Respondent won

Former employee v Department for Work and Pensions

A former employee who failed to attend his own unfair dismissal hearing and ignored tribunal orders has been ordered to pay the Department for Work and Pensions nearly £10,000 in costs.

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.

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.

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.

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.

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.

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.

Assistant Practitioner (22 Jan 2019 – 17 Dec 2020) v Norfolk and Suffolk NHS Foundation Trust

A tribunal dismissed a former NHS assistant practitioner's racial harassment claims, finding the allegations were not supported by evidence and were brought too late. The claimant was ordered to pay £5,000 costs for unreasonable conduct.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

Human Resources Business Partner v Romac Logistics Limited

A tribunal has refused an employer's attempt to strike out claims of disability discrimination and victimisation brought by an autistic HR Business Partner who was dismissed after raising concerns about missing right-to-work documents.

Former employee v Xace Limited

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

Former employee v 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.

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.

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.

Board-level Health and Safety Director v Wilko Limited

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

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.

Field agent (self-employed) v 360Globalnet Ltd

A self-employed field agent who claimed he was dismissed for whistleblowing lost his case after the tribunal ruled he was a worker, not an employee, and that no protected disclosure had caused detriment.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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 (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.

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.

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.

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.

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 (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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

Compliance officer (informal arrangement) v Bel-Marking Ltd

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.