Reached the merits

Community Development Manager (2 years' service) v Spelthorne Borough Council

A Community Development Manager who claimed she was dismissed for whistleblowing lost her case. The tribunal found the council's decision was due to an irretrievable breakdown in working relationships, not her protected disclosures.

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

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

Chartered accountant (former employee) v Bennbridge Services LLP

A former chartered accountant who made multiple applications to amend her whistleblowing and sex discrimination claims avoided a costs order, even though most amendments were refused. The tribunal said her conduct was not unreasonable or vexatious.

Installations Manager (20 years' service) v Park Lane Windows Ltd

A long-serving installations manager was constructively dismissed after being demoted twice without consultation. The tribunal awarded £24,331.

Before and after school club leader (2 years' service) v The Governing Body of St Michael’s Church of England School Middleton

A before and after school club leader who refused to attend work during the pandemic claiming serious and imminent danger has lost her unfair dismissal claim. The tribunal found her belief was not reasonable given the school's risk assessments.

Care home manager (7 months' service) v Porthaven Care Homes No2 Ltd

A care home manager who claimed he was automatically unfairly dismissed for raising concerns about resident safety lost his case. The tribunal found the decision-maker did not know about the disclosures and dismissed him for genuine belief in gross misconduct.

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.

Lead Software Consultant (6 years' service) v ICT Infotech Ltd

An employment tribunal struck out a Lead Software Consultant's whistleblowing detriment and automatically unfair dismissal claims, leaving only an ordinary unfair dismissal claim to proceed. The tribunal also refused the employer's bid to strike out the remaining claim due to the claimant's conduct.

Approved Mental Health Professional (agency worker) v North Yorkshire Council

An Approved Mental Health Professional who withdrew from work citing serious danger lost his whistleblowing and health and safety detriment claims. The tribunal found his concerns did not amount to a protected disclosure or a reasonable belief of imminent danger.

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 (31 years' service) v Wolseley UK Limited

A tribunal has ruled that Wolseley UK Limited fairly dismissed a long-serving employee by reason of redundancy, rejecting claims of age discrimination, harassment, and victimisation.

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.

Consultant ophthalmologist (8 years' service) v University Hospitals of Morecambe Bay NHS Foundation Trust

An NHS consultant who stopped on-call duties and refused to engage with his clinical lead was fairly dismissed for a breakdown in trust and confidence, the tribunal has ruled.

Managing Director (1 year 1 month service) v Inglis Jane Limited

A managing director with a six-month notice period was dismissed by email after raising concerns about unpaid expenses and pension contributions. The tribunal awarded £25,000 for wrongful dismissal but rejected his protected disclosure claim.

Legal services provider (locum lawyer) v Hogan Lovells International LLP

A locum lawyer's claim for automatic unfair dismissal over alleged whistleblowing was struck out because the disclosure came months after his engagement ended. He was also ordered to pay £8,000 in costs for unreasonable conduct.

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.

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 (11 years' service) v Motus Commercials Limited

A tribunal dismissed all claims from a former employee with 11 years' service and a clean disciplinary record, finding his misconduct dismissal fair and not discriminatory.

Branch Manager (8 years' service) v VP Plc (1) and Brandon Hire Station Limited (2)

An employment tribunal has upheld the dismissal of a branch manager who used 'dump codes' to circumvent the company's asset tracking system, rejecting his claims of unfair dismissal and whistleblowing.

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.

Customer Care Assistant / Lead Customer Host (10 years' service) v First Greater Western Limited

A Customer Care Assistant with 10 years' service was unfairly dismissed after being accused of breaching a COT3 settlement agreement. The tribunal awarded £9,074, but applied a 50% 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.

Skilled mechanical maintenance fitter (22 years' service) v Vauxhall Motors Ltd

Three skilled maintenance fitters with up to 25 years' service were unfairly dismissed by Vauxhall Motors after a flawed investigation into an anonymous letter about overtime. The tribunal rejected claims of whistleblowing or union-related automatic unfair dismissal.

Former employee v Bridge Medical Solutions Ltd

Two former employees of Bridge Medical Solutions Ltd have won their claims for automatic unfair dismissal after being sacked for making protected disclosures. The tribunal awarded a total of £27,286 in compensation.

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.

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.

Registered mental health nurse (2 years 9 months' service) v Cygnet NW Limited

A registered mental health nurse who alleged race discrimination and harassment by Cygnet NW Limited has had all his claims dismissed by the Sheffield Employment Tribunal.

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.

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.

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.

General Manager (charity founder) v Like U CIO

A general manager who resigned over a hostile working environment was later dismissed for gross misconduct. The tribunal found he was wrongfully dismissed but his whistleblowing claim failed because it was brought too late.

Housing Officer (agency worker, 1 month service) v Central Bedfordshire Council

A housing officer who worked for Central Bedfordshire Council for just one month via an agency had her claims of whistleblowing detriment and harassment related to disability and transgender status dismissed by the Watford Employment Tribunal.

Head of Workforce Development and Engagement (resigned) v North Tees and Hartlepool NHS Foundation Trust

A head of workforce development who resigned alleging constructive dismissal and whistleblowing had her claims struck out after she repeatedly failed to comply with case management orders and stopped engaging with the tribunal.

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.

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.

Regional Manager (care homes, probationary period) v Sanctuary Care Limited

A regional manager dismissed during her probationary period for capability reasons lost her claim that she was automatically unfairly dismissed for whistleblowing. The tribunal found her protected disclosure played no part in the decision.

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.

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.

Chartered physiotherapist (Head Sports Physiotherapist, 5 months' service) v Barnet Football Club Ltd

A head sports physiotherapist was constructively dismissed after being investigated and having her grievance rejected following her pregnancy disclosure. The tribunal awarded £18,152.48.

Procurement Director (9 years' service) v Northern Housing Consortium Ltd

A procurement director who resigned after raising concerns about commission on expired contracts has lost her tribunal claims for constructive unfair dismissal, whistleblowing detriment and disability discrimination.

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.

Consultant Obstetrician and Gynaecologist (9 years' service) v West Hertfordshire Hospitals NHS Trust

An employment tribunal has dismissed all claims by a consultant obstetrician and gynaecologist who argued she was unfairly dismissed for whistleblowing and race discrimination, upholding the NHS trust's decision to dismiss her on capability grounds after a coroner found her account of a baby's death unreliable.

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.

Research Assistant (12 years' service) v Newcastle University

A research assistant with 12 years' service lost her claim for unfair dismissal, whistleblowing detriment and disability discrimination after the tribunal found her redundancy was genuinely due to loss of funding.

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.

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

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

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

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

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.

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.

Community development worker (4 months' service) v The Complete Care Group Limited

A community development worker with four months' service was dismissed for missing a shift. The tribunal found the reason was absence, not her protected disclosures.

Driving examiner (14 years' service) v Driving & Vehicle Standards Agency

A driving examiner with 14 years' service was dismissed for taking photos of a colleague's personal data. The tribunal found the dismissal fair and rejected all claims of discrimination and whistleblowing detriment.

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.

Head of Policy and Participation (3 years' service) v The Royal Society for the Encouragement of Arts, Manufactures and Commerce

A head of policy was automatically unfairly dismissed after giving a newspaper interview criticising her employer's approach to union recognition. The tribunal awarded £6,959 in basic award.

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.

