2023

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.

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.

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

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

Former employee v Kings College London Florence Nightingale Faculty of Nursing, Midwifery and Palliative Care

A former employee's unfair dismissal claim against Kings College London was struck out because they did not have the required two years' service. Their discrimination claims were dismissed after a hearing.

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.

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.

Part-time takeaway worker (2 years' service) v Crispy Cod Ketley Ltd

A part-time takeaway worker was unfairly dismissed by text message after complaining about undercooked chicken. The tribunal awarded £14,628.50 in compensation.

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.

Gymnastics coach v Friendship Society Limited

A gymnastics coach was automatically unfairly dismissed after asserting her right to a written contract and payslips. The tribunal awarded £56,202 including compensation for unlawful wage deductions.

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.

Former employee (3 years' service) v Advanced Plant Hire Ltd

A former employee with three years' service was unfairly dismissed after his site closed and the employer failed to follow any redundancy process. The tribunal awarded over £44,000 in compensation.

Senior Contracts Attorney v Calabrio UK Limited

A senior contracts attorney lost her bid for interim relief after the tribunal found her redundancy was decided before she made protected disclosures about sanctions risks. The claim was dismissed.

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 Uber driver v Uber London Limited

A former Uber driver who waited four years to bring an unfair dismissal claim had it dismissed as out of time. The tribunal ruled it was reasonably practicable for him to have claimed within three months of his engagement ending.

Chief Executive Officer (3 years' service) v Marval Software Limited

A chief executive who lived in Poland and worked remotely for a UK software firm had his unfair dismissal claim thrown out because the tribunal lacked territorial jurisdiction.

Former employee (17 months' service) v Goldman and Fine Group Ltd

A former employee with less than two years' service had her unfair dismissal and unpaid wages claims dismissed after the tribunal found the pay arrangement was tainted by illegality.

Commodities inspector (consultant) v DRUM Risk Limited

A commodities inspector who never set foot in Great Britain for work has had his unfair dismissal, unlawful deductions and breach of contract claims thrown out. The tribunal ruled it had no jurisdiction because the rights he relied on did not apply to him.

Former employee v Plau Bistro Limited (in Creditors’ Voluntary Liquidation)

A former employee of Plau Bistro Limited was automatically unfairly dismissed after asserting a statutory right following a TUPE transfer. The tribunal awarded £2,396.23 for unpaid wages, holiday pay, and notice pay.

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.

Labourer (construction) v Ardmore Construction Limited

A construction labourer who alleges he was subjected to monkey chants and racist abuse can proceed with his claim after the tribunal refused to strike it out, despite his late compliance with orders.

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.

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.

Branch Care Manager (18 months' service) v MIDSHIRES CARE LTD T/A HELPING HANDS HOME CARE

A Branch Care Manager's claim for direct race discrimination and victimisation was dismissed because she presented it 28 days late. The tribunal refused to extend time, finding no just and equitable reason.

Managing Director (5 years' service) v Panache Leasing Ltd

A managing director who was dismissed for alleged threats and misappropriation of funds without any investigation has been awarded £53,212.50 after the tribunal found the dismissal unfair. The High Court had previously found no evidence of fraud or dishonesty.

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.

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.

Nursery worker v Monkton Under 5 Playgroup

A nursery worker was unfairly dismissed and subjected to disability discrimination by Monkton Under 5 Playgroup. The tribunal awarded £27,676 in compensation, including £16,200 for injury to feelings.

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 employees v Ideal Shopping Direct Ltd (in voluntary liquidation) and Ideal World Ltd

Two employees were unfairly dismissed and awarded £25,000 in damages after their employer failed to transfer them under TUPE regulations. The tribunal also made a protective award of 90 days' pay for failure to consult.

Former employee v Away Resorts Limited

A former employee's breach of contract claim against Away Resorts Limited was struck out as out of time. The tribunal found it was reasonably practicable for him to present the claim on time, despite his son's hospitalisation and home flooding.

Former employee v The Restaurant Group PLC

A former employee who failed to attend hearings and ignored tribunal orders had his unfair dismissal claim struck out. The tribunal also noted he had less than two years' service, which normally bars such claims.

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.

Former HGV driver v George Walker Transport Manchester Limited

A former HGV driver's unfair dismissal and disability discrimination claim was dismissed after he continued using abusive language, breaching an unless order. His application to set aside the order was refused.

Head of Trade and Data (over 5 years' service) and Head of Finance (over 7 years' service) v Hallett Retain Services Ltd (in voluntary liquidation)

Two former employees who brought claims for unfair dismissal, discrimination and redundancy had their cases thrown out after failing to attend the final hearing or provide any evidence.

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.

Compliance Director (4 years' service) v Goldenway Global Investments (UK) Limited

A Compliance Director who reported money laundering and unauthorised directors to the FCA was dismissed four days later. The tribunal found the dismissal was automatically unfair and awarded over half a million pounds.

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.

Restaurant server (9 months' service) v London XXI Limited t/a ME London

A restaurant server with less than two years' service had his unfair dismissal claim struck out after he failed to attend hearings or comply with tribunal orders. The tribunal also dismissed his race discrimination claim due to unreasonable conduct.

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.

Former employee v London & Quadrant Housing Trust

The tribunal struck out all remaining claims brought by a former employee against London & Quadrant Housing Trust after she failed to provide required details, despite having dyslexia.

Former employee v George Thompson Limited

A former employee won a constructive unfair dismissal claim after her employer made unauthorised deductions from wages and failed to pay holiday entitlement. The tribunal awarded over £10,000, including a basic award and penalties for missing written particulars.

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.

Chef (3 years' service) v Farmhouse Kitchen Huntleys Limited

A chef was automatically unfairly dismissed when her employer fired her by message after she requested time off for pregnancy-related bleeding. The tribunal awarded £18,479 for unfair dismissal, discrimination, and unauthorised deductions.

