewisham and Greenwich NHS Trust

A tribunal has dismissed all claims brought by a Band 5 staff nurse against Lewisham and Greenwich NHS Trust, including constructive dismissal, whistleblowing detriment, and discrimination on grounds of race, age, and religion.

Night concierge (5 years' service) v POD Group Services Ltd

A night concierge who resigned after a TUPE transfer, claiming his overtime, sick pay and holiday entitlement were cut, has lost his unfair dismissal claim. The tribunal found no such cuts were made.

Bus driver (6 years' service) v London United Busways Ltd

A bus driver with 6 years' service was fairly dismissed for gross misconduct after refusing a breath alcohol test following an at-fault collision. The tribunal also dismissed his discrimination and victimisation claims.

Electrical engineer (probationary employee, less than 3 months' service) v Integral UK Ltd

An electrical engineer dismissed during his probationary period for poor performance and a safety incident failed to prove race, age or disability discrimination. The tribunal upheld the employer's decision.

Warehouse operative (32 years' service) v Bapp Industrial Supplies (Huddersfield) Limited

A warehouse operative with 32 years' service was fairly dismissed after failing to contact his employer for nearly a month. The tribunal rejected his unfair dismissal claim.

Pharmacy Dispensary Technician (6 years' service) v JCL UK Limited

A pharmacy dispensary technician with fibromyalgia and other conditions lost her constructive unfair dismissal and disability discrimination claims after the tribunal found she did not share her adjustment passport with her new employer following a TUPE transfer.

Solutions engineer (3 years 8 months' service) v Singletrack Systems Limited

A solutions engineer who resigned after a performance improvement plan and grievance process lost his constructive dismissal claim because he stayed in the job too long after the alleged breaches.

HGV driver (5 years' service) v Armstrong Logistics Ltd

An HGV driver who resigned after a short delay in payment for three days' work lost his constructive unfair dismissal claim. The tribunal found he acted prematurely before the employer's conduct became repudiatory.

Dental nurse v KDPG Limited

A dental nurse who resigned after securing another job failed to prove she was constructively dismissed or that her employer discriminated against her. All claims were dismissed.

Recruitment coordinator (former employee) v Lifeways Community Care Limited

The tribunal dismissed claims of constructive unfair dismissal and breach of contract for non-payment of a discretionary bonus, finding no repudiatory breach of trust and confidence.

Cook (22 years' service) v KZ Catering Ltd

A cook employed for 22 years claimed unauthorised deductions after his hours were cut from 30 to 6 per week. The tribunal dismissed the claim, finding no deduction occurred because he was paid for all hours worked.

Trainee car sales executive (2.5 months' service) v Bristol Street First Investments Limited

A trainee car sales executive with 2.5 months' service failed to prove he made a protected disclosure when his father sent an email to the CEO alleging fraud. The tribunal found the email was not a disclosure by the claimant and was not in the public interest.

Trainee solicitor (1 year 3 months' service) v Sterling Lawyers Limited

A trainee solicitor who sent 106 confidential client emails to her personal address was fairly dismissed for gross misconduct, the tribunal ruled. Her claims of whistleblowing and pregnancy discrimination were rejected.

Former employee v Cardiff & Vale University Local Health Board

An employee with a mental health disability lost all claims of unfair dismissal and discrimination after the tribunal found the health board's absence management process was reasonable.

Paramedic (22 years' service) v South Western Ambulance Service NHS Foundation Trust

A paramedic with 22 years' service lost his unfair dismissal and disability discrimination claims after the tribunal found his employer acted reasonably in dismissing him for ill-health when his own psychiatrist said he was permanently incapable of working.

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

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

CAD/CAM Designer and Machinist (17 years' service) v Arrow Precision Manufacturing Ltd

A CAD/CAM designer with 17 years' service lost his constructive dismissal claim after being laid off for four weeks without pay. The tribunal found he had accepted a 2018 contract with a lay-off clause by his conduct.

Former employee (25 years' service) v Advisory Conciliation and Arbitration Service

A former employee with 25 years' service lost his constructive dismissal claim against ACAS after resigning over parking arrangements following an office move. The tribunal found the employer had acted reasonably.

Night care assistant (3 years' service) v Runwood Homes Ltd

A night care assistant who was found asleep on three occasions was fairly dismissed for gross misconduct. The tribunal also rejected his claims of discrimination and whistleblowing detriment.

BSL Communicator/Instructor (12 years' service) v Myerscough College Further Education Corporation

A BSL communicator with 12 years' service lost her constructive dismissal claim after the tribunal found that an out-of-office reply, which delayed her grievance appeal outcome, was not a breach of trust and confidence.

Former employee v Rob Wyman Homes Limited

A former employee who sought £1,550 in costs after the respondent delayed disclosure by a week has had his application refused. The tribunal found the conduct was not unreasonable.

Former employee v Blinds Ltd

A former employee's unfair dismissal claim was struck out because they had worked for less than two years. Their breach of contract claim also failed, but they were entitled to £90.28 holiday pay.

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

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

General Manager (17 years' service) v Bestway Wholesale Limited

A General Manager with 17 years' service was dismissed for gross misconduct after his IT account was used to raise fraudulent credit notes worth £32,000. The tribunal found the dismissal fair and rejected all other claims.