Locum Clinical Neuropsychologist (fixed-term contract) v The Disabilities Trust

A locum clinical neuropsychologist's claim for unfair dismissal after sending a 'Letter of Concern' about a former colleague's dismissal has been struck out. The tribunal found the letter was not a qualifying protected disclosure.

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.

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.

Security supervisor (22 years' service) v Bidvest Noonan (UK) Limited

A security supervisor with 22 years' service was fairly dismissed for a fundamental breakdown of trust and confidence after he repeatedly emailed senior management and a client threatened to cancel its contract. The tribunal upheld the employer's decision.

Youth Services Manager (2 years' service) v Queen’s Crescent Community Association

A tribunal has dismissed a youth services manager's claim that she was automatically unfairly dismissed for whistleblowing, finding that her concerns about financial mismanagement were not protected disclosures.

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.

Head of People Services (4 months' service) v Chief Constable of Merseyside Police

A Head of People Services with only four months' service was dismissed for lack of suitability during her probation. The tribunal found no link between her protected disclosures and the dismissal, rejecting claims of automatic unfair dismissal and detriment.

Apprentice beauty therapist (aged 17, less than 3 months' service) v Miss Gemma Boardman trading as House of GB

A 17-year-old apprentice beauty therapist who complained about not receiving rest breaks was dismissed during her trial period. The tribunal found the real reason was a stock incident, not her complaints, so the dismissal was fair.

Pre-school practitioner v St Mark’s Pre-School

A pre-school practitioner who claimed she was dismissed for whistleblowing lost her case after the tribunal found her disclosures did not tend to show health or safety endangerment.

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.

Former employee v Beechwood Property Services Ltd

A former employee who was sacked for alleged dishonesty over a positive Covid-19 test in Cameroon lost his unfair dismissal claim but won £1,536.60 for wrongful dismissal. The tribunal found the dismissal was procedurally fair but the employer failed to give proper notice.

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.

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.

Office administrator v Manceps Limited

An office administrator dismissed during her probation period failed to convince a tribunal that her refusal to sign a loan document was a protected disclosure. The interim relief application was refused.

Former employees v Disclosure and Barring Service

A tribunal struck out all claims brought by four former employees of the Disclosure and Barring Service, finding their conduct of the litigation was so unreasonable that a fair hearing was no longer possible.

Wedding events manager (Mrs Brake) and Facilities and land manager (Mr Brake) v Axnoller Events Ltd (1), The Cheddington Court Estate Ltd (2), Dr Geoffrey Guy (3), Mr Russell Bowyer (4)

A married couple who worked as wedding events and facilities managers were fairly dismissed after a heated meeting where the husband shouted at the company owner. The tribunal rejected claims of unfair dismissal, disability discrimination, and whistleblowing detriment.

Nursing Assistant (18 years' service) v University College London Hospitals NHS Foundation Trust

A tribunal struck out an unfair dismissal claim by a nursing assistant with 18 years' service after she failed to comply with orders, including providing a witness statement. No compensation was awarded.

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.

Former employee v Baber Khan

A former employee won over £29,000 for constructive unfair dismissal and wrongful dismissal, but her claims of detriment and automatic unfair dismissal for protected disclosure were dismissed.

Restaurant manager (6 months' service) v 11 Berkeley Street Ltd T/a Jeru Restaurant

A restaurant manager with six months' service who reported mouse droppings and chef misconduct was not automatically unfairly dismissed, but won £3,201 for unpaid tronc and holiday pay.

Commercial Service Manager (22 years' service) v Denbighshire County Council

A 22-year council employee who set up a private company without telling his employer was fairly dismissed for gross misconduct, the tribunal ruled.

Beer delivery van driver (9 months' service) v Forest Road Brewing Company Limited

A beer delivery driver with only nine months' service was automatically unfairly dismissed after repeatedly raising health and safety concerns about overloaded vans. The tribunal awarded £9,436.63 in compensation.

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.

Data Protection Officer (9 months' service) v The Veterinary Defence Society Limited

A Data Protection Officer who alleged he was dismissed for making protected disclosures saw his claim struck out after failing to comply with tribunal orders. His interim relief application was dismissed for not meeting the high threshold of a 'pretty good chance' of success.

University academic (disabled employee) v University of the West of England

A university academic with Parkinson's disease was allowed to pursue her unfair dismissal claim 10 days late after the tribunal found it was not reasonably practicable to file on time due to her disability and IT problems.

Former employee (2 years' service) v BLE Lighting and Power Ltd

A former employee with two years' service won £2,575.34 in unfair dismissal compensation after losing his company car, even though he found a higher-paying job. The tribunal awarded £4,000 for the car benefit, reduced by 75% for contributory fault.

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.

Nurse (care home) v Alliance Care (Dales Homes) Limited

A care home nurse who claimed race discrimination after receiving a final written warning for a fire safety breach has had his claim dismissed. The tribunal found no less favourable treatment compared to other staff.

Trader (7 years' service) v EDF Trading Limited

A trader with 7 years' service was unfairly dismissed by EDF Trading Limited after a flawed investigation into an alleged leak of confidential information. The tribunal found the dismissal procedurally unfair but rejected his whistleblowing claim.

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.

Senior Electrical Engineer/Supervisor (8 years' service) v Bechtel Ltd

An employment tribunal found that Bechtel Ltd unfairly dismissed a senior electrical engineer during a redundancy process, ruling that the selection lacked transparency. The claimant's race, caste, and whistleblowing claims were dismissed.

Former employee v Tricrest Homes Limited

A former employee of Tricrest Homes Limited has been awarded over £7,000 after being paid less than female colleagues for the same work, leading to his constructive unfair dismissal.

Former employee v ISWP Support Services Limited

A former employee who resigned after being required to attend a disciplinary investigation meeting following protected disclosures has won claims for detriment, disability discrimination, harassment and victimisation, but her constructive unfair dismissal claim was dismissed. She was awarded £12,822.78.

Live-in carer (6 years' service) v The Good Care Group London Limited

A live-in carer with six years' service was fairly dismissed for long-term incapacity, the tribunal found. Her claims of whistleblowing and victimisation were dismissed.

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.

Support worker (2.5 months' service) v Accomplish Group Limited

A support worker with 2.5 months' service was fairly dismissed for gross misconduct after swearing at a person they supported. The tribunal rejected claims of disability discrimination because the employer did not know of his undiagnosed ADHD.

Police Inspector and Chief Inspector (17 years' service) v The Chief Constable of Thames Valley Police

A police inspector who raised concerns about the handling of sensitive health data resigned claiming constructive dismissal. The tribunal found he made protected disclosures, but the treatment he suffered was not because of them.

Pre-school employees (manager and staff) v Management Committee of St Philips Community Centre

Four pre-school employees claimed unfair dismissal after redundancy, but the tribunal first had to decide who their employer was – the management committee, the church council, or individuals.

Care home employee v Llysywaun Ltd

A care home employee who was unfairly dismissed for raising food hygiene and safeguarding concerns won her liability case, but the remedy claim was dismissed when she did not attend the hearing.

Project Manager (charity sector, 1 year 5 months' service) v Blackpool Community Homeless Project

A project manager who made six protected disclosures about financial irregularities and safety failings at a homeless charity was automatically unfairly dismissed. The tribunal awarded £5,000 compensation.

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.

Lift engineer's mate (5 months' service) v Lift Gear Engineering Limited

A lift engineer who raised safety concerns about unqualified workers was automatically unfairly dismissed. The tribunal awarded £12,609.52, including a 25% ACAS uplift for the employer's failure to follow disciplinary procedures.