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.

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.

Former child actor v The Walt Disney Company Limited

An 11-year-old's unfair dismissal claim against Disney was struck out because it was filed over 10 months after the deadline. The tribunal said it was not just and equitable to extend time.

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.

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.

Data Partnerships Manager (2 years' service) v Appscatter Limited (in creditors' liquidation)

A Data Partnerships Manager was dismissed without notice on the day his employer announced a TUPE transfer. The tribunal awarded £11,670 for breach of contract and £7,423 for failure to inform and consult.

Former employee v Navaratna South Indian Restaurant Ltd.

A former employee's unfair dismissal claim against Navaratna South Indian Restaurant Ltd. was struck out after she failed to attend a hearing and did not comply with case management orders. No compensation was awarded.

Former employee (annual salary £75,000 plus car allowance) v Synpower Merchant Services Limited

A former employee has been awarded £10,125.26 after his employer made an unauthorised deduction from his wages, failed to pay accrued holiday pay, and withheld statutory redundancy pay.

Sales Executive/Administrator (2 years 9 months' service) v Forest Master Limited

A sales executive with a clean record was given a final written warning for baseless dishonesty allegations and had commission withheld. The tribunal found he was constructively unfairly dismissed.

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.

Café Manager (17 years' service) v Sam Turner & Sons Limited

A café manager with 17 years' service was unfairly dismissed when her employer failed to inform her of a sales assistant vacancy during redundancy consultation. The tribunal awarded £560.28 after applying a 66.7% Polkey reduction.

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.

Project Engineer (1 year 9 months' service) v Armour Home Electronics Limited

A tribunal struck out a project engineer's unfair dismissal, sexual orientation discrimination, and wrongful dismissal claims after he was sacked for sending a confidential email to colleagues. His sex discrimination claim survived but required a £200 deposit.

Former employee v Velocity Delivery Services Limited

A former employee who had worked for Velocity Delivery Services Limited for less than two years had their unfair dismissal and redundancy claims struck out, but was awarded £1,985.61 for an unauthorised deduction from wages.

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 v The Energy Comparison Service Limited (in creditors voluntary liquidation)

A former employee was awarded over £37,000 after colleagues repeatedly called him 'old man' and 'grandpa', and the company made unauthorised deductions from his wages and failed to pay holiday pay.

Former employee v The Langley Hall Primary Academy Trust

A former employee's unfair dismissal claim was thrown out because he contacted ACAS one day late and submitted his claim about a week outside the time limit. The tribunal found no evidence to extend time.

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.

Former employee v Dunton Environmental Limited

A former employee who claimed disability discrimination based on ADHD had her claim dismissed after the tribunal found she had not proven she had the condition on the balance of probabilities.

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.

Former employee v Paragon Network Services Limited (Previously Core Network Services Limited)

A former employee's unfair dismissal claim faced a setback when the tribunal granted the employer extra time to respond, due to an incorrect address on the claim form.

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.

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.

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.

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.

Former employee v Sainsbury’s Supermarkets Ltd

A former employee's unfair dismissal claim against Sainsbury’s was struck out after she failed to attend the final hearing and did not provide a witness statement as ordered. The tribunal refused her application for reconsideration.

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.

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.

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.

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.

Former employee v Your Local Hadfield Ltd

A former employee was unfairly dismissed by the new employer that took over the business, and awarded £34,485 for unfair dismissal, breach of contract, and unauthorised deductions from wages.

Chartered Surveyor (self-employed consultant) v Clements Agency Limited

A chartered surveyor who worked for Clements Agency Limited for nearly 30 years on a self-employed basis had his claim for unfair dismissal and discrimination struck out. The tribunal found he had no reasonable prospect of proving he was an employee.

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.

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.

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.

Property Operations Manager (self-employed) v Holborn Assets Insurance Brokers LLC

A property operations manager who worked from home for a Dubai-based firm was found by the tribunal to be self-employed, not an employee or worker, meaning his claims could not proceed.

HGV driver (night driver, 12 years' service) v Walon Limited t/a BCA Automotive

Four HGV night drivers with up to 12 years' service were unfairly dismissed when their employer assumed their jobs would transfer to a new contractor under TUPE, but the tribunal found no organised grouping existed.

Former employee v AM Construction and Engineering Limited

A former employee's unfair dismissal claim was thrown out because he relied on the Citizens Advice Bureau to submit his claim, but the three-month deadline had already passed.

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.

Casual worker (10 days' service) v JAVA Art Limited

A casual worker who responded to a Facebook post for help unloading a container has won a claim for unpaid wages, holiday pay, and failure to provide a written statement. The tribunal awarded £1,306.

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.

Former employee (redundant) v Clements Limited (in Administration)

A tribunal awarded 90 days' pay to 15 employees dismissed without any consultation when Clements Limited went into administration.

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.

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.

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 Cinzia Morris and Ian Morris

A former employee's race and religion discrimination claims were struck out after she failed to provide a properly constructed amendment despite a tribunal order. Her solicitor's last-minute postponement request was refused.

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.

Former employee v Keepmoat Homes Ltd

A tribunal dismissed a former employee's claims for unfair dismissal, breach of contract and unlawful deductions because they were presented one day late, and it was reasonably practicable to file on time despite dyslexia and Covid-19.

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.

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.

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.

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.

CASS CF10 & Senior Risk Manager (12 days' service) v Global Prime Partners Ltd

A senior risk manager who worked for Global Prime Partners Ltd for just 12 days had her unfair dismissal and race discrimination claims thrown out after the tribunal ruled she was not an employee and her discrimination claim was over three years late.

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.

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.

Driver Installer (4 months' service) v A&J Sectional Buildings Ltd

A driver installer who was dismissed after challenging his pay rate has been allowed to pursue an automatically unfair dismissal claim, despite having less than two years' service.