Finance Manager (11 years' service) v Heritage Oil & Gas Limited

A finance manager who lived and worked in Uganda and Nigeria for over a decade failed to bring his unfair dismissal and discrimination claims in the UK. The tribunal ruled his employment lacked a sufficient connection to Great Britain.

Teacher of Welsh as a second language (17 years' service) v Vale of Glamorgan Council

A tribunal has upheld the dismissal of a Welsh teacher with 17 years' service after a lengthy capability procedure, finding that the employer made reasonable adjustments and acted fairly.

Gas engineer (6 years 9 months' service) v Plus Dane Housing Limited

A gas engineer who resigned while being investigated for working for another employer while off sick has lost his constructive unfair dismissal claim. The tribunal also ordered him to repay £2,837.10 in sick pay.

Former employee v Groeneveld UK Limited

A former employee who resigned and claimed constructive dismissal over part-time worker rights and national minimum wage issues has had all her claims dismissed by an employment tribunal.

Security guard (short service) v Lionhart Security Services Limited

A security guard with only weeks of service was dismissed after being accused of taking items without permission. The tribunal rejected his claims of protected disclosure detriment and notice pay, but awarded £627 for missing written particulars.

Kitchen porter/general assistant v Bartlett Mitchell Limited

A tribunal refused to order a claimant's representative to pay wasted costs, despite the claimant withdrawing all claims the day before the final hearing, because the respondent could not prove improper conduct.

Client Services Director (2 years 7 months' service) v Send DM Limited

A Client Services Director who resigned over unpaid sick pay and a claimed promotion of a male colleague has lost her constructive dismissal and sex discrimination claims. The tribunal found no fundamental breach of contract.

Delivery driver v Euro Car Parts Limited

A delivery driver with ADHD was dismissed for persistent lateness while on a final warning. The tribunal rejected her claims of unfair dismissal and disability discrimination, finding the employer acted reasonably.

Customer Support Officer (15 months' service) v Driver & Vehicle Licensing Agency

A Customer Support Officer with long COVID and diabetes was dismissed after 8 months' absence. The tribunal rejected his disability discrimination claims, finding the DVLA acted reasonably.

Paramedic (27 years' service) v London Ambulance Service NHS Trust

A London Ambulance Service paramedic who was dismissed for bullying colleagues after failing a mask fit test has lost her unfair dismissal claim. The tribunal found the employer's investigation was thorough and the decision reasonable.

Contracts and Procurement Lawyer (agency worker) v London Borough of Waltham Forest

An agency Contracts and Procurement Lawyer lost her race discrimination, harassment and victimisation claims against the London Borough of Waltham Forest. The tribunal also ordered her to pay costs for pursuing claims with no reasonable prospect of success.

Cook (22 years' service) v KZ Catering Ltd

A cook who claimed unauthorised deductions from his wages after being paid only statutory sick pay had his claim dismissed. The tribunal found the employer had discretion over contractual sick pay and had exercised it lawfully.

HGV driver (Tramper) v RT Keedwell Group Ltd

An HGV driver with COPD who resigned after his employer refused to furlough him in November 2020 has lost his unfair dismissal and disability discrimination claims. The tribunal found the employer correctly interpreted the Coronavirus Job Retention Scheme rules.

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

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

IT and Comms Manager (1 year 2 months' service) v The Charles Kalms, Henry Ronson Immanuel College

An IT manager with 14 months' service was fairly dismissed for gross negligence after a sophisticated cyber-attack. The tribunal rejected his unfair dismissal claim, finding the school's decision within the range of reasonable responses.

Security guard v Seal Security UK Ltd

A security guard who was dismissed after being found asleep during his shift at Bloomberg LLP has lost his claims for unfair dismissal and discrimination. The tribunal found the employer acted reasonably and the discrimination claims had no merit.

Trainee Project Manager (apprentice, 1 year 4 months' service) v Gloster MEP Limited

A trainee project manager who was dismissed after complaining about underpayment of the National Minimum Wage lost his claim for automatic unfair dismissal. The tribunal found the real reason was performance and conduct issues.

Project Manager (3 years' service) v Equans Fabricom UK Limited

A project manager who resigned after his employer changed working practices to recover overpaid offshore allowance has lost his constructive unfair dismissal claim. The tribunal also ordered him to repay £10,056.85.

Senior Lecturer (14 years' service) v University of the Arts London

A senior lecturer with 14 years' service was fairly dismissed for gross misconduct after developing a romantic relationship with a student. The tribunal rejected his claims of unfair dismissal and race discrimination.

Property Maintenance Manager (2 years' service) v Melin Homes Ltd

A property maintenance manager who was dismissed after less than two years' service following bullying complaints has lost his claims of unfair dismissal, age discrimination and trade union detriment. The tribunal found the dismissal was fair and not motivated by age.

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

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

Smart Meter Installer (11 months' service) v Morrison Data Services Limited

A smart meter installer with chronic migraines was dismissed after three months' absence. The tribunal found he was disabled but that the employer acted reasonably and did not discriminate.

Health Visitor (39 years' service) v Cwm Taf Morgannwg University Local Health Board

A health visitor who resigned after delays in occupational health referrals, expenses, and grievance handling has lost her constructive unfair dismissal claim. The tribunal found the employer's failings did not amount to a fundamental breach of contract.