Software developer (contractor, 6 weeks' service) v Sky UK Limited

A software developer who raised concerns about multi-user discrimination in a Slack channel has lost his whistleblowing claim after the tribunal found his message did not amount to a protected disclosure of information.

Universal education facilitator (1 year's service) v Turning Point

A tribunal refused to strike out a universal education facilitator's whistleblowing and victimisation claims against Turning Point, but ordered her to pay a £150 deposit for each to proceed.

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.

Business Development Coordinator (18 months' service) v Garic Ltd

A Business Development Coordinator who resigned after raising GDPR concerns about cold calling lost his claims for whistleblowing detriment and constructive unfair dismissal. The tribunal found no breach of contract or protected disclosure before his resignation.

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.

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.

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.

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.

Caretaker (15 years' service) v Islington Borough Council

A caretaker dismissed after 15 months' sickness absence lost his unfair dismissal claim, but was awarded £1,628.02 for unpaid holiday pay.

Former employee v Warburtons Limited

A former employee's unfair dismissal and discrimination claims were struck out after he failed to particularize them despite multiple hearings and warnings. The tribunal found no reasonable prospect of success and unreasonable conduct.

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.

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.

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.

Care worker (2 years' service) v Enlightenment Care Services

A care worker who was dismissed after making a protected disclosure has won her automatic unfair dismissal claim after her employer failed to respond to the tribunal claim on time. She was awarded £15,722.

Former employee v Trafford College Group

A former employee who resigned and claimed constructive dismissal for whistleblowing and health and safety reasons has lost her case after the tribunal found no evidence of detriment or dismissal for those reasons.

Senior healthcare assistant (3 years' service) v The Spitalfields Practice

A senior healthcare assistant was unfairly dismissed after a breakdown in working relationships, but the tribunal applied a 75% Polkey reduction, awarding £6,975.14 in compensation.

Team Leader (1 month's service) v Lifeways Community Care Limited

A team leader who resigned after just one month in post lost his claims of constructive dismissal and race discrimination after the tribunal found he had not made a protected disclosure to the CQC.

Team Leader (13 years' service) v Care UK Community Partnership Ltd

A team leader dismissed for failing to complete accident reports was unfairly dismissed because the real reason was his whistleblowing. Tribunal awards £40,670 after 30% reduction for his conduct.

Health Care Support Worker (4 years' service) v Avon and Wiltshire Mental Health Partnership NHS Trust

A Health Care Support Worker with four years' service was fairly dismissed for failing to treat a service user with dignity, the tribunal ruled, rejecting claims of whistleblowing detriment and race discrimination.

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.

Road marking linesmen v WJ Roadmarkings North Ltd

Two road marking linesmen were fairly dismissed after GPS tracking showed they used a company vehicle to do private work during paid hours. The tribunal found the employer's investigation and decision were reasonable.

Senior Vice-President, Digital Product and Technology (4 years' service) v Dplay Entertainment Ltd

A senior vice-president was unfairly dismissed after his employer refused to reschedule a final redundancy consultation meeting, instead sending a dismissal email when he couldn't attend due to his mother's medical appointment. The tribunal awarded £658.71 in compensation.

Finance director (38 years' service) v Implex Consultants Ltd

A finance director with 38 years' service was fairly dismissed for gross misconduct after taking confidential documents from a locked cupboard to help a family member in a legal dispute with his employer. The tribunal rejected his whistleblowing claims.

Care home employee v Hilbre Care Ltd (in creditors voluntary liquidation)

A care home employee who was dismissed and subjected to detriments after making a public interest disclosure has been awarded £15,963.47 by the Liverpool Employment Tribunal.

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.

Service Engineer (9 years' service) v AMC XL Ltd

An employment tribunal dismissed a service engineer's claim for constructive unfair dismissal and disability discrimination after he resigned over a PPE dispute and a drug test he failed to complete.

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.

Personal support worker (3 years' service) v Mr A Shakespeare

A personal support worker who was dismissed after 18 months' absence due to bowel cancer and a hernia has lost her unfair dismissal claim. The tribunal found the dismissal was fair, and even if the procedure had been flawed, she would have been dismissed anyway.

Registered social worker v Trafford Council

A registered social worker who resigned and claimed constructive unfair dismissal after allegedly blowing the whistle has had his claim thrown out. The tribunal found no protected disclosure and no fundamental breach of contract, and ordered him to pay £2,700 in costs.

Civil servant (Higher Officer, Commercial Directorate, HMRC) v HM Revenue and Customs

A long-serving HMRC civil servant who covertly recorded meetings with his manager had his unfair dismissal and whistleblowing claims dismissed after the tribunal found a fair trial was impossible.

Former employee v Riddwood Consulting Engineers Ltd (in voluntary liquidation)

A former employee who made a protected disclosure was unfairly dismissed and suffered detriment. The tribunal awarded over £6,300, including £5,000 for injury to feelings.

Welfare Caseworker (12 years' service) v Luton Irish Forum

A welfare caseworker with 12 years' service lost her claim for detriment and constructive dismissal after the tribunal found that disciplinary proceedings were prompted by her threatening behaviour, not by her protected disclosures.

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.

Senior Mobility Specialist (14 months' service) v Lets Deel Ltd

A Senior Mobility Specialist who resigned after allegedly being pressured to take on an authorising officer role failed to win interim relief for automatic unfair dismissal. The tribunal found she did not have a 'pretty good chance' of success.

Former employee v Currys Group Ltd

An unfair dismissal claim against Currys Group Ltd has been struck out after the former employee failed to comply with case management orders, did not contact the tribunal or employer for over four months, and did not attend the hearing.

Former employee v ATL Fulfilment Limited

A former employee's claims for constructive dismissal, disability discrimination and protected disclosure detriment were struck out after she failed to comply with an Unless Order requiring further details of her complaints.

Sales manager (14 months' service) v Fugro GB Marine Limited

A sales manager who resigned after raising concerns about standard contractual terms lost his unfair dismissal claim when the tribunal found his disclosures were not protected.

Support worker (15-16 years' service) v Future Directions CIC

A support worker who resigned after raising COVID-19 PPE concerns lost her constructive dismissal and whistleblowing claims. The tribunal found no breach of trust and confidence.

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.

Project Coordinator (12 years' service) v London Borough of Southwark

A project coordinator with 12 years' service was fairly dismissed for failing to declare property ownership on a housing application and providing false information about his brother. The tribunal also dismissed his whistleblowing claim and ordered him to pay £5,000 in costs.

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.

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.

Community Phlebotomist (11 years' service) v St Helens and Knowsley Teaching Hospitals NHS Trust

An employment tribunal has ruled that St Helens and Knowsley Teaching Hospitals NHS Trust fairly dismissed a community phlebotomist with 11 years' service due to her poor attendance record. No compensation was awarded.

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.

Book-keeper and administrator (5 years' service) v Jewellery Validation Services Ltd

A book-keeper and administrator was unfairly dismissed after her employer used redundancy as a pretext to end her employment following the breakdown of divorce settlement negotiations. The tribunal awarded £8,922.50.

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.

Lead Referral Coordinator (3 years 8 months' service) v Berkshire Healthcare NHS Foundation Trust

A tribunal dismissed all claims by a Lead Referral Coordinator who resigned and alleged constructive dismissal and detriment for raising patient safety concerns at Berkshire Healthcare NHS Foundation Trust.