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.

Former employee v Blamire Bakery Limited

A former employee of Blamire Bakery Limited has won her claim for unfair and wrongful dismissal after being made redundant without proper process. The tribunal awarded £11,960.28.

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.

Software engineer (India-based) v Alten Limited

An Indian-based software engineer who worked for an Indian subsidiary of Alten Limited has had his unfair dismissal and discrimination claims dismissed because the UK tribunal lacked territorial jurisdiction.

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.

Recruitment agency worker (1 year 7 months' service) v Pertemps Recruitment Partnership Ltd

A recruitment agency worker who resigned after a return-to-work meeting could not bring an unfair dismissal claim because he had less than two years' service and presented his claim too late.

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.

Shop assistant (20 years' service) v Mehat Six Bells Limited

A shop assistant who worked for 20 years without pay, then for below the National Minimum Wage, has won her constructive dismissal claim. The tribunal found she was subjected to detriments for asserting her right to be paid.

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.

Civil engineer v 2010 OPTICS LTD (in Creditors Voluntary Liquidation)

A civil engineer who was dismissed without notice and not paid his final wages, holiday pay, or notice pay has been awarded £5,819 by an employment tribunal. The employer had since gone into liquidation.

Former employee v C A Leith (Opticians) Limited

A former optician employee's disability discrimination claims were dismissed because they were filed too late. The tribunal refused to extend the time limit, finding it was not just and equitable to do so.

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.

Sales & Customer Service Supervisor (Felton, 18 years' service) and Sales & Customer Service Assistant (Smith, 7 years' service) v Britannia Driving School Limited

Two employees who claimed constructive dismissal and unfair dismissal against Britannia Driving School Ltd had their claims dismissed after the tribunal found a TUPE transfer had already moved their employment to another company.

Senior management team (CEO, Finance Director, Commercial Director, Operations Director, Acting Managing Director) v Futurama Limited (in administration)

Five senior managers were summarily dismissed for gross misconduct without any investigation or appeal. The tribunal found the dismissals unfair and wrongful, and awarded unpaid wages, holiday pay, and notice pay.

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.

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.

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.

Playgroup employee v The Committee of Pevensey and Westham Playgroup

A playgroup employee's constructive dismissal claim was struck out after she failed to respond to a strike-out warning, ending a case that had already been delayed by a police investigation.

Former employee v Duchy Farm Kennels Ltd

A former employee of Duchy Farm Kennels Ltd was awarded £17,570.97 after being unfairly dismissed by redundancy, with the tribunal also finding unauthorised wage deductions, unpaid holiday pay, and failure to provide written particulars.

Former employee v Premier EA and FS Ltd

A former employee of Premier EA and FS Ltd has been awarded £58,077 after the tribunal found she was subjected to pregnancy and maternity discrimination, victimisation for raising grievances, and detriment for making protected disclosures, culminating in her unfair dismissal.

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.

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.

Barber's assistant (2 years 6 months' service) v Mr Panayiotis Andreou Chimonides t/a Cutthroat Kings Barbers

A barber's assistant who was dismissed by text message while on sick leave has won £16,840 in compensation for unfair dismissal, unpaid wages, holiday pay and sick 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.

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.

Former employee v Shire Oak International Ltd

Two former employees had their claims dismissed and the employer's response struck out after both sides repeatedly failed to attend hearings and comply with tribunal orders.

Registered manager (2 years' service) v Laniwyn Care Services Ltd

A registered manager was unfairly dismissed after being told by text to attend a Zoom meeting where she was given two weeks' notice for redundancy. The tribunal found no genuine redundancy and awarded £14,153.

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.

Former employee v First Greater Western Ltd

A tribunal found that a former employee had conducted litigation unreasonably but refused to strike out her claim, allowing it to proceed to a final hearing despite delays and disputes over the list of issues.

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.

Former employee v Invicta Care and Training Ltd.

A Watford tribunal found Invicta Care and Training Ltd. unlawfully deducted wages and failed to pay holiday pay and notice pay, awarding the former employee £4,924.02.

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.

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.

Former employee v Carter Technical Mouldings Ltd

A former employee won £7,881 after their employer admitted the claim of unfair dismissal and related claims. The tribunal awarded redundancy pay, notice pay, and holiday pay.

CSS General (20 years' service) v Yodel Delivery Network Limited

A tribunal dismissed unfair dismissal and wage claims from a CSS General with 20 years' service because he waited over five months to contact ACAS, even though he continued to receive salary after dismissal.

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.

Paralegal/caseworker (1 year 10 months' service) v Khans Solicitors

A paralegal with six disabilities was unfairly dismissed after asserting her right to be paid and asking for reasonable adjustments. The tribunal awarded £109,020.64.

Job applicant (employment status disputed) v General Mills UK Limited

An employment tribunal struck out a claim after the claimant accused the respondent of orchestrating her eviction, finding the allegations scandalous and vexatious.

Pastry chef (zero-hours contract) v Damask Catering Limited

A pastry chef on a zero-hours contract claimed she was verbally dismissed during a 10-minute meeting, but the tribunal found no dismissal took place and struck out her claims.

Former employee v London Borough of Newham

A former employee's unfair dismissal claim was thrown out because he contacted ACAS two days after the three-month deadline, even though he read his dismissal email the day after it was sent.

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.

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.

Commissioning Director (24 years' service) v Bradbury House Limited

A tribunal ruled that a commissioning director with 24 years' service remained an employee even after switching to a consultancy agreement via his own limited company.

Account Manager (19 years' service) v 52 Street Events Supplies Ltd

An account manager with 19 years' unblemished service was summarily dismissed by email while on maternity leave, with no investigation or disciplinary hearing. The tribunal awarded £37,310.

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.

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.

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.

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.

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.