Deputy General Manager - Operations (12 years' service) v Artionis (UK) Ltd

A deputy general manager with 12 years' service failed to prove constructive dismissal after her employer changed her role while she was on maternity leave. The tribunal found the employer's actions were reasonable and most claims were brought too late.

Firefighter (8 years' service) v London Fire Commissioner

A firefighter with 8 years' service lost his claims of victimisation, harassment, constructive dismissal and direct discrimination against the London Fire Commissioner. The tribunal found no unlawful treatment and dismissed the direct discrimination claim as out of time.

Security worker v Effective Security Services Ltd T/A Professional Security

A security worker who knew he lacked two years' continuous employment pursued an unfair dismissal claim anyway. The tribunal dismissed the claim and ordered him to pay £8,696 in costs.

Manual Handling Equipment Trainer (9 years' service) v DHL Services Ltd

A manual handling equipment trainer with 9 years' service was fairly dismissed for gross misconduct after failing to carry out practical assessments for two returning employees. The tribunal upheld DHL's decision.

HGV driver v Debach Enterprises Limited

An HGV driver who was dismissed for fuel discrepancies, reinstated on appeal, then resigned was not constructively dismissed. The tribunal also ordered her to pay £21,000 in costs.

Production line worker (12 years' service) v Jaguar Land Rover Limited

A production line worker with 12 years' service failed to prove that Jaguar Land Rover victimised him by managing his sickness absence after he brought a sex discrimination claim. The tribunal found the employer's actions were not because of the protected act.

Healthcare assistant (probationary period) v Kent and Medway NHS and Social Care Partnership Trust

A healthcare assistant who was dismissed during his probationary period for sickness absence and conduct issues has lost his claims of sex and disability discrimination against Kent and Medway NHS and Social Care Partnership Trust. The tribunal found no unlawful discrimination, failure to make reasonable adjustments, or victimisation.

Drone pilot / inspection engineer (3 years 10 months' service) v Jackson Electronics Ltd

A drone pilot who resigned after his employer deducted £51.58 for unauthorised overtime has lost his constructive dismissal claim. The tribunal found the deduction was lawful as recovery of an overpayment.

Finance and accounting consultant v Ruby Labs Ltd

A finance and accounting consultant who threatened to report his client for tax irregularities unless paid £600,000 has had all his employment tribunal claims dismissed. He was ordered to pay €86,200 in costs.

Regulatory Officer (10 years' service) v Environment Agency

A Regulatory Officer with 10 years' service resigned claiming constructive dismissal after her grievance was not upheld. The tribunal found no breach of trust and confidence and dismissed the claim.

Agency worker (Housing Officer, temporary cover) v Notting Hill Genesis

An agency worker who was dismissed after taking three days off without permission to care for his son has lost his claims of race and sex discrimination against Notting Hill Genesis.

National Sales Manager (2 years' service in role, 5 years total) v Frontier Therapeutics Limited

A National Sales Manager who resigned after a bonus plan dispute and alleged bullying has lost her claims for constructive unfair dismissal and unlawful deductions from wages. The tribunal found no breach of trust and confidence.

QA operative (6 years' service) v Curry’s Group Limited

A QA operative with six years' service resigned after his grievance was rejected, claiming constructive unfair dismissal. The tribunal found the employer had reasonable and proper cause for all its actions.

Former employee v Xace Limited

A former employee forgot about an occupational health report and disclosed it late. The employer's application for £12,166 in costs was refused by the tribunal.

Spray operator (10 years' service) v AF Machinery Limited

A spray operator who claimed constructive unfair dismissal and disability discrimination lost all claims at tribunal, which found he resigned to retire to Wales rather than because of any breach by his employer.

Support worker and administrative assistant (1 year 3 months' service) v Flourishgate Care Services Limited

A support worker who was dismissed for gross misconduct after throwing water at a service user has lost her claim that the real reason was whistleblowing. The tribunal found no protected disclosures had been made and the dismissal was solely due to the incident.

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

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

Former employee v Mr Marcel Hengst, Nova Status B.V., GOT Technologies (UK) Ltd

The tribunal rejected an employer's bid to overturn a costs order, finding their conduct was unreasonable. A separate claim for extra costs over the reconsideration was also dismissed.

Property Manager (14 years' service) v Southern Housing

A property manager with 14 years' service lost her claims of race discrimination, harassment, victimisation and constructive unfair dismissal against Southern Housing. The tribunal found no evidence of unlawful treatment.

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

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

HGV driver (4 years' service) v Lindab Limited

An HGV driver who used a company fuel card for his personal vehicle and falsified time sheets was fairly dismissed. The tribunal rejected his claims of race discrimination and unfair dismissal.

Porter (2 months' service) v John Pye and Sons Ltd

A porter who resigned after two months, claiming constructive dismissal for reporting drug use and safety concerns, lost his case. The tribunal found the employer had taken reasonable steps and there was no fundamental breach of contract.

Board-level Health and Safety Director v Wilko Limited

A tribunal has refused to strike out a whistleblowing claim brought by a board-level health and safety director who alleged he was suspended and denied a bonus after raising concerns about storm risks.

Parish clerk v Tydd St Mary Parish Council

A parish clerk who resigned and claimed constructive dismissal lost her case because the tribunal found she made no public interest disclosures and no breach of contract by the council.