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.

Human Resources Advisor (5 years' service) v Southport & Ormskirk NHS Trust

A tribunal found that an NHS Trust unfairly dismissed a Human Resources Advisor who raised concerns about misuse of COVID-19 funds, but awarded only £12,606 after ruling she would have been dismissed anyway.

Service colleague (15 years' service) v Asda Stores Ltd

A service colleague with 15 years' service was fairly dismissed for gross misconduct after making unsubstantiated race discrimination allegations. The tribunal rejected claims of automatic unfair dismissal and victimisation.

Former employee (Border Force officer) v Secretary of State for The Home Department (Border Force)

A former Border Force officer who failed to disclose a previous gross misconduct dismissal on his application was fairly dismissed. The tribunal found the employer's investigation and decision were within the band of reasonable responses.

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.

Regional Sales Manager (2 years 7 months' service) v Syspal Ltd

A tribunal found that Syspal Ltd unfairly dismissed a Regional Sales Manager with 2 years 7 months' service because the redundancy selection process was pre-determined and the scoring matrix flawed. He was awarded £32,735 in compensation.

Dispenser (20 hours per week) v Wyncroft Surgery (A Partnership)

A part-time dispenser who raised patient safety concerns about medication mix-ups and sabotage was summarily dismissed. The tribunal refused interim relief, finding she did not have a 'pretty good chance' of proving her dismissal was due to whistleblowing.

Restaurant employee (9 years' service) v Red Fortuna Limited, trading as Ciao Baby Restaurant

A 9-year restaurant employee was unfairly dismissed after raising concerns about furlough fraud, but his claim for automatic unfair dismissal due to protected disclosure failed. The tribunal awarded £6,300 in compensation.

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.

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.

Consultant Radiologist (2 years 9 months' service) v North West Anglia NHS Foundation Trust

A consultant radiologist who suffered migraines and exhaustion due to overwork and caring responsibilities was found not to be disabled under the Equality Act 2010. The tribunal ruled that his conditions were a normal reaction to his lifestyle, not an impairment with substantial adverse effects.

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.

Distribution centre HGV driver (2 years' service) v Tesco Stores Limited

An HGV driver who was dismissed for aggressive behaviour after managers contacted him on his personal smartphone without permission has won his unfair dismissal claim, but lost his whistleblowing case. The tribunal found the dismissal was procedurally unfair.

Lead Design Engineer (12 years' service) v Marshalls Group Limited

A tribunal has ruled that a Lead Design Engineer with 12 years' service was fairly dismissed for redundancy after scoring lowest on a selection matrix. The claim was dismissed in full.

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.

District Nursing Team Leader (16 years' service) v Cardiff and Vale University Local Health Board

A district nursing team leader who raised concerns about inadequate PPE and risk assessments during the COVID-19 pandemic has won her claim for detriment against Cardiff and Vale University Local Health Board. The tribunal found she was isolated from her team and her role was changed after making protected disclosures.

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.

Mechanical technician (1 year 6 months' service) v United Kingdom Atomic Energy Authority

A mechanical technician who raised covid-19 safety concerns was investigated for setting up cryptocurrency miners on site. The tribunal dismissed his whistleblowing claim, finding the investigation was about the miners, not his disclosures.

Former employee v Kentucky Fried Chicken Limited

A wasted costs application against a former employee's solicitors was refused because, although their late responses were negligent, the preliminary hearing would have happened anyway.

Solid Surface Fitter (4 years' service) v Howden Joinery Limited

An employment tribunal has rejected an unfair dismissal claim from a solid surface fitter who was dismissed on capability grounds after two years of sickness absence, finding the employer acted reasonably.

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.

Former employee (school staff) v Al Iman Community Educational Services Ltd.

A school staff member who claimed she was unfairly dismissed after an investigation meeting was found by the tribunal to have resigned voluntarily. Her claim was dismissed and she was ordered to pay £300 in costs.

Former employee v Ryecourt Limited

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

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

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

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

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

Reablement Support Worker (19 months' service) v North East London NHS Foundation Trust

The tribunal dismissed all claims by a former NHS support worker who alleged he was unfairly dismissed for raising concerns about PPE, finding that his disclosures were not protected and his dismissal was due to gross misconduct involving homophobic harassment.

Chief Human Resources Officer (CHRO) on Executive Committee v Co-operative Group Limited

A Chief Human Resources Officer was unfairly dismissed by Co-operative Group Limited after a sex-biased performance appraisal and a flawed reorganisation. The tribunal awarded £101,373 in compensation.

Trade Counter Sales Manager (2 years 11 months' service) v Charles Watts Engineering Limited

A Trade Counter Sales Manager who raised COVID-19 safety concerns was unfairly dismissed after his employer gathered customer complaints against him. The tribunal found the investigation and disciplinary process were flawed.

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

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

Care worker (9 months' service) v Heheals Pharmaceutical Services Ltd t/a Christchurch Care

A care worker with nine months' service was constructively dismissed after reporting a colleague's failure to wear PPE and other concerns. The tribunal found she was subjected to detriments and victimised for making protected disclosures.

Former employee v Kloo Ltd

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

Former employee v The Collective (Living) Limited (in administration)

A tribunal dismissed a former employee's claim against her employer's insurer, finding the insurer was entitled to avoid the policy because the employer had dismissed her against legal advice. No damages were awarded.

Primary school teacher (2 years' service) v Orchard Prep Ltd

A tribunal ruled that a teacher who invoiced via her limited company was an employee from September 2019, enabling her to pursue claims for unfair dismissal and whistleblowing.

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

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

Engagement and Involvement Manager (9 years' service) v NHS Cheshire and Merseyside Integrated Care Board

A manager with nine years' service failed to prove he was constructively dismissed or discriminated against after resigning from NHS Cheshire and Merseyside Integrated Care Board. The tribunal dismissed all claims including disability discrimination, harassment, and whistleblowing detriment.

Former employee v London EV Company Limited

An employment tribunal refused to strike out a former employee's disability discrimination claim despite years of missed deadlines, but imposed strict conditions to get the case to trial.

Commercial Director (19 months' service) v Peterborough Limited

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

Care home worker (13 days' service) v Four Seasons (No 7) Limited

A care worker who was dismissed after just 13 days for reporting a colleague's abuse of a resident has won her unfair dismissal claim. The tribunal awarded £4,217.68 in compensation.

Postman (16 years' service) v Royal Mail Group Ltd

A postman with 16 years' service who took undelivered mail home on Christmas Eve had his unfair dismissal claim struck out after the tribunal found his conduct during proceedings was scandalous, unreasonable, and vexatious.

Process Manager (5 years' service) v TFC Holdings London Limited

A Process Manager who had his entire fortnightly pay withheld was constructively dismissed. The Watford tribunal awarded him £54,819.16 for unfair dismissal, notice pay, and pay statement breaches.

General assistant (12 years' service) v Sainsbury’s Supermarkets Limited

A Sainsbury's general assistant with 12 years' service was fairly dismissed after posting accusations of racist mindsets on Yammer and breaching suspension conditions. The tribunal rejected claims of automatic unfair dismissal and victimisation.

Former employee v Callacab (UK) Ltd (in liquidation)

A former employee won over £41,000 in compensation for sex discrimination and unfair dismissal after her employer failed to defend the claim.

Nursery worker (2 years' service) v Bright Eyes Day Care Nursery Ltd.