Former employee v Walkdens Newsagents Limited

A former employee of Walkdens Newsagents Limited has been awarded £25,931 after the tribunal found they were unfairly and wrongfully dismissed, and that the employer made unauthorised deductions from wages and failed to pay holiday pay.

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.

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.

Asbestos removal workers (former employees) v Kaefer Limited

A group of former asbestos removal workers had their claims against three companies struck out after the tribunal found there was no TUPE transfer of their employment.

Former employee v Sapphire Accounting and Randstad Construction Agency

A former employee's unfair dismissal claim was struck out after he failed to attend a preliminary hearing and did not provide evidence to show his claim was filed in time.

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.

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.

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.

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.

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.

Road sweeper (19 years' service) v Veolia ES (UK) Limited

A tribunal struck out a road sweeper's unfair dismissal claim because his lay representative deleted a WhatsApp message and failed to disclose other relevant documents, making a fair trial impossible.

Former employee (Lead Country Accountant, 4 years' service) v Venator Materials UK Ltd

A former employee's claims for unfair dismissal, race discrimination and whistleblowing detriment have been struck out after he repeatedly failed to comply with tribunal orders and did not attend hearings.

Former employee v HFD Limited

A former employee who submitted an unfair dismissal claim and then cut all contact has had his case struck out and been ordered to pay £723.80 in costs.

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.

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.

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.

Sales consultant / casual worker v ABM Aviation UK Limited

A sales consultant who refused to participate in the final hearing and repeatedly failed to comply with case management orders had his unfair dismissal and discrimination claims struck out. Costs orders totalling £5,548 were made against him.

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.

Former employee v London Borough of Lambeth Council

Two former employees had their unfair dismissal claims automatically struck out after failing to comply with an Unless Order. The tribunal refused reconsideration, and the claims were ultimately dismissed.

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.

Former employee (technician) v Gi Group Recruitment Ltd

A tribunal struck out a former technician's race and religion discrimination claims as out of time and without reasonable prospects. A deposit order was made for a constructive unfair dismissal claim.

Voting and Engagement Analyst (6 months' service) v Federated Hermes Limited

A fixed-term employee who knew the deadline but delayed because he was unhappy with his draft claim form had his unfair dismissal and discrimination claims thrown out by the tribunal.

Self-employed DJ v Chelmsford Hotels Limited

A DJ who provided services to a hotel for six years was found to be self-employed, not a worker or employee, and his unfair dismissal claim was dismissed.

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.

Security Officer (1 year 9 months' service) v Alpha Response (2004) Ltd t/a Red Support Services

A security officer who tried to add two new protected disclosures to his unfair dismissal claim 16 months after presenting his claim was refused by the tribunal, which found it was reasonably practicable to have included them earlier.

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.

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.

Solicitor (5 years' service) v Bishop Lloyd & Jackson Solicitors Limited

A housing solicitor was unfairly dismissed when her employer failed to properly consider a possible secondment at a sister firm. The tribunal found a 85% chance that consultation would have led to an alternative role.

Former employee v Portobello House Ltd

A former employee's unfair dismissal and discrimination claims were struck out after the tribunal found they were presented too late, even though she had started early conciliation.

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.

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.

Former employee v Italia2U Limited

A former employee of Italia2U Limited won over £11,700 after the company failed to respond to their tribunal claim, resulting in a default judgment and a remedy hearing.

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.

Field services engineer (17 years' service) v Elopak UK Limited

A field services engineer with 17 years' service was constructively dismissed after his employer failed to fully reimburse his fuel costs and mishandled his grievance. The tribunal found a breach of trust and confidence.

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.

Former employee v Kelvedon Auto Spares 87 Limited

A former employee's unfair dismissal claim was thrown out after he failed to attend the final hearing and had already asked to cancel it. The tribunal also found the claim was presented out of time.

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.

Former employee v Circle Wood Ltd

A tribunal struck out a former employee's claim that she was discriminated against because of her caring responsibilities for her disabled mother, ruling that section 15 of the Equality Act does not cover discrimination by association.

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.

Territory sales executive (16 years' service) v ATN Marketing Limited

A territory sales executive with 16 years' service was unfairly dismissed for poor performance without any prior warnings or fair procedure. The tribunal awarded £33,819 in compensation, including a 25% uplift for failing to follow the ACAS Code.

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.

Former employee (design and printing company) v SP Group Ltd (In Administration) and Secretary of State for Business, Energy and Industrial Strategy

A tribunal has awarded 221 former employees of SP Group Ltd a protective award of 90 days' pay after the company made them redundant without any collective consultation when it went into administration.

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.

Former employee v Woods Catering Staffordshire Ltd (in liquidation)

A former employee with a disability was awarded over £320,000 after an employment tribunal found she was harassed, victimised, and unfairly dismissed by Woods Catering Staffordshire Ltd and its director.

Former employee (15 weeks' service) v Rands Farm Equestrian Centre Ltd

A former employee of Rands Farm Equestrian Centre Ltd has been awarded £7,234.51 after the tribunal upheld claims for unpaid wages, holiday pay, and failure to provide pay slips or written employment particulars.

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 Heavenly Body Ltd

A former employee has been awarded £10,282 after her employer, Heavenly Body Ltd, failed to attend hearings or respond to claims of unfair dismissal and pregnancy discrimination.

Band 5 Staff Nurse (6 years' service) v Cardiff and Vale University Local Health Board

A Band 5 Staff Nurse was constructively dismissed after making protected disclosures about patient safety and an alleged assault. The tribunal found the Health Board subjected her to detriments including suspension and a flawed disciplinary process.

Former employee v CFE Lighting

A former employee who missed a telephone hearing due to connection problems has had her unfair dismissal claim reinstated after the tribunal granted reconsideration.

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.

Former employee (7 years' service) v Equans Services Limited

A former employee with 7 years' service saw his constructive dismissal and age discrimination claims survive a strike-out application, but his disability discrimination claims were dismissed after the tribunal found he was not disabled under the Equality Act.