Post Office Counter Clerk (3 years' service) v ZCO Ltd

A Post Office counter clerk who refused a split-shift offer after his hours were cut due to COVID-19 has lost his claim for unauthorised deductions. The tribunal held that the employer's contractual mobility and short-time working clauses authorised the reduction.

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

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

Solicitor (consultant) v Paula Felton t/a Felton Solicitors

A solicitor who alleged his firm was overbilling a client lost his whistleblowing detriment claim. The tribunal found the firm's reasons for ending his contract were genuine and unrelated to his disclosures.

Carer (2 years 11 months' service) v Paul Jones

A carer who sent a WhatsApp message saying 'I'm done' after a disagreement about self-isolation and pay has lost her constructive unfair dismissal claim. The tribunal found no fundamental breach of contract by her employer.

Accounts and Administrative Assistant (16 years' service) v G Moore Haulage Limited

A tribunal has dismissed claims of unfair dismissal, unlawful deductions, and breach of contract brought by an accounts assistant who resigned through her father and received her P45 without contacting her employer for over two months.

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

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

Sales and Reservations Agent (4 years' service) v Turkish Airlines

A sales agent who photographed a colleague's email and sent it to her husband was fairly dismissed for gross misconduct, the Reading Employment Tribunal has ruled.

Lecturer in Physiotherapy (probationary period) v Cardiff University

A physiotherapy lecturer who was dismissed during her probationary period for failing a Performance Improvement Plan has lost her claims of unfair dismissal, discrimination, and victimisation against Cardiff University.

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

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

Branch manager (6 years' service) v Sequence (UK) Limited

A branch manager who resigned claiming constructive dismissal and race discrimination has had all his claims dismissed by an employment tribunal, which also ordered him to repay £17,727.86 in overpaid commission.

Postal worker (2 years' service) v Angard Staffing Solutions Ltd and Royal Mail Group Ltd

A postal worker with multiple sclerosis who swore at a colleague after being asked about his blue badge was fairly dismissed for abusive conduct, the tribunal ruled.

Sales Advisor (3 years 9 months' service) v EE Ltd

A sales advisor who resigned after alleging fraud and harassment lost her constructive dismissal and whistleblowing claims. The tribunal found no fundamental breach of contract, and most detriment claims were out of time.

Funeral service operative (5 years' service) v R Banks & Son Funerals Limited

A funeral service operative with ulcerative colitis lost his constructive unfair dismissal and disability discrimination claims after the tribunal found no fundamental breach of contract or discrimination.

Former employee v Marex Financial

A former employee was fairly dismissed after entering his workplace out of hours despite a final written warning. A Teams chat showing he planned to evade security was key evidence. The tribunal dismissed his unfair dismissal claim and refused the employer's costs application.

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

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

Former employee (fixed-term contract worker) v University of the West of England

A former fixed-term contract worker lost his whistleblowing detriment claim after presenting it nearly a year late. The tribunal also dismissed all other claims of unfair dismissal and discrimination.

Support worker (fixed-term contracts) v University of the West of England

A support worker who claimed his dismissal was automatically unfair for whistleblowing lost his case after the tribunal found no link between his disclosures and the end of his fixed-term contract.

Senior Employment Consultant (former trade union representative and HR adviser) v Peninsula Business Services Limited

A tribunal dismissed a senior employment consultant's claims that his employer failed to make reasonable adjustments for his dyslexia, and upheld a £430.16 deduction from his final pay for training costs.

Store manager (4 years' service) v Lidl GB

A store manager with diabetes who resigned after a disciplinary investigation failed to prove constructive dismissal or disability discrimination. The tribunal found Lidl had made reasonable adjustments and had not harassed him.

Former employee v Staffline Recruitment Limited

A former employee's claim for constructive unfair dismissal against Staffline Recruitment Limited was rejected after the tribunal found he had not actually resigned.

Senior Staff Nurse (20 years' service) v St George's Hospitals NHS Foundation Trust

A senior staff nurse with 20 years' service was fairly dismissed after a head injury left him unable to return to work. The tribunal rejected his claims of unfair dismissal and disability discrimination.

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

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

Programme Delivery Manager (9 years' service) v Aster Group

A Programme Delivery Manager with nine years' service resigned during a redundancy consultation and claimed constructive unfair dismissal. The tribunal dismissed her claim, finding that the employer's conduct was not a fundamental breach of contract.

Co-director and 50% shareholder of training company v Evolving Edge Ltd

A tribunal dismissed a co-director's claims of pregnancy and sex discrimination against her business partner, ruling that the breakdown was a commercial dispute over profit-sharing and share valuation, not discrimination.

IVA drafter (9 months' service) v Finance4me Limited (dissolved)

An IVA drafter with CFS/ME lost her disability discrimination claim after the tribunal ruled she did not have a disability under the Equality Act. No compensation was awarded.

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

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

Sales manager (13 years' service) v Alan Howard (Stockport) Ltd

A sales manager with 13 years' service resigned claiming loss of trust and confidence after a sick pay dispute and disciplinary warning. The tribunal rejected his constructive unfair dismissal claim, finding no fundamental breach of contract.

Former employee v J D Wetherspoon plc

A former employee's unfair dismissal claim against J D Wetherspoon plc was dismissed after a full hearing, despite a tribunal error that nearly struck out the case earlier. The deposit order was refunded to the employer.