A nursery worker with two years' service was unfairly dismissed for refusing to work her contractual hours, but her whistleblowing claims failed. She was awarded £959 in compensation.

Former employee (construction labourer) v St Edward Homes Limited

An employment tribunal struck out a series of claims brought by a former construction labourer against multiple respondents, finding them to be res judicata, an abuse of process, and totally without merit. The claimant was ordered to pay £20,000 in costs and £1,786 in preparation time.

Former employee v St Edward Homes Limited

A former employee's claim for protected disclosure detriment was struck out after the tribunal found the alleged acts were covered by judicial proceedings immunity and the claim was an abuse of process. A costs order of £20,000 was made.

First Line Leader (5 years' service) v Unilever UK Limited

A First Line Leader with 5 years' service was unfairly dismissed by Unilever after unclear instructions on social distancing measures and a 6-week investigation delay. The tribunal reduced compensation by 30% for his own contribution.

Senior director (shareholder) v Tower Demolition (Holdings) Ltd

A senior director who made protected disclosures about a fellow director's breaches of duty was automatically unfairly dismissed. The tribunal awarded £121,601.88, including a 25% uplift for failing to follow the ACAS Code.

IT Project Manager (fixed-term contract) v Warwickshire County Council

An IT project manager on a fixed-term contract brought multiple claims of race discrimination, victimisation and whistleblowing detriment against Warwickshire County Council. The tribunal dismissed every claim, finding he had invented allegations and created false documents.

IT/computing lecturer (8 years' service) v Bath College

An IT lecturer with eight years' service claimed he was forced to resign after raising concerns about 'dumbed down' assessments. The tribunal rejected his claims of constructive dismissal and whistleblowing detriment.

Accounts employee (6 years' service) v Defries Associates Ltd

An accounts employee who emailed 298 tenant contact details to an unsecured address was unfairly dismissed because no disciplinary procedure was followed, but a 100% contributory fault finding reduced his compensation to just £1,361.54.

Paramedic (employed from 2 Feb 2015, paramedic from 1 Aug 2016) v South Central Ambulance Service NHS Foundation Trust

A paramedic who claimed he was constructively dismissed for blowing the whistle over reduced supernumerary training hours has lost his case. The tribunal found only one of his disclosures was protected and caused no detriment.

Security Officer (4 years' service) v G4S Secure Solutions (UK) Ltd

A security officer with four years' service was unfairly dismissed after G4S mistakenly believed he could not legally work following his SIA licence revocation. The tribunal awarded £16,632.84.

Agency worker (approximately 2 years' service) v Reckitt Benckiser Healthcare (UK) Ltd

An agency worker who took photographs of alleged health and safety breaches and had a job offer revoked over a mistaken firearms conviction has lost his whistleblowing claim. The tribunal found he did not make a protected disclosure.

Former employee v DMT Solutions UK Limited t/as Bluecrest

A tribunal has upheld a decision to grant an employer an extension of time to submit its response, after the claim form was delayed in internal mail for several weeks.

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

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

Director (full-time working director) v The REC Horsham Limited

An employment tribunal dismissed a director's constructive dismissal claim after finding he was complicit in the company's failure to pay tax and National Insurance and abuse of the furlough scheme.

Room attendant (10 years' service) v Lainston House Limited

A room attendant with 10 years' service was unfairly dismissed for irretrievable breakdown of trust and confidence, but the tribunal found she would have been dismissed two weeks later anyway. She received a basic award of £1,665.

Mobile patrol officer (5 years' service) v G4S Secure Solutions (UK) Ltd

A mobile patrol officer who gave a dishonest account of a collision while using his mobile phone and not wearing a seatbelt has lost his unfair dismissal claim against G4S Secure Solutions (UK) Ltd.

Genetic Director (7 years' service) v Check4Cancer Ltd

A Genetic Director who resigned after feeling excluded from strategic decisions during her pregnancy has lost her constructive unfair dismissal and discrimination claims. The tribunal found the employer's actions were not because of her pregnancy.

Paint technician (6 years' service) v Autotech Reading Limited

A paint technician with autism who was selected for redundancy after scoring lower on a 'team working' criterion has lost his claims for unfair dismissal, whistleblowing detriment and disability discrimination.

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

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

Locum occupational therapist/care coordinator (13 weeks' service) v South West London and St George's Mental Health NHS Trust

A locum occupational therapist with Type 1 diabetes succeeded in her disability discrimination claim after her NHS trust employer failed to carry out a proper risk assessment and required her to return to work during the pandemic. The tribunal found the trust's actions amounted to a failure to make reasonable adjustments and harassment.

In-house employment solicitor (4 years' service) v National Union of Rail, Maritime and Transport Workers

An employment tribunal dismissed all 133 claims brought by an in-house solicitor against the National Union of Rail, Maritime and Transport Workers, including allegations of assault, constructive dismissal, and disability discrimination.

Headteacher (10 years' service) v The Governing Body of St Charles RC Primary School

A tribunal has upheld the dismissal of a headteacher with 10 years' service who was found to have smelled of alcohol and left children unsupervised. The school's investigation, though lengthy, was deemed reasonable.

Crime Scene Investigator (13 years' service) v Chief Constable of Wiltshire Police

A Crime Scene Investigator with 13 years' service resigned after his employer failed to act on a grievance report that backed his health and safety concerns. The tribunal found he was constructively unfairly dismissed.

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

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

Support worker v Pathway for Care Ltd

A support worker who resigned after being suspended following a physical intervention incident lost his claim for constructive unfair dismissal and detriment because of a protected disclosure about a resident's safety.

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

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

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

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

Bus driver v A & A Coach Travel Ltd

A bus driver with Asperger's Syndrome was constructively dismissed after repeated abusive comments on a WhatsApp group and threats to sack him if he pursued an insurance claim. The tribunal awarded £25,000 for injury to feelings.

Care worker (supporting service users) v iCare Living Limited

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

Dental practice employee v Park Cottage Dental Practice Limited

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

Former employee v Claim Time Limited t/a Claim Time Solicitors

A former employee who fabricated protected disclosures and pursued false allegations against his employer has had his unfair dismissal claim thrown out and been ordered to pay £17,650 in costs.

Night Worker (4 months' service) v St Mungo Community Housing Association

A night worker with four months' service was dismissed for gross misconduct after failing to carry out mandatory building patrols. The tribunal rejected his claims of automatic unfair dismissal, disability discrimination, and victimisation.

Teaching assistant (less than 2 years' service) v Meadowfield School

A teaching assistant with Type 1 diabetes, Ehlers-Danlos Syndrome and fibromyalgia had all her disability discrimination and victimisation claims against Meadowfield School dismissed by the tribunal.

Former employee v First Rail Holdings Limited

A tribunal has refused a costs application by First Rail Holdings Limited against a former employee whose unfair dismissal claim was struck out, finding his genuine belief in the claim meant he did not act vexatiously.

Personal Wellness Trainer (3 years 8 months' service) v The Wellness Zone Ltd t/a Klnik

A personal wellness trainer who resigned and claimed constructive unfair dismissal has had her claim thrown out, with the tribunal finding she made false allegations and was not forced to quit. She was ordered to pay £20,000 in costs.

Senior vehicle engineer (16 years' service) v London General Transport Services Limited t/a Go-Ahead London

A senior vehicle engineer with 16 years' service was unfairly dismissed after his employer relied on a stale medical report. The tribunal awarded £12,473.64 but found he would have been fairly dismissed 7 weeks later.

