£50k–100k

Course Leader for Sport (23 years' service) v New City College Limited

A tribunal found that New City College unfairly dismissed a course leader with 23 years' service after a flawed investigation into misconduct during the pandemic. The claimant was awarded £53,256.95 including a 20% ACAS uplift.

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

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

Site manager (26 years' service) v Tithe Barn Club (Aldwick) Limited

A site manager with 26 years' service was unfairly dismissed for alleged gross misconduct after a breakdown in the relationship between the owner and his son. The tribunal awarded £51,785, including a 25% uplift for failing to follow the ACAS Code.

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.

Former director/manager of seasonal decorations business (16 years' service) v Chic Flower Design Limited (in liquidation)

A director with 16 years' service was dismissed days after being told he was 'too expensive' and 'no longer needed'. The tribunal found the real reason was not misconduct but cost-cutting, and awarded £61,298.

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.

Bursar and Clerk to the Governors (7 years' service) v Alpha Schools (Holdings) Ltd and Wellesley House School Ltd

A bursar and clerk to the governors was summarily dismissed without notice or pay. The tribunal awarded £97,220.70 for unfair dismissal, wrongful dismissal, and unpaid holiday pay, plus a penalty for failing to provide written particulars.

Assistant Director, Border Force (9 years' service) v The Home Office

A 9-year Border Force Assistant Director was unfairly and wrongfully dismissed after refusing a redeployment instruction. The Leeds tribunal awarded £51,891.73, including a 10% ACAS uplift.

Arrears and Investigations Manager (19 years' service) v Slough Borough Council

An Arrears and Investigations Manager with 19 years' service was unfairly dismissed when Slough Borough Council failed to consult properly and timed her redundancy 17 days before her 55th birthday, costing her pension access. Tribunal awarded £60,625.84.

Yard Manager (2 years' service) v A.S.H Elite Equine Ltd

A yard manager was dismissed just weeks after telling her employer she was pregnant. The tribunal awarded over £54,000 for automatic unfair dismissal and pregnancy discrimination.

Café worker (12 years' service) v Camden Express Limited

A café worker with 12 years' service was automatically unfairly dismissed after repeatedly asking for his full wages, which were below the national minimum wage. The tribunal awarded £51,748.84.

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.

Process, tooling and maintenance supervisor (6 years' service) v Goodfish Limited

A process supervisor with six years' service was unfairly dismissed and discriminated against when Goodfish Limited selected him for redundancy while hiding a vacant maintenance manager role. The tribunal awarded £62,438.

President EMEA (6 years' service) v Burrana Limited

A senior executive with six years' service was dismissed for redundancy without any consultation or fair procedure, winning over £56,000 in compensation.

Former employee v 1st Civils Ltd and Hudson Reign Developments Ltd

A former employee who was dismissed on the same day she transferred to a new employer under TUPE has been awarded over £64,000 for unfair dismissal, unauthorised wage deductions, and breach of contract.

Employee (bus driver/transport worker) v HCT Group Operations Community Interest Company (Cic)

A transport worker was automatically unfairly dismissed when her employer failed to assign her to the correct transferring group under TUPE. The tribunal awarded £50,441.99 including a 20% ACAS uplift.

Live-in nanny and carer (aged 68, Indonesian, limited English) v Jonaid Hassan Shahid

A 68-year-old Indonesian live-in nanny and carer was constructively dismissed after her employer stopped paying her wages entirely. The tribunal awarded her over £77,000 for unpaid wages, holiday pay, and unfair dismissal.

Director and shareholder (19 years' service) v Lowther Decorators Limited

A director with 19 years' service was summarily dismissed for gross misconduct after withdrawing company funds, but the employer carried out no investigation or disciplinary hearing. The tribunal awarded £68,048.

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.

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

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

Former employee v Fine Futures Limited

A former employee of Fine Futures Limited has been awarded £59,649 after an employment tribunal found he was dismissed and subjected to detriment for making protected disclosures.

Team Leader Track Inspections (safety critical role, managing 12 colleagues) v Network Rail Infrastructure Ltd

A team leader at Network Rail was unfairly dismissed after a flawed drug and alcohol test failed to account for his undiagnosed medical condition. The tribunal ordered reinstatement, which the employer refused, leading to a compensation award of £89,861.86.