Shunter (6 years' service) v DHL Services Ltd

A shunter with six years' service was fairly dismissed after driving while using a hand-held phone and breaching a red light. The tribunal rejected claims that the dismissal was linked to earlier health and safety concerns.

Assistant Store Manager (5 years' service) v Hugo Boss UK Limited

An assistant store manager who resigned claiming constructive dismissal and race discrimination has lost his case. The tribunal found no breach of trust and confidence and no evidence of discrimination.

Transport Director (20 years' service) v Kammac Limited

A transport director with 20 years' service lost her constructive unfair dismissal claim after resigning over a sick pay dispute and an investigatory meeting. The tribunal found no repudiatory breach of contract.

Business Analyst / Product Owner (4 years' service) v Bud Systems Limited

A tribunal has ruled that Bud Systems Limited fairly dismissed a business analyst who had been on sick leave for 16 months with anxiety and depression. All discrimination claims also failed.

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

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

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

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

Visual Merchandising Team Manager (26 years' service) v Marks & Spencer plc

A Visual Merchandising Team Manager with 26 years' service was dismissed after over six months' absence. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Former employee v S.T.A.R Domiciliary Care Ltd

A former employee of S.T.A.R Domiciliary Care Ltd has lost all claims including constructive unfair dismissal, whistleblowing detriment, and religious discrimination after resigning and alleging a breach of contract.

Former employee v Adam Grooming Atelier Ltd

An employer's application for £1,435 in costs was dismissed after the tribunal found the former employee had not acted unreasonably and her breach of contract claim had some prospect of success.

Warehouse operative (5 months' service) v Lidl Great Britain Limited

A warehouse operative with five months' service who stopped attending work after a child maintenance deduction from his wages was fairly dismissed for gross misconduct. The tribunal rejected all claims of unauthorised deductions and wrongful dismissal.

Car Parking Manager (10 years' service) v Westfield Europe Ltd

A 10-year employee who resigned claiming constructive dismissal after being furloughed, placed on a performance improvement plan and having his grievance rejected has lost his case. The tribunal found no fundamental breach of trust and confidence.

Senior Healthcare Assistant (5 years' service) v Guys and St Thomas NHS Foundation Trust

A tribunal has ruled that a Senior Healthcare Assistant's opposition to the Coronavirus pandemic and preventative measures like PCR tests and face masks does not amount to a protected philosophical belief under the Equality Act 2010. The claim was dismissed.

Charity shop manager (9 months' service) v Parity for Disability

A charity shop manager who resigned after her probation was extended lost her unfair dismissal claim. The tribunal found no link between her protected disclosures and the employer's actions.

Manufacturing operative (18 years' service) v Anglian Windows Limited

An 18-year employee who walked out after being asked to work on a different line and later resigned has lost his unfair dismissal claim. The tribunal found his evidence dishonest and that the employer had acted reasonably.

Finance Assistant (12 years' service) v Lexington Catering Ltd

A finance assistant with 12 years' service was fairly dismissed for long-term sickness after her employer provided extensive support and considered redeployment. The tribunal upheld the decision, finding it within the range of reasonable responses.

Head Chef/Kitchen Manager (3 months' service) v United Kitchen Concepts Ltd

A head chef who stopped attending work after a dispute over hours and overtime was dismissed for unauthorised absence. The tribunal struck out his unfair dismissal claim due to insufficient service and rejected his remaining pay claims.

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

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

Former employee (certification suspended after dismissal) v Isle of Wight NHS Trust

The tribunal dismissed unfair and wrongful dismissal claims after the claimant failed to attend the final hearing, and ordered her to pay £1,400 in costs for repeated delays and non-compliance.

Bus driver (14 months' service) v D&G Bus Limited

A bus driver who resigned after a dispute about unpaid leave and alleged unfair treatment during the pandemic has lost all his claims at an employment tribunal.

Commercial Director (19 months' service) v Peterborough Limited

A black African Commercial Director dismissed without notice or consultation after a TUPE transfer lost his race discrimination claim. The tribunal found no evidence that race played any part in the decision.

Security guard (mental health officer) v Atalian Servest Security Services Limited

A security guard who claimed constructive dismissal after his manager posted a complaint about him in a staff WhatsApp group lost his case because he delayed resigning and continued to engage with his employer.

Senior Nurse (Ward Manager, 1 year 3 months' service) v Elysium Healthcare Limited

A Ward Manager with 15 months' service claimed four white colleagues made false statements due to her race. The tribunal found no racial motivation and dismissed the claim.

Assistant Manager (6 months' service) v Done Brothers (Cash Betting) Ltd t/a Betfred

A Betfred assistant manager who refused to return to work claiming he needed to shield his father was dismissed after 6 months. The tribunal rejected his automatic unfair dismissal claim, finding his refusal was motivated by a pay dispute, not a genuine belief in danger.

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

A bus driver with 4 years' service was fairly dismissed after CCTV showed him speeding and running a red light, leading to a customer complaint. The tribunal rejected his unfair dismissal claim.

Laundry operative (29 days' service) v Elis UK Limited

A laundry operative who left work after 29 days and alleged racism had his claims dismissed by the Exeter tribunal after he failed to attend the hearing.

Finance Accountant (21 years' service) v The London Borough of Bexley

A finance accountant with 21 years' service was dismissed on capability grounds due to long-term sickness. Her unfair dismissal claim was rejected as out of time, and her discrimination claims were dismissed on the merits.