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

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

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

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

Finance director (5 years' service) v Next Steps Independence Ltd

A finance director who raised concerns about safeguarding was suspended and forced to resign. The tribunal found he was constructively dismissed because of his public interest disclosures.

Former employee v Bright Blue Foods Limited

A tribunal confirmed a costs order against a former employee even though the strike-out application was heard at a private hearing, which was a procedural error. The employee's reconsideration application was refused.

Former fuel depot operator (2 years' service) v The Oil and Pipelines Agency

A former fuel depot operator who repeatedly accessed his employer's IT system after being told not to has lost his unfair dismissal claim. The tribunal found the dismissal for gross misconduct was fair.

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

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

Bank recovery worker (healthcare assistant) v Elysium Healthcare Limited

An employment tribunal has dismissed claims of whistleblowing detriment and race discrimination brought by a former bank recovery worker against Elysium Healthcare Limited. The tribunal found that the claimant's removal from the bank staff list was due to a patient safety incident, not her protected disclosure or race.

Employee Relations Advisor (6 weeks' service) v Care UK Community Partnerships Ltd

An employee with Asplenia and Ehlers Danlos Syndrome was automatically unfairly dismissed after asking to work from home on government shielding advice. The tribunal found the real reason was her disability.

Administrative assistant and library assistant (7 months' service) v John Colet School

An employment tribunal struck out an administrative assistant's unfair dismissal claim after she behaved disruptively, made unfounded allegations, and repeatedly failed to provide further particulars despite multiple orders.

Former employee v Nottingham City Council

A default judgment against Nottingham City Council was revoked after the tribunal found it had lost the employer's response. The case will now proceed to a full hearing.

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

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

Social worker (14 years' service) v Cardiff County Council

A social worker with 14 years' service resigned after raising concerns about a colleague's return to work. Her claim was filed 7 days late, but the tribunal allowed it to proceed due to ongoing ACAS negotiations and her mental health.

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

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

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

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

Stress Testing Controls Analysis Manager v National Westminster Bank PLC

A tribunal has allowed a former Stress Testing Controls Analysis Manager to amend her claim to include public interest disclosure detriment and an additional equal pay comparator, but refused most of her sex and race discrimination allegations.

Education Safeguarding Officer (1 year 9 months' service) v City of Bradford Metropolitan District Council

An Education Safeguarding Officer who resigned and claimed constructive unfair dismissal, race discrimination, and whistleblowing detriment has lost all claims at tribunal. No compensation was awarded.

Prison officer v Secretary of State for Justice

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

Former employee v Rohit Vikal

A former employee's unfair dismissal and whistleblowing claims were dismissed after she failed to attend two hearings, including a telephone hearing where neither party showed up.

Health Care Assistant (bank staff, mental health) v Cornwall Partnership NHS Trust

A bank health care assistant at an NHS trust was de-registered after raising concerns about patients' neglected animals. The tribunal ruled she suffered a detriment for making protected disclosures.

Services Account Manager (4 years' service) v SAP (UK) Limited

A Services Account Manager with four years' service was constructively and unfairly dismissed after SAP placed her on a performance improvement plan and reallocated her largest accounts without proper process. The tribunal dismissed her discrimination claims.

Teacher (science/maths) v Tameside College

A teacher who was dismissed for long-term sickness absence after 11 months has lost her claims for unfair dismissal, whistleblowing detriment and disability discrimination. The tribunal found the college acted reasonably.

Clinical deputy manager (senior nurse) v Bagshot Rehab Centre Limited

A clinical deputy manager who raised concerns about training and patient safety was dismissed after just 18 days at work. The tribunal rejected his whistleblowing claim, finding his disclosures were not made with a reasonable belief of legal breaches.

Chief Executive Officer (7 years' service) v Milton Keynes Development Partnership LLP

A CEO with 7 years' service was unfairly dismissed when his employer rejected his proposed reduced-hours alternative without proper consideration. The tribunal found the redundancy process procedurally flawed but applied a 75% Polkey deduction.

Former employee (disputed status) v Thomas Roofing (NW) Ltd

A former employee who forged a contract of employment and swapped a blank SD card for evidence has had her unfair dismissal claim struck out for abuse of process.

IT Service Desk Manager (2 years' service) v Keltbray Ltd

An IT Service Desk Manager with two years' service was fairly dismissed for redundancy after being placed in a pool of one. His claims that the dismissal was due to protected disclosures about Covid-19 safety were rejected by the tribunal.

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

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

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

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

Chef (zero hours contract) v Troubador Properties Limited

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Governance Manager v My Space Housing Solutions

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

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

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

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

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

Former employee v Simon Cooper and Co Ltd

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

Former employee (warehouse operative) v Tesco Stores Limited

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

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

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

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

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

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

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

Exercise Manager (4 years' service) v ESPH Healthcare Limited

An exercise manager was unfairly dismissed when her redundancy appeal was not independently handled, but her claim that she was dismissed for raising concerns about working while furloughed did not succeed.

Former employee (probationary period) v Forensic Risk Alliance Limited

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

Bar manager v Hamsterley and District Social Club Limited

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

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

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

Sewing Machinist (7 years' service) v Sew On and Sew Forth Limited

A Norwich tribunal awarded £20,891.76 to a sewing machinist who was unfairly selected for redundancy when her employer closed the business but only dismissed her. The award included a 20% uplift for breaching the ACAS Code of Practice.

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

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

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

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

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

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

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

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

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

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

Customer Services Officer (5 years' service) v Luton Irish Forum (Company Limited by Guarantee and Registered Charity)

A Customer Services Officer with 5 years' service was fairly dismissed for redundancy after her employer's room hire revenue plummeted during the pandemic. The tribunal rejected claims of disability discrimination and failure to make reasonable adjustments.

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

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

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

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

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

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

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

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

Mobile operative (4.5 years' service) v Serco Limited

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

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

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

Former employee v Reel Appeal Limited

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

Former employee v LFH (Fowey Hall) Ltd.

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

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

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

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

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

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

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

Track and trace call centre operative v Serco Group Plc

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

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

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

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

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

General assistant (night shelf-stacker, 11 years' service) v Sainsbury’s Supermarkets Limited

A Sainsbury's employee with 11 years' service was unfairly dismissed for poor attendance, but the tribunal ruled he would have been fairly dismissed within four months, awarding no compensation.

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

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

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

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

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

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

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

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

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

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

Member Services Administrator (2 years' service) v Hemp Trades Association Limited t/a Cannabis Trades Association

A tribunal dismissed all claims from a Member Services Administrator who argued his redundancy was a sham to cover up whistleblowing and disability discrimination. No compensation was awarded.

Senior teaching assistant (attendance officer, inclusion and wellbeing team) v The Governing Body of Cathays High School and Cardiff Council

A 72-year-old senior teaching assistant was fairly dismissed after sending an all-staff email with confidential information, posting derogatory Facebook comments, and writing a book critical of the school. The tribunal rejected claims of age discrimination, whistleblowing, and trade union victimisation.

Senior contracts manager (6 years' service) v Fire Integrity Limited

A senior contracts manager who resigned after being instructed to carry out a repair job for Kier failed to prove he was dismissed or that he made protected disclosures. The tribunal found he resigned voluntarily and his race discrimination claims were out of time or unsubstantiated.

Former employee v Patel Post and Print Limited

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

English teacher (6 years' service) v Windermere Educational Trust Ltd

A tribunal dismissed claims of constructive unfair dismissal, disability discrimination and detriment for protected disclosures brought by an English teacher who raised concerns about International Baccalaureate exam preparation.