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.

Groom at a stud farm v Hildare Stud Farm Ltd

A groom who named an individual instead of the employing company on her claim form had her unfair dismissal case struck out as out of time. The tribunal found it was reasonably practicable to have brought the claim against the correct employer in time.

Former employee v Collect Investments Limited

A tribunal dismissed an unfair dismissal claim after the employee withdrew it, having less than two years' continuous service. The correct employer was identified as Collect Investments Limited, not Selected Property Limited.

Studio sales administrator (3 years 10 months' service) v Fresh Transformations Ltd trading as Fresh Doors

A studio sales administrator was unfairly dismissed when her employer asked for her keys after she refused to attend work during lockdown. The tribunal awarded £723, reduced by 50% for her own conduct.

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.

Groom (stud farm employee) v Hildare Stud Farm Ltd

A groom who named her employer's directors instead of the company has had her unfair dismissal claim struck out, as the tribunal found it was too late to add the correct respondent.

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.

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.

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.

Former employee v Skins Laser Clinic Ltd

A former employee of Skins Laser Clinic Ltd was awarded over £21,000 after the tribunal found she was not paid for 142 hours of work and suffered race discrimination. The award was increased by 25% because the employer failed to address her grievance.

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

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

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.

Sign erector (7 months' service) v First Signs Ltd

A sign erector with only 7 months' service was automatically unfairly dismissed after raising road safety concerns about unroadworthy vehicles. The tribunal awarded £9,858.56.

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.

Managing Director (21 years' service) v Robert Woodhead Ltd (in liquidation)

A preliminary hearing determined that a managing director who worked across four group companies was employed only by the first respondent. Claims against the other three were dismissed for lack of jurisdiction.

Former employee (12 weeks' service) v James Andrew Prams & Nurseries Ltd

A former employee was awarded over £10,700 after James Andrew Prams & Nurseries Ltd failed to pay redundancy, wages, notice pay and holiday pay following a redundancy dismissal.

Production manager (14 years' service) v Great British Confectionary Group Limited

A production manager with 14 years' service was unfairly dismissed when his employer closed a factory, laid him off indefinitely, and deliberately kept the redundancy count below 20 to avoid collective consultation. The tribunal awarded over £15,000 plus a protective award of £9,000.

Former employee v Whitbread Group Plc

A tribunal has dismissed a former employee's claims of constructive unfair dismissal, unpaid wages and race discrimination against Whitbread Group Plc because they were brought too late.

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.

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 v DHL Services Limited

A former DHL employee's unfair dismissal claim was thrown out after being filed one day late. The tribunal found it was reasonably practicable to submit on time, rejecting ADHD and technical difficulties as excuses.

Former employees v Carl's Kitchen Limited

An employment tribunal has upheld claims from four former employees of Carl's Kitchen Limited for unpaid redundancy, unauthorised wage deductions, and missing pension contributions. The company failed to attend the hearing.

Gymnastics coach (3 years' service) v Doncaster Gymnastics Academy Ltd

A gymnastics coach who encouraged gymnasts to leave for a rival club was unfairly dismissed by text message, but her compensation was cut by 75% for her own misconduct. She was awarded £167.08.

Former employee v Worker Bee UK Ltd

A tribunal struck out a former employee's claims against Worker Bee UK Ltd after she failed to comply with multiple orders and did not actively pursue her case, making a fair hearing impossible.

Farm worker (40 years' service) v G.E. Spence and Sons (a partnership)

A farm worker with 40 years' service was sent a P45 in the post while off sick with cauda equina syndrome. The tribunal found he was unfairly dismissed, discriminated against because of his disability, and awarded over £26,800.

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.

Care worker (4 years' service) v R2

A care worker with four years' service was unfairly dismissed after an incident with his client. The tribunal found the dismissal procedurally unfair and awarded £2,975 after deductions.

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.

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.

Former employee v Kitrinos Healthcare (charity No. 1172586)

A former employee settled her claims for £11,210.89 after the employer conceded unfair dismissal at the final hearing. The tribunal later ordered the employer to pay £6,485.88 in preparation time costs for unreasonable conduct.

Office administrator (4 years' service) v Beaumont and Fletcher Ltd

A tribunal found that an office administrator was constructively unfairly dismissed after her employer included unparticularised criticisms about her appearance and relationships with colleagues in a capability letter. She was awarded £3,497.79, reduced by 75% for contributory fault.

Former employee v BUPA Care Homes (ANS) Limited

A former employee's unfair dismissal claim against BUPA Care Homes was dismissed because she presented it nearly seven months after her dismissal, well beyond the three-month time limit. The tribunal found it was reasonably practicable for her to have brought the claim in time.

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.

Community Engagement Officer (agency worker) v Umbrella-Company Limited

An agency worker who claimed she was dismissed for whistleblowing had her interim relief application refused because she could not show a 'pretty good chance' of proving she was an employee of the respondent.

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 Elizabeth Cardy

A former employee's unfair dismissal and redundancy claims were struck out because she had less than two years' service. Her remaining claims were also struck out after she did not attend the final hearing.

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.

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.

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.

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.

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.

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.

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.

Former employee v Ontrak Recruitment and Training

A former employee's unfair dismissal and other claims were struck out after the tribunal found he lacked the two-year qualifying service and failed to comply with orders or attend hearings.

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.

Welder (20 years' service) v Silo Services Limited

A welder who resigned after his employer failed to make reasonable adjustments for his heart condition has won his unfair dismissal and disability discrimination claims. The tribunal awarded £42,334 but reduced compensation because he turned down a job offer the day after leaving.

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.

Cleaner (2 years' service) v M & I t/a Jetmaid Cleaning Services Ltd

A cleaner with two years' service was dismissed by text message after calling in sick. The tribunal found the dismissal unfair and awarded £8,192.72.