Staff nurse (12 years' service) v Robert Jones and Agnes Hunt Orthopaedic Hospital NHS Foundation Trust

A staff nurse with 12 years' service who was dismissed after two years' sick leave and failed redeployment attempts has lost her unfair dismissal and disability discrimination claims.

Former employee v G4S Secure Solutions Limited

A former employee who brought discrimination and harassment claims with no basis in fact has been ordered to pay £15,165 in costs after the tribunal found her conduct vexatious and unreasonable.

Financial Accountant (5 months' service) v Saul D Harrison & Sons Plc (t/a Harrison Wipes)

An employment tribunal has dismissed claims of race discrimination and harassment brought by a financial accountant who was sacked after five months for her management style and refusal to accept suspension.

Breakers Yard Manager (17 years' service) v Inglemere Metals (Blackpool) Limited

A Breakers Yard Manager who had worked for the company for 17 years without any prior warnings was fairly dismissed for gross misconduct after he ignored express instructions about a customer, sold tyres without authorisation and granted extended credit. The tribunal rejected all three claims.

Clinical Lead (7 months' service) v Rushcliffe Independent Hospitals (Kegworth) Limited

A Clinical Lead who alleged she was dismissed for raising patient safety concerns lost her automatic unfair dismissal claim after the tribunal found no protected disclosures were made and the real reason was poor performance.

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

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

Cashier (3 years' service) v AY & Y Patel Ltd

A cashier claimed she was unfairly dismissed after a manager told her she was 'sacked' during a heated argument. The tribunal found she was not dismissed because the manager had no authority to dismiss and the employer never accepted the termination.

Registered Nurse (3 years 8 months' service) v East Suffolk and North Essex NHS Foundation Trust

A tribunal has upheld the dismissal of a Band 5 registered nurse who refused to return to work after being removed from clinical duties over patient safety concerns. All claims, including unfair dismissal and disability discrimination, were dismissed.

Former employee v Oak Furnitureland Group Limited

A former employee who was dismissed for gross misconduct after an investigation into a theft of £14,500 from a store safe has lost his claims for unfair dismissal, wrongful dismissal, and unpaid commission.

Administrator (9 years' service) v Parkcare Homes (No2) Limited

An experienced administrator was fairly dismissed for gross misconduct after repeated errors in financial processing and payroll, despite having 9 years' service. The tribunal found the employer's investigation and decision were reasonable.

Police Community Support Officer (PCSO) (14 years' service) v The Commissioner of Police for the Metropolis

A Police Community Support Officer with PTSD was dismissed for breaching a non-molestation order, but the tribunal found no link between his disability and the misconduct. He was later reinstated on appeal.

Taproom manager (4 months' service) v Belleville Brewing Limited

A taproom manager with four months' service who raised concerns about reopening during Covid-19 regulations was dismissed, but the tribunal found he had not made a protected disclosure.

Bus driver (5 years' service) v Arriva London (North) Ltd

A bus driver who was caught on CCTV reading a disciplinary letter while driving and running a red light was fairly dismissed. The tribunal rejected claims for unfair dismissal and breach of contract.

Sales executive (4 years' service) v Ford Retail Ltd T/A Trustford

A sales executive with four years' service who resigned after a new commission structure was introduced has lost his constructive unfair dismissal claim. The tribunal found no fundamental breach of contract.

Nail/beauty technician (approx. 1 year's service) v Anna Health and Beauty Limited

A nail technician who resigned after a disagreement over furlough pay lost her pregnancy discrimination claim. The tribunal found she was not dismissed but resigned voluntarily.

Cashier (nearly 3 years' service) v HSBC UK Bank Plc

A cashier with nearly 3 years' service was fairly dismissed for capability after failing to meet an attendance objective. The tribunal rejected her claims of unfair dismissal, breach of contract, and unlawful deductions.

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

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

Cabin crew (fixed-term contract) v Easyjet Airline Company Ltd

A fixed-term cabin crew member who raised health and safety concerns during the pandemic lost her whistleblowing detriment claim after the tribunal found no evidence that Easyjet's actions were motivated by her protected disclosure.

Trainee Site Manager (5 years' service) v Buildakit (UK) Ltd

A trainee site manager with five years' service resigned after a dispute over sick pay and earlier workplace incidents, but the tribunal found no fundamental breach of trust and confidence.

HGV driver (3 years' service) v R.F. Bellis Haulage Limited

HGV driver fairly dismissed after refusing to return to work; race discrimination claims rejected

Care worker (supporting service users) v iCare Living Limited

An employment tribunal dismissed a care worker's claims that he suffered detriments for making protected disclosures, and refused to allow him to add a religion/belief discrimination claim that was out of time.

Dental practice employee v Park Cottage Dental Practice Limited

A dental practice employee's claims of constructive unfair dismissal, race discrimination, and harassment were dismissed by the tribunal after a full hearing. No compensation was awarded.

Direct Adviser (20 years' experience) v Gatehouse Bank Plc

A Direct Adviser with 20 years' experience was dismissed for performance after raising workload concerns. The tribunal found no causal link between the health and safety complaints and the dismissal, ruling it was a fair capability dismissal.