Operational Postal Grade (18 years' service) v Royal Mail Group Ltd

An employment tribunal struck out an unfair dismissal claim after the claimant harassed and intimidated a proposed witness on social media and in person.

Non-executive Director of Sales (15 years' service) v Globalgrange Ltd

An employment tribunal has upheld the dismissal of a non-executive director of sales who was sacked for soliciting a fellow employee to join a competitor. His claims of whistleblowing and unfair dismissal were rejected.

Media specialist v Royal Mail Group Ltd

A media specialist who made protected disclosures about Royal Mail's marketing practices has been awarded £2.36 million after the tribunal found the company's delay in handling her grievance amounted to unlawful detriment.

Ultrasonic Immersion Aerospace Inspector Level 2 (21 years' service) v NDT Services Limited

An ultrasonic immersion inspector with 21 years' service was fairly selected for redundancy after a COVID-19 downturn, with the tribunal finding his concerns about the piecework pay system did not amount to a protected disclosure.

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

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

Senior practitioner in regional safeguarding unit v Staffordshire County Council

Staffordshire County Council had its defence struck out for persistent failure to comply with tribunal orders, leading to a finding of unfair dismissal and disability discrimination against a senior practitioner with osteoarthritis.

Manager in Risk department v Financial Conduct Authority

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

Senior Design Manager (5 months' service) v R&F Properties QS (UK) Co Ltd

A senior design manager dismissed during his probation for poor communication was not whistleblowing, the tribunal ruled. His concerns about late payment of invoices were opinions, not protected disclosures.

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

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

Night Care Assistant (12 years' service) v The Salvation Army Trustee Company

A Night Care Assistant with 12 years' service had her unfair dismissal and disability discrimination claims struck out after failing to properly set out her case despite repeated opportunities. No compensation was awarded.

Construction Manager (architect, overqualified for role) v London Borough of Newham

A construction manager who claimed she was dismissed for raising health and safety concerns has had her interim relief application rejected. The tribunal found factual disputes meant she did not meet the high threshold for interim relief.

Former employee v Greater Manchester Business Support Ltd t/a The Growth Company

A former employee's claim for automatic unfair dismissal based on alleged protected disclosures was dismissed, and she was ordered to pay £2,000 in costs for pursuing a case with no reasonable prospects.

Security Officer v Lingwood Security Management Ltd

A security officer who complained about an electronic timesheet system was dismissed after a heated email exchange. The tribunal found no protected disclosure and upheld the dismissal.

Structural fabricator v Standley Steel Stockholders

A structural fabricator who raised COVID-19 safety concerns was fairly selected for redundancy when his employer closed a business unit. The tribunal found no link between his disclosures and his dismissal.

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

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

Showroom Administrator (8 years' service) v Anglian Windows Ltd

A showroom administrator with 8 years' service was dismissed by reason of redundancy after making a protected disclosure about GDPR breaches. The tribunal found the dismissal was fair and not automatically unfair.

Territory Sales Specialist (South East of England) v Trudell Medical UK Ltd

A Territory Sales Specialist who claimed he was dismissed for reporting an alleged bribe saw his whistleblowing and unfair dismissal claims rejected after the tribunal found he had not made a protected disclosure.

Former employee v Decorative Panels Furniture Limited

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

Support Worker / Team Leader (homeless support) v Vineyard Project Ltd

A support worker who raised concerns about furlough fraud and service user safety was dismissed after her employer lost trust in her. The tribunal awarded £12,716.03, including an ACAS uplift for failing to follow the Code.

Accountant (1 year 7 months' service) v Clare Jenner Limited t/a Jenners

An accountant who told her employer that a subcontractor was a disqualified director was dismissed for poor performance. The tribunal ruled the disclosure was not in the public interest and dismissed her whistleblowing claim.

Former employee v Anthony Katrina Associates Ltd t/a AKA Communications

A former employee was automatically unfairly dismissed for making protected disclosures and awarded £4,466.92 in compensation, including an ACAS uplift for the employer's failure to follow procedure.

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

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

Band 7 Ocular Plastic Advanced Clinical Practitioner (ACP) v United Lincolnshire Hospitals NHS Trust

An NHS advanced clinical practitioner who resigned after her job was regraded from Band 7 to Band 6 lost her constructive dismissal and whistleblowing claims. The tribunal found no causal link between her earlier disclosures and the banding process.

Customer service specialist (4 years' service) v Right Choice Insurance Brokers Ltd

A customer service specialist who resigned over Covid cleaning concerns lost her constructive unfair dismissal claim. The tribunal found no threat of disciplinary action and no protected disclosure.

Team Leader of Learning and Development team v Keltbray Management Service Limited

A team leader who resigned after a dispute over returning to the office full-time has lost her constructive dismissal and whistleblowing claims. The tribunal found no protected disclosure and that the employer did not breach the implied term of trust and confidence.

Sales executive v Vistry Homes Ltd

A tribunal ruled that a sales executive was disabled by anxiety and depression from February 2021, but her employer did not know and could not reasonably have known of her disability before dismissing her in January 2021.

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

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

Flexible Colleague (recruitment agency worker assigned to Amazon warehouse) v Cordant Recruitment Ltd T/a PMP Recruitment

A recruitment agency worker assigned to Amazon lost his claims for disability discrimination and whistleblowing detriment after the tribunal found his assignment ended due to a neutral ranking system, not his depression or complaints.

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

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

Receptionist/Administrator, later Ward Administrator v The Royal Marsden NHS Foundation Trust

An NHS trust fairly dismissed a ward administrator who was off sick for over a year, the tribunal has ruled. All claims of disability discrimination, race discrimination, and whistleblowing detriment were dismissed.

Care home worker (alleged protected disclosures about resident care) v Castle Villas Ltd

An Employment Tribunal refused to grant relief from sanctions to a care home worker whose unfair dismissal claim was struck out for failing to comply with an Unless Order. The tribunal found the breach was serious and the explanation inadequate.

Clinical Pathway Administrator (4 years' service) v Royal Free London NHS Foundation Trust

A Clinical Pathway Administrator was constructively unfairly dismissed after the Royal Free London NHS Foundation Trust failed to investigate her bullying grievance or redeploy her. The tribunal awarded £51,397.66.

Deputy Town Clerk (3 months' service) v Welshpool Town Council

A deputy town clerk with only three months' service was dismissed after repeatedly raising concerns about a failing fire alarm system. The tribunal found he suffered detriment for whistleblowing but dismissed his automatic unfair dismissal claim.

Care worker (whistleblower) v Cornwallis Care Services Ltd

A care worker who complained about staffing levels and faulty equipment was automatically unfairly dismissed. The employer did not respond to the claim, leading to a default judgment and £15,601 in compensation.

Campus support officers v Kirklees College

Two campus support officers claimed unfair dismissal and discrimination after a restructure introduced Saturday working. The tribunal struck out most claims, allowing only one ordinary unfair dismissal claim to proceed.

Dementia Outreach Worker (one day a week, fixed term) v B

A part-time dementia outreach worker who claimed she was dismissed for whistleblowing and disability discrimination has lost her case. The tribunal found no protected disclosure and no discrimination.

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

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

Deputy Senior House Parent (boarding house) v The Governing Body of Ripon Grammar School and North Yorkshire County Council

A deputy senior house parent who claimed she was dismissed and reported to police for raising concerns about a pupil's medication has lost her case. The tribunal found the disclosures were not the reason for either action.