Online delivery driver v Sainsbury’s Supermarkets Ltd

A Sainsbury's delivery driver who claimed he was unfairly dismissed for discount card misuse had his case dismissed because he presented his claim two months after the deadline.

Quality Control Technologist (2 years' service) v Wealmoor Limited

A quality control technologist with back pain and depression was unfairly dismissed after his employer relied on a GP report and failed to obtain occupational health advice. Tribunal awards £129,970.

Former employee (IT professional, £55k salary) v JP Morgan Chase Bank N.A London Branch

A tribunal struck out a former JP Morgan employee's discrimination claim after he inserted a poem into disclosed documents and sent the tampered version to the tribunal. Most allegations were also dismissed as out of time.

Former employee v Mitie FM Ltd

A tribunal struck out one part of a former employee's race discrimination claim because the alleged discriminatory act was carried out by a third party, but allowed other allegations to proceed.

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.

Window fitter (6 years' service) v Amazing Glazing (Widnes) Limited

A window fitter with six years' service was dismissed by text message claiming the company was going into receivership, but the tribunal found the business continued trading. He was awarded £9,357 for unfair dismissal, notice pay, holiday pay, and an unauthorised deduction.

Deputy Manager (4 years' service) v Mr K M Bowen

A deputy manager who was pushed by her employer during a dispute, then offered a deal to return only to have it reneged on, has won her constructive unfair dismissal claim. The tribunal awarded £25,391.35.

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 Financial Ombudsman Service Limited

A former complainant who claimed to be an employee of the Financial Ombudsman Service had all his claims struck out after failing to attend a preliminary hearing and providing no evidence of an employment relationship.

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.

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.

Domestic worker (overseas domestic worker visa) v Mr R K Jain

A domestic worker who was paid far below the minimum wage and worked seven days a week had her claims dismissed because they were presented to the tribunal three months late.

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.

Former employee v Norpol Recycling Limited

A former employee who worked for Norpol Recycling Limited for less than two years had his unfair dismissal claim struck out because he did not meet the qualifying period. The tribunal also found his disability discrimination claim was out of time.

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.

Apprentice (digital marketing) v A & T Trained Dogs Limited

A digital marketing apprentice who was dismissed days after writing to her employer about an unpaid tax rebate has won her claim for automatically unfair dismissal. The Manchester tribunal awarded £3,963.97 in compensation.

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.

Kitchen designer (5 months' service) v Wilmslow Kitchen Interiors Limited

A kitchen designer who was dismissed by text message after just five months had her entire claim dismissed because she presented it after the statutory time limit. The tribunal found it was reasonably practicable for her to have claimed earlier.

Home Care Assistant (5 years' service) v Anchor Hanover Group

A tribunal struck out a home care assistant's race discrimination claim after she failed to pay a £1,200 deposit ordered because her allegations had little prospect of success. The case highlights the risks of bringing claims based on immigration status rather than race.

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.

Logistics Administrator (8 years' service) v Sample Logistics Ltd

An employment tribunal has dismissed a logistics administrator's constructive dismissal and discrimination claims, ruling that his connection to the UK was insufficient to establish territorial jurisdiction.

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.

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.

Trainee bus driver (9 days' service) v Warrington Borough Transport Limited

A trainee bus driver who presented his race discrimination claim one day late has had his case dismissed, with the tribunal refusing to extend time due to a lack of medical evidence explaining the delay.

Former employee (11 years' service) v Catwalk Dogs St Helens Ltd

A former employee with 11 years' service was unfairly dismissed and underpaid the national minimum wage. The tribunal awarded £4,694.53, including an ACAS uplift.

Venue manager (8 years' service) v Sin Bar Ltd

A venue manager with 8 years' service was constructively unfairly dismissed after her employer shouted at her, refused sick pay, and removed her from the bar's Facebook page. The tribunal awarded £8,137.55.

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.

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.

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

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

Childcare nursery assistant (3 months' service) v Ms Tika Mesha Williams

A nursery assistant with just 3 months' service was automatically unfairly dismissed after she raised concerns about being paid below the national minimum wage and not receiving rest breaks. The tribunal awarded £5,433.98.

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.

Early years practitioner (8 years' service) v Hertsmonceux Pre-School Limited

An early years practitioner with 8 years' service was automatically unfairly dismissed after raising concerns about underpayment of SSP and holiday pay. The tribunal found the real reason for her dismissal was her assertion of statutory rights.

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.

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.

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.

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.

Former employee v Surrey and Sussex Healthcare NHS Trust

Two former employees of Surrey and Sussex Healthcare NHS Trust had their unfair dismissal and discrimination claims struck out after repeatedly failing to provide details of their case, despite multiple extensions and a warning.

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.

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.

Learning Manager (12 years' service) v Delta Acadamies Trust

A learning manager with 12 years' service had her unfair dismissal and disability discrimination claims thrown out by a tribunal because she presented them nearly a month late, despite being aware of the time limit.

Part-time lecturer v De Montfort University

A part-time lecturer who waited over a year to bring an unfair dismissal claim after his employment ended due to right-to-work issues has had his case dismissed as out of time.

Former employee v Aspinalls Club Limited t/a Crown London Aspinalls

A former employee's unfair dismissal and discrimination claims against Aspinalls Club were struck out after repeated failures to provide required documents and respond to tribunal orders.

Army Reservist v Ministry of Defence

An Employment Tribunal has dismissed age discrimination, whistleblowing and unlawful deduction claims brought by a serving Army Reservist, ruling that the law excludes armed forces members from bringing such claims.

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 Gatwick Construction Limited

A former employee of Gatwick Construction Limited had their unfair dismissal claim thrown out because they had not worked there for two years. Their other claims for wrongful dismissal and unauthorised deductions also failed.