General manager (3 years' service) v Sizer Engineering Limited

A general manager who resigned after a dispute over his bonus and holiday pay was not constructively dismissed, the tribunal ruled. All claims were dismissed.

Home care worker (less than 6 weeks' service) v Joy2Care Ltd

A home care worker who sent abusive emails and refused to engage with her employer after less than six weeks' work was fairly dismissed for 'some other substantial reason'. The tribunal rejected all her claims.

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

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

Sales agent (7 months' service) v Hansbiomed Europé Ltd

A sales agent with seven months' service was fairly dismissed after refusing to accept a PR manager role that required some sales tasks. Her claims of unfair dismissal, discrimination, and whistleblowing were all rejected.

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

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

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

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

Former employee v The Department of Work and Pensions

A former employee who suffered PTSD after a violent attack at work was not considered disabled under the Equality Act until four months later, the tribunal ruled. No compensation was awarded.

Registered nurse / swabber (agency worker) v Hearts First Ambulance Ltd (1), Collinson Group (2)

A registered nurse working as a swabber at a COVID-19 testing site claimed she was removed after raising health and safety concerns, but the tribunal found she did not make any protected disclosures and was removed due to a dispute over a break rota.

Tutor (8 months' service) v Middleton Murray Ltd (in liquidation)

A tribunal dismissed all claims of disability discrimination, harassment, victimisation, and wrongful dismissal brought by a tutor with depression against her employer and individual managers.

Warehouse operative (4.5 years' service) v Asda Stores Limited

A warehouse operative with 4.5 years' service was fairly dismissed after lengthy sickness absence. The tribunal rejected claims of discrimination and victimisation.

Prison officer v Secretary of State for Justice

Two prison officers at HMP Belmarsh were dismissed for gross misconduct after a physical altercation with a prisoner. The tribunal upheld the dismissals, finding the employer's investigation and disciplinary process were within the range of reasonable responses.

Bus driver (2 years 5 months' service) v M Limited

A bus driver who performed oral sex on a woman while driving and used his mobile phone was fairly dismissed for gross misconduct. The tribunal also ordered him to pay £7,500 costs for pursuing hopeless discrimination claims.

Nightshift worker at Tesco Extra (4 years' service) v Tesco Stores Ltd

A tribunal dismissed a race discrimination claim by a Tesco nightshift worker after finding that, although the claim was brought out of time, it was not just and equitable to extend time for most allegations. The direct discrimination claim relating to dismissal was allowed to proceed but ultimately not upheld.

Customer services assistant (18 years' service) v Wilko Limited

A customer services assistant with 18 years' service resigned after being rostered for Sundays despite opting out. The tribunal found Wilko's conduct was reasonable and dismissed all claims.

Former employee v Tesco Stores Ltd

A former employee's constructive dismissal and race discrimination claims against Tesco survive after the tribunal refused to strike them out for non-compliance with case management orders.

Former employee v Work it Group Ltd

Tribunal rejects disability discrimination claim after finding former employee's stress was a reaction to life events, not a mental impairment with long-term effects.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Mystery shopper (worker) v My View Ltd

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

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

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

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

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

Former employee (warehouse operative) v Tesco Stores Limited

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

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

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

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

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

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

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

Compliance officer (informal arrangement) v Bel-Marking Ltd

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

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

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

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

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

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

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

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

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

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

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

Experienced machinist v Concept Recruitment Group Ltd

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Former employee v Street Property Ltd

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

Quality Auditor (2 years 8 months' service) v Stateside Foods Limited

A quality auditor with 2 years 8 months' service resigned after a series of workplace issues including ill-fitting safety shoes and an incorrect notice period. The tribunal dismissed her constructive unfair dismissal claim, finding no fundamental breach by the employer.

Former employee (Quality Assurance, 5 years' service) v Vision Care Services Ltd

A tribunal dismissed a constructive unfair dismissal claim from a quality assurance employee who resigned after refusing to return to work, finding no repudiatory breach by Vision Care Services Ltd.

Former employee v Children Assisted in a Real Environment Ltd.

A former employee failed to have her employer's response struck out despite very late disclosure of documents. The tribunal said a fair trial remained possible.

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

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

Senior Account Manager v Infor (United Kingdom) Limited

A Senior Account Manager who took an unauthorised holiday to Bali was summarily dismissed for gross misconduct. The tribunal rejected her claims of sex discrimination, victimisation, and whistleblowing.

Bus driver (5 months' service) v Abellio London Ltd

A bus driver with 5 months' service was dismissed for gross misconduct after refusing to return to work during the pandemic. The tribunal rejected his claim of automatic unfair dismissal, ruling he could have reasonably averted the danger by following government guidelines.

Sales promoter (6 years' service) v Schwalbe Tyres UK Ltd

A sales promoter with six years' service resigned the day before a disciplinary hearing after refusing to take part in a volunteering scheme. The tribunal found no constructive dismissal and no unauthorised deduction from wages.

Postman and Health and Safety/Union Representative (18 years' service) v Royal Mail Group Ltd

A postman with 18 years' service was fairly dismissed for gross misconduct after failing to apply the HIT procedure, causing a vehicle to roll into a parked car. The tribunal upheld the dismissal as within the range of reasonable responses.

Former employee v Decorative Panels Furniture Limited

A former employee who refused to return to work due to a belief in serious and imminent danger was dismissed for conduct. The tribunal rejected claims of automatic unfair dismissal and detriment.