Former employee (hotel and events venue) v Bingham Hotel and Restaurant Ltd

A tribunal has allowed a former hotel employee to amend his whistleblowing claim but ordered deposits of £50 each for three allegations it found had little reasonable prospect of success.

Account Director / former Sales and Marketing Director (19 years' service) v Chrystal Consulting Limited

A director with 19 years' service was constructively dismissed after raising concerns about a colleague breaching court undertakings. The tribunal awarded over £190,000.

Senior Lecturer and Course Director, MA Planning, Policy and Practice (27 years' service) v London South Bank University

A senior lecturer and course director with 27 years' service was fairly dismissed for bullying and harassment after a lengthy internal process. The tribunal rejected all claims of race discrimination, victimisation, and whistleblowing detriment.

Service Charge Manager (fixed-term contract) v A2Dominion Housing Group Ltd

A service charge manager on a fixed-term contract claimed he was dismissed for raising concerns about service charge delays. The tribunal found his protected disclosure was not the reason his contract was not renewed.

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

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

Salaried General Practitioner (4 years' service) v Dr F Mulder and Mr R Laver t/a Helios Medical Centre

A salaried GP who resigned after her patient safety concerns were ignored and her shifts cancelled has won her constructive unfair dismissal claim. The tribunal awarded £3,150 in basic award.

Associate Director – Global Services (4 years' service) v Vistra International Expansion Ltd

An associate director lost her unfair dismissal, race and sex discrimination, and whistleblowing claims after being made redundant. The tribunal found the redundancy was genuine and the claims were mostly out of time.

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

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

Consultant Radiologist (breast imaging) v University Hospitals Bristol and Weston NHS Foundation Trust

A consultant radiologist who raised patient safety concerns was unfairly dismissed by University Hospitals Bristol and Weston NHS Foundation Trust. The tribunal found the process was flawed because he was not warned that a breakdown in relationships could lead to dismissal.

Head of Accounting v Gapuma (UK) Limited

A tribunal allowed some race harassment allegations to be added to a whistleblowing claim but rejected others as out of time, and clarified that claims against individual respondents require separate early conciliation.

Solicitor (personal injury) v Charles Gregory Solicitors Ltd

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

Clinical Administrator (16 hours/week, 3 years' service) v Dr D Burley, Dr N Taylor, Dr K Moore, Dr T Draghici and Dr R Grainger Trading as Hebden Bridge Medical Practice

A clinical administrator who resigned after a return-to-work dispute lost her constructive dismissal and disability discrimination claims. The tribunal found no breach of the implied term of trust and confidence.

Support Worker (zero-hours contract) v ABC Recruitment & Training Ltd

A zero-hours support worker who reported a machete on site and was later assaulted by a resident was removed from the work rota after raising concerns. The tribunal found she suffered 11 detriments because of her protected disclosures and awarded £27,677.28.

Former employee v Bath Cricket Club

A former employee's unfair dismissal claim against Bath Cricket Club was allowed to proceed after the tribunal ruled that a second early conciliation certificate obtained against a differently named entity was valid, rejecting the club's attempt to strike out the claim.

Finance Director v ABP (London) Investment Limited

A finance director who made protected disclosures about his employer's finances was automatically unfairly dismissed. The tribunal awarded £754,380.97 after the employer provided false evidence and failed to attend the final hearing.

Compliance Manager (7 years' service) v Lean Education and Development Limited

A compliance manager with 7 years' service was dismissed for gross misconduct after being demoted and raising a grievance. The tribunal found the real reason was a mix of poor performance and the grievance, not misconduct, and awarded £11,885.

Nurse v Indigo Care Services Ltd t/a Orchard Care Homes

A nurse who resigned and later tried to add whistleblowing claims had her case dismissed because the tribunal found she presented her claim too late.

Journalist (20 years' service) v Bloomberg L.P.

An employment tribunal has ruled that Bloomberg L.P. fairly dismissed a journalist with 20 years' service after he failed to meet performance targets under a second improvement plan. The claim for automatic unfair dismissal based on whistleblowing was rejected.

Quality control auditor (3 months' service) v Cranswick Country Foods Plc

A quality control auditor with three months' service was dismissed for gross misconduct after admitting he falsified temperature probe records. The tribunal rejected his claim that the real reason was whistleblowing.

Head of Finance for Grenfell (agency worker, CIPFA qualified accountant) v Royal Borough of Kensington and Chelsea

Two finance agency workers were sexually harassed by a colleague who said they were sleeping together and made crude remarks. The tribunal awarded £4,000 and £7,000 for injury to feelings.

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

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

Customer care specialist (8 years' service) v Coloplast Limited

A customer care specialist with depression and anxiety was found to be disabled under the Equality Act, overturning an earlier tribunal decision that her condition was not long-term.

Live-in nanny (7 months' service) v A Limited

A live-in nanny who reported her employers to the NSPCC had her whistleblowing and discrimination claims struck out after waiting over a year to bring them to tribunal.

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

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

Former employee v ISS Facility Services Ltd

A former employee's unfair dismissal claim was struck out after they repeatedly failed to comply with case management orders and missed a deadline to respond to a strike-out application. The tribunal also refused a later request to reconsider the decision.

Consultant obstetrician and gynaecologists v Brighton and Sussex University Hospitals NHS Trust

Two long-serving consultant gynaecologists were unfairly dismissed by Brighton and Sussex University Hospitals NHS Trust, but the tribunal awarded no compensation because they would have been dismissed anyway and were wholly at fault.

School Business Manager (18 years' service) v The Governors of St Mary's Roman Catholic Primary School

A school business manager who pursued a whistleblowing claim against an interim head teacher was ordered to pay £4,800 in costs after the tribunal found her conduct unreasonable. The school later settled the redundancy claim for £12,443.

Group Finance Director and Company Secretary v The Character Group plc

The tribunal dismissed claims of automatic unfair dismissal and detriment from a Group Finance Director who alleged he was sacked for whistleblowing. The disclosures were not in the public interest, and the dismissal was fair.

Consultant Paediatric Neurologist v University Hospitals of Leicester NHS Trust

A consultant paediatric neurologist who made multiple whistleblowing allegations was fairly dismissed for gross misconduct. His repeated attempts to reopen the case using a Serious Untoward Incident Report failed, and he was ordered to pay over £83,000 in costs.

Head of Financial Audit (8 years' service) v Gulf International Bank (UK) Limited

An employment tribunal found that Gulf International Bank (UK) Limited unfairly dismissed its Head of Financial Audit after a conflict with the Head of Legal, awarding £87,693.83 including a 25% ACAS uplift.

Clinical care co-ordinator (38 years' service) v University Hospital of North Tees and Hartlepool Foundation Trust

A clinical care co-ordinator with 38 years' unblemished NHS service was unfairly dismissed for whistleblowing after raising concerns about staffing and patient safety. The tribunal awarded her £472,800.44.

Bus driver v London United Busways Ltd

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

Bakery operative v Greenhalgh’s Craft Bakery Limited

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

Support Worker v Dimensions (UK) Ltd

A support worker who claimed he was unfairly dismissed after allegedly threatening a colleague with a gun has lost his case. The tribunal found the employer's investigation and dismissal were reasonable.

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

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

Consultant emergency surgeon v The Ipswich Hospitals NHS Trust

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