Claimant won

Café worker (6 months' service) v Samantha Dalton

A café worker with only six months' service was automatically unfairly dismissed after asking for a written contract. The tribunal awarded over £2,000 including injury to feelings for age discrimination.

EFL Teacher (18 years' service) v Golders Green College & School of English Ltd

An EFL teacher with 18 years' service was constructively dismissed after her employer unilaterally imposed a zero-hours contract and refused union representation. The tribunal awarded £39,208.47.

General administrative and sales assistant (3 years' service) v Mr John Kittelsen t/a Speedwell Cars

A father who told his daughter 'I don't have a job for you, in fact I hope I never see u again' in a WhatsApp message was found to have unfairly dismissed her. The tribunal awarded £13,977.58.

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

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

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

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

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

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

Kitchen/Production Manager (2 years' service) v Jam’n’vegan

A kitchen manager with two years' service was unfairly dismissed when her employer made her redundant without any consultation or warning. The tribunal awarded £4,809.49 in compensation.

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

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

Former employee v Garbett Butchers Ltd

A former butcher won £11,871 after his employer failed to pay notice, holiday pay, or a redundancy payment and did not attend the tribunal hearing.

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

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

Former employee v George Thompson Limited

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

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

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

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

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

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.

Cleaner (7 years' service) v Michael Cottington and Irene Cundliffe sued as Committee Members of the Golborne Bowling Club

A cleaner was unfairly dismissed when a bowling club committee decided to let her go without notice or any redundancy procedure. The tribunal awarded £7,252 in compensation, including an ACAS uplift for failing to follow the statutory code.

Former employee v The Bowness Pudding Company Limited

A former employee of The Bowness Pudding Company Limited was unfairly dismissed and awarded £11,934.76 after the company failed to follow the ACAS Code of Practice and did not provide a written statement of employment terms.

Hairdresser (2 years 5 months' service) v Layla's Lengths Limited

A hairdresser with over two years' service was dismissed by text message after a dispute over taking a half day. The tribunal awarded £4,778 for unfair dismissal and unpaid wages.

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

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

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

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

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

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

Production operative (6 years' service) v Jaguar Land Rover Limited

A production operative with six years' service was unfairly dismissed and discriminated against due to disability-related sickness absence. The tribunal awarded £147,572.75 in compensation.

Former employee (22 years' service) v Optim Management Ltd

A former employee with 22 years' service was unfairly dismissed after being given just one week's notice. The employer failed to attend the hearing or provide a reason, resulting in a £25,055 award.

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

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

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

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

Former employee v Duchy Farm Kennels Ltd

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

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

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

Dog walker/day care worker (5 years' service) v Look Who’s Walking Limited

A dog walker who worked set hours for five years was found to be an employee, not a self-employed contractor, and awarded over £11,700 for unfair dismissal and age discrimination.

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.

Former employee v Invicta Care and Training Ltd.

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

Former employee v Carter Technical Mouldings Ltd

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

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

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

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

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

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

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

Boatman (16 years' service) v Trevor Symes

A boatman with 16 years' service was unfairly dismissed when his employer sent a text message saying there was no work. The tribunal awarded over £17,600 in compensation, including an ACAS uplift.

Former employee (15 years' service) v Crystal Clear Designs and Signs Ltd

A former employee with 15 years' service was constructively dismissed after a campaign of race harassment. The tribunal awarded over £34,000 including £21,000 for injury to feelings.

Former employee v Walkdens Newsagents Limited

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

Former employee (makeup specialist) v Makeup Specialists Limited

A makeup specialist was automatically unfairly dismissed because of her pregnancy. The tribunal awarded over £40,000 including an ACAS code uplift and injury to feelings.

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

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

Former employee v Woods Catering Staffordshire Ltd (in liquidation)

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

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

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

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 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.

Former employee v Mrs Victoria Henderson t/a The Spirit Group

A former employee with psoriasis, psoriatic arthritis and type 2 diabetes was dismissed because of her pregnancy and disability. The tribunal awarded £24,626.93.

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

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

Former employee v Skins Laser Clinic Ltd

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

Security guard (28 months' service) v Bardwood Support Services Ltd

A security guard who was removed from his assignment and not given any disciplinary process has been found to be an employee and unfairly dismissed. The tribunal also ordered the employer to pay outstanding holiday pay for the full 28 months of service.

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

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

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

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

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

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

Former employees v Carl's Kitchen Limited

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

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.

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

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

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

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

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.

Trainee route setter (2 years' service) v Ascendant Leisure Properties Limited

A trainee route setter who emailed about changing her role was unfairly dismissed when her employer treated it as a resignation. The tribunal awarded £5,597, including an 18% uplift for failing to follow the ACAS Code.

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

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

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

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

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

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

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.