Former employee v David Wood Baking Limited

A former employee who worked for David Wood Baking Limited for less than two years could not claim unfair dismissal, and his breach of contract claim failed because he was paid in full for his notice period.

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

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

Restorative Justice Officer (17 years' service) v London Borough of Hillingdon

A tribunal has ruled that London Borough of Hillingdon fairly dismissed a Restorative Justice Officer with 17 years' service after a year-long absence due to back pain, rejecting claims of unfair dismissal and disability discrimination.

Night manager (reception) v Heathrow Hotel Limited

A night manager who left the reception desk for three hours, allowing a minibus to be stolen, was fairly dismissed for gross misconduct. The tribunal rejected claims of unfair dismissal, race discrimination, and unlawful deduction of wages.

Running Shift Service Engineer (16 years' service) v Metroline Travel Limited

A tribunal has upheld the dismissal of a bus engineer with 16 years' service who told a driver to continue driving despite a brake shudder. The decision confirms that safety-critical roles require strict compliance.

Decorator (3 years' service) v Bell Decorating Group

A decorator with three years' service was fairly dismissed for gross misconduct after an anonymous HSE complaint alleged he urinated behind a customer's shed. The tribunal upheld the dismissal, finding the employer's investigation and belief were reasonable.

Pastry Chef (employed from April 2017, continuous service from 2010) v UKCAKE Ltd

A pastry chef who alleged years of anti-Polish and homophobic comments by colleagues failed to prove discrimination, as the tribunal found no contemporaneous evidence and noted the employer's diverse workforce.

Customer assistant (temporary, 6 months' service) v Tesco Stores Limited

A temporary customer assistant who claimed his contract was not renewed because he raised holiday and sick pay issues has lost his automatic unfair dismissal claim. The tribunal found the non-renewal was due to business needs, not his statutory right assertions.

Customer Service Assistant (5 years 8 months service) v B & M Retail Limited

An employment tribunal has ruled that B & M Retail Limited fairly dismissed a customer service assistant who had been absent for over three years due to muscular dystrophy. The tribunal rejected claims of unfair dismissal and disability discrimination.

Former employee v Old Macmillan Company Ltd

A former employee who resigned with immediate effect and later declined to attend the final hearing had all claims for notice pay, wages, and holiday pay dismissed by the tribunal.

Consultant Colorectal Surgeon v Hywel Dda University Health Board

An employment tribunal dismissed all claims of unfair dismissal, race discrimination and victimisation brought by a consultant colorectal surgeon against Hywel Dda University Health Board following a lengthy disciplinary process.

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

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

Former employee v Leeds Teaching Hospitals NHS Trust

A former employee of Leeds Teaching Hospitals NHS Trust lost her victimisation claim after the tribunal found that her Dignity at Work complaint did not amount to a protected act under equality law. She was also ordered to pay £17,000 in costs.

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

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

Former employee v Consulting and Accountancy Services Ltd

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

Security officer v Cordant Security Ltd

A security officer with less than two years' service had his unfair dismissal claim struck out. His claim for unlawful deduction from wages also failed.

Customer service advisor (10 years' service) v London Borough of Havering Council

A customer service advisor with 10 years' service was fairly dismissed for gross misconduct after obtaining a resident's parking permit for an address where he did not live. The tribunal found the council's investigation and decision were within the range of reasonable responses.

Locum ENT doctor v Royal Cornwall Hospital NHS Trust

A locum ENT doctor at Royal Cornwall Hospital NHS Trust lost her race discrimination and harassment claim after the tribunal found her contract was ended due to COVID-19 financial pressures, not her race.

Virtual Merchandising Administrator (probationary employee) v No Ordinary Designer Label Limited

A Black probationary employee who alleged race discrimination and harassment during her probation at Ted Baker (No Ordinary Designer Label Ltd) has had all her claims dismissed by the Central London Employment Tribunal.

Doctor's receptionist v ISS Mediclean Ltd t/a ISS Facilities Services Healthcare

A doctor's receptionist who claimed she was discriminated against because of her race after a dispute over her holiday entitlement has had her claims dismissed by an employment tribunal.

Bakery operative v Greenhalgh’s Craft Bakery Limited

A tribunal dismissed all claims of sexual and racial harassment, sex and race discrimination, and unlawful deduction of wages brought by a bakery operative against Greenhalgh’s Craft Bakery Limited, finding the claimant's evidence unreliable and preferring the respondent's witnesses supported by CCTV footage.

Personal assistant (10 years' service) v His Highness Sheikh Khalid bin Saqr al-Qasimi

A personal assistant who worked for 10 years without paying tax lost her unfair dismissal claim after the tribunal ruled her contract was performed illegally. No compensation was awarded.

International Business Account Manager (12 years' service) v Churchills International Consulting Limited

An International Business Account Manager who resigned after 12 years claimed constructive unfair dismissal, but the tribunal found she left to compete, not because of any breach by Churchills International Consulting Limited. All claims were dismissed.

Consultant emergency surgeon v The Ipswich Hospitals NHS Trust

An employment tribunal has upheld the dismissal of a consultant emergency surgeon by The Ipswich Hospitals NHS Trust for gross misconduct, finding the trust's disciplinary process fair and rejecting claims of whistleblowing detriment and discrimination.