Former employee v Tesco Stores Ltd

A former employee's claim for constructive dismissal and disability discrimination was struck out after she repeatedly failed to comply with tribunal orders to provide particulars of her allegations.

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.

Library volunteer (9 years' service) v Fallowfield Library & Community Resource Centre

A long-serving library volunteer who brought unfair dismissal and discrimination claims was unable to proceed because the tribunal found she was not an employee or worker. All claims were dismissed.

Office Manager (3 years 7 months' service) v Main Group Services Ltd

An office manager with 3 years 7 months' service was unfairly dismissed after calling her managers 'dickheads' in jest during a heated meeting. The tribunal found the employer's subsequent disciplinary process was contrived and awarded £15,042.81.

Senior financial assistant (35 years' service in local government) v Connah’s Quay Town Council

A senior financial assistant with 35 years' service in local government was told she lacked the two-year continuity needed for an ordinary unfair dismissal claim after just one month with a new council. The tribunal dismissed her argument that her contract preserved her previous service.

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.

Former employee v Skins Laser Clinic Ltd

A former employee of Skins Laser Clinic Ltd won nearly £19,000 in compensation after the company failed to respond to her tribunal claim, leading to a default judgment for unfair dismissal and race discrimination.

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.

Hotel manager (4 years' service) v Delfino Logic Limited

A tribunal dismissed a hotel manager's claims for unfair dismissal, disability discrimination and unpaid wages because they were presented over a month late. The judge found that his ADHD did not prevent him from bringing the claim on time.

Former employees v TAL Precision Engineering Ltd

TAL Precision Engineering Ltd failed to pay wages for three months, leading to successful claims for unpaid wages, redundancy pay, and constructive unfair dismissal. The tribunal also applied a 25% ACAS uplift for failing to follow statutory procedures.

Online Editor (6 years' service) v Al Quds Al-Arabi Publishing & Advertising

An online editor who was paid a monthly retainer and subject to editorial control has been found to be an employee and unfairly dismissed. The tribunal awarded £32,020.80 in compensation.

Overseas Detainee Custody Officer (9 years' service) v Mitie Care and Custody Limited

An overseas detainee custody officer who was dismissed after four years of sickness absence had his unfair dismissal and disability discrimination claims rejected because he presented them too late, despite the tribunal accepting he had a good reason for the initial delay.

Former employee (commission-based sales role) v Sera Neon Ltd

A former sales employee's claim for unpaid commission was struck out after she failed to comply with tribunal orders and admitted she had no legal argument to overcome a contractual discretion clause. The tribunal also ordered her to pay £10,000 in costs.

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.

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.

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.

Apprentice gas fitter (18 years old, 14 months' service) v DW Gas Services Limited

An 18-year-old apprentice gas fitter has been awarded £5,613 after his employer failed to pay his contractual wages, dismissed him without notice, and never provided written terms or pay statements.

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.

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.

Customer Service Advisor (2 months' service) v Ascensos Limited

A tribunal ruled that a customer service advisor who worked for only two months was not disabled under the Equality Act, dismissing her disability discrimination claims against Ascensos Limited.

Leading Project Geophysicist (4 years' service) v Petrotrace Limited

A 62-year-old Leading Project Geophysicist was unfairly dismissed and subjected to age discrimination after the company's majority shareholder repeatedly called for his replacement with younger employees. The Reading tribunal awarded £340,212.80.

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.

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.

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.

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.

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.

Former employee v Real Coffee Bag Company Limited

A former employee's unfair dismissal claim against Real Coffee Bag Company Limited was struck out because she had not worked there long enough. The tribunal also dismissed her other claims after she failed to attend the hearing.

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.

Former employee v Teleperformance Ltd

A tribunal dismissed all claims from a former Teleperformance Ltd employee because they were presented too late and the claimant did not attend the final hearing or provide any explanation for the delay.

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.

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.

Former employees (21 claimants) v PARC (Essex) Limited

A tribunal awarded protective awards, redundancy pay, and unpaid wages to 21 former employees of PARC (Essex) Limited after the company ceased operations without any consultation or notice.

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.

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.

Former employee v Dr French Memorial Home Limited

A former employee's unfair dismissal claim against Dr French Memorial Home Limited was struck out after she failed to attend a hearing and ignored tribunal orders, even after being given a second chance.

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.

Security guard (10 weeks' service) v ESG Security Limited

A security guard who resigned after just 10 weeks has been awarded £5,892 by an employment tribunal for constructive unfair dismissal, including notice pay and pension loss.

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.

Car mechanic v NK MOT Limited

A car mechanic who was summarily dismissed after a missing tool was found in his toolbox had his unfair dismissal claim rejected because he presented it 17 days after the legal deadline.

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.

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.

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.

Head of Sales (3 years' service) v Sequin Art Ltd

A Head of Sales with 3 years' service was unfairly dismissed after a series of conduct allegations, including a joke about a 'drive-by shooting'. The tribunal awarded £27,777.76, reduced by 25% for contributory fault.

UK Head of Environment, Health and Safety (EHS) (2 years' service) v Piramal Healthcare UK Limited

A UK Head of EHS resigned after her employer ignored her grievance and threatened sick pay. The tribunal found constructive unfair dismissal and wrongful dismissal, with remedy to be decided.

Former employee v Al-Khair Foundation

A former employee brought claims for unfair dismissal, disability discrimination, and more against Al-Khair Foundation, but all were dismissed as presented too late.

Former employee v The Commissioners for HM Revenue and Customs

A former HMRC employee who did not attend his final hearing after three postponement requests were refused has had all his claims dismissed by the Newcastle Employment Tribunal.

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.

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.

Administrator, Office Manager and Business Manager and Compliance Officer (10 years' service) v Peter Radelat t/a PR Employment Law Specialists

An employment law specialist who closed his business due to ill health was found to have unfairly dismissed his administrator of 10 years. The tribunal awarded compensation for the unfair dismissal and failure to provide written particulars.