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

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

Former employee v Skins Laser Clinic Ltd

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

Former employees v TAL Precision Engineering Ltd

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

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

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

Bus driver (6 years' service) v Abellio London Limited

A bus driver with six years' service was unfairly dismissed while on long-term sick leave for mental ill health. The tribunal awarded £19,580.63 in compensation, including underpaid notice and holiday pay.

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

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

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

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

Former employee v Chartwell Salon Supply Limited (in compulsory liquidation)

A former employee of Chartwell Salon Supply Limited, which went into compulsory liquidation, has been awarded £10,487 after being dismissed without notice. The tribunal found the dismissal unfair and ordered payment for notice, holiday pay and unpaid wages.

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

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

Pub Manager (3 years' service) v Your Friendly Local Ltd

A pub manager was automatically unfairly dismissed and discriminated against after her employer failed to carry out a pregnancy risk assessment, changed her contract, evicted her from tied accommodation, and refused to let her return from maternity leave. The tribunal awarded £40,743.

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

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

Shunter refuelling and refilling buses (16 years' service) v Bidvest Noonan (UK) Limited

A bus depot shunter with 16 years' service resigned after repeated payroll errors. The tribunal found the persistent underpayments were a fundamental breach of contract, making his constructive dismissal unfair.

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

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

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

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

Former employee v Riley Foods Limited

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

Former employee v Bedwellty Park Residential Home Limited

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

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

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

Former employee v Dannii Matthews Limited

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

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

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

Former employees v Cheshiregate Property Services Limited

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

Optimisation Engineer (2 years' service) v Unipart Group Ltd

An Optimisation Engineer with two years' service was unfairly dismissed after Unipart Group failed to disclose redundancy selection criteria or scores during consultation. The tribunal found the process both procedurally and substantively unfair.

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.

Priest (Purohit) at a Hindu Mandir v Trustees of Vishwa Hindu Parishad - a registered charity

A Hindu priest who was summarily dismissed after a dispute over Covid-19 safety measures has won his unfair dismissal claim. The tribunal awarded £15,924, reduced by 40% for his own conduct.

House Manager (4 years' service) v Jewish Blind and Physically Disabled Society

A house manager with four years' service was unfairly dismissed after giving a vulnerable tenant two paracetamol tablets and a hot water bottle. The tribunal awarded £17,266.74, finding the employer had no reasonable grounds to believe the actions were dangerous.

Barmaid (3 years' service) v Real Bars Ltd

A barmaid with three years' service was unfairly dismissed when her employer sacked her by text message without notice. The tribunal awarded her £8,619.38 in compensation for unpaid wages, holiday pay, notice pay, and unfair dismissal.

Former employee v Lunar Automotive Limited

A former employee won a constructive unfair dismissal claim after his employer failed to pay wages, holiday pay and notice pay. The tribunal awarded over £14,000 after the employer's response was struck out for non-attendance.

Former employee v Sami Husseyin

A former employee was awarded £26,668 after being dismissed because of pregnancy and pregnancy-related illness. The tribunal found the employer, a sole trader, discriminated against her and unfairly dismissed her.

Practice manager (6 years' service) v Firvale Clinic Limited

A practice manager who was dismissed via a WhatsApp message after a Christmas party incident has been awarded £12,431 after an employment tribunal found the dismissal procedurally unfair and outside the range of reasonable responses.

Recruitment consultant (less than 2 years' service) v FDS Recruitment Ltd

A recruitment consultant with less than two years' service won £15,280 after their employer failed to pay wages, holiday pay, commission and notice pay. The company did not attend the hearing.

Former employee v Mr H Thompson t/a Thompson & Co

A former employee has won £36,000 in a constructive unfair dismissal and holiday pay claim after the employer conceded liability on the day of the hearing.

Former employee v Amber Pubs Limited

A former employee won over £5,000 after being made redundant without proper notice, holiday pay, or written particulars. The employer's failure to comply with tribunal orders led to its defence being struck out.

Window fabricator and installer (4 years' service) v Keepout Limited (in liquidation)

A window fabricator with four years' service was dismissed by redundancy without any warning or consultation. The tribunal awarded £15,319 in unpaid wages, holiday pay, notice pay, redundancy pay and compensation.

Grade 10 Conciliator (9 years' service) v ACAS

A Grade 10 Conciliator with 9 years' service won her constructive unfair dismissal claim after ACAS repeatedly failed to clarify her holiday entitlement, leading to her resignation. The tribunal awarded £24,847.58.

Human resources manager (2 years 10 months' service) v SM Sparkling Services Limited

A human resources manager was awarded £7,222 after her employer removed her from the payroll without notice, refused holiday leave, and underpaid her for months. The tribunal upheld her claim of constructive unfair dismissal.

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.

Family Solicitor (less than 1 year post-qualification experience) v Optimal Claim Limited (t/a Optimal Solicitors)

A family solicitor who resigned after her employer forged