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.

Former employee v Riley Foods Limited

A former employee won nearly £15,000 after being unfairly dismissed by Riley Foods Limited, with the tribunal adding a 25% uplift for the company's failure to follow the ACAS Code of Practice.

Former employee v Reckitt

A former employee's claim of constructive unfair dismissal and discrimination against Reckitt was dismissed because she presented her claim over five months after her employment ended, missing the time limit by two days.

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.

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.

Former employee v Bedwellty Park Residential Home Limited

A former employee of Bedwellty Park Residential Home has been awarded £16,439 after the tribunal found she was unfairly and wrongfully dismissed, and that the home made unauthorised deductions from her wages.

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.

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 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.

Former employee v West Midlands Ambulance Service University NHS Foundation Trust

A former employee who failed to attend his final hearing and repeatedly ignored tribunal orders has had all his claims dismissed. The tribunal found no realistic prospect of progressing the case.

Cleaner (4 years' service) v Ms Z Nicholson (trading as "Hestia Cleaning Services")

A cleaner with four years' service was found to be automatically unfairly dismissed when the new cleaning contractor refused to take him on. The tribunal awarded £1,372.

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.

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.

Global Head of Marketing (2 years' service) v LREsystem Limited

A tribunal found that a medical technology company unfairly dismissed its Global Head of Marketing by making him redundant without consultation, and awarded him £89,013 including £74,800 in unpaid salary.

Former manager v MS and AC Banbury

A former manager's claims for whistleblowing detriment and unauthorised wage deductions were struck out after she presented them late and failed to attend the preliminary hearing.

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.

Restaurant employee (4 months' service) v Morgarten Restaurants Ltd

An employee who resigned after four months due to constructive dismissal has been awarded £2,579 for unpaid wages, holiday pay, and notice pay. The restaurant company, now in liquidation, failed to pay her final earnings.

Locum physiotherapist (agency worker) v Hywel Dda University Local Health Board

A locum physiotherapist who claimed he was unfairly dismissed had his case thrown out after the tribunal found he was a worker, not an employee, and failed to comply with court orders.

Online magazine editor (British citizen, based in Indonesia) v Observatory Southeast Asia Limited

A British citizen who worked remotely from Indonesia for a UK company has won a preliminary ruling that the employment tribunal has territorial jurisdiction over her unfair dismissal and discrimination claims.

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.

Former employee v Dannii Matthews Limited

A former employee won £15,298 after being unfairly dismissed by redundancy and having wages unlawfully deducted. The employer failed to present a valid response.

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.

Former employee (engineer, 15 years' service) v Transport for London

A former Transport for London engineer had his whistleblowing detriment claim struck out after trying to relitigate a disclosure already decided by a previous tribunal. He was ordered to pay £2,940 in costs for withdrawing the rest late.

Former employee v Barts Health NHS Trust

A former employee's unfair dismissal and discrimination claim was struck out after he failed to comply with orders, respond to correspondence, or attend the hearing. The tribunal found his delay was intentional and disrespectful.

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.

Administrator (5 months' service) v All Techmart UK Limited

An administrator who was sexually harassed by her boss, who sent explicit texts and propositioned her, has been awarded £17,607 by an employment tribunal. The employer failed to defend the claim.

Former apprentice electrician v Power Up Manchester Limited

A former apprentice electrician had his unfair dismissal and discrimination claims dismissed after he failed to attend a preliminary hearing and ignored tribunal orders. The employer was awarded £760 in preparation costs.

Interim contractor (Project Accountant) v The Home Office

An interim contractor who worked for the Home Office for six months had his unfair dismissal claim struck out because he lacked two years' qualifying service. He was also ordered to pay £1,500 in costs after withdrawing his remaining claims on the first day of the final hearing.

Former employee v Atalian Servest Security Ltd

A former employee's claims for race discrimination and unlawful deduction of wages were dismissed because they were brought too late. The tribunal also refused a reconsideration application.

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.

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.

Housekeeper (shared domestic arrangement) v Christopher Giddings

A woman who lived in a man's home and performed housekeeping tasks was found not to be an employee or worker, leading to dismissal of her unfair dismissal claim and a costs order of £11,130.

Former employees v Cheshiregate Property Services Limited

Two former employees of Cheshiregate Property Services were awarded over £45,000 after the company failed to defend claims of redundancy pay, notice pay, and unpaid wages.

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 (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.

Former employee v T4 Trust

A former employee's unfair dismissal claim was struck out after he presented his claim 15 days after the three-month time limit expired. The tribunal rejected his argument that he relied on advice from his union representative.

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.

Executive General Manager (2 years' service) v Eastman Staples Ltd

An executive general manager with two years' service was unfairly dismissed for alleged gross misconduct. The company entered liquidation and did not defend the claim, resulting in a £13,716 award.

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.

Former employee v Reclamet Ltd

A former employee of Reclamet Ltd settled their unfair dismissal claim for £31,000 after the tribunal found the company breached the ACAS Code of Practice and dismissed without notice.

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.

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.

Business analyst (4-5 years' service) v Barclays PLC and others

A business analyst who resigned from Barclays in April 2021 but did not bring his claim until August 2022 had his case dismissed as out of time. The tribunal found his mental health condition did not prevent him from acting sooner.

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.

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.

Former employee v Mr Anthony Goodrich and Openmart Ltd

A former employee's race and age discrimination claims were automatically dismissed after she failed to comply with an Unless Order, and her remaining claims were struck out for non-compliance and lack of active pursuit.

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.

Former employee v Octo Members Group Ltd

A former employee who lost his sense of taste and smell after a brain injury failed to prove he was disabled, as the tribunal found his symptoms were not likely to last 12 months. His disability discrimination claim was dismissed.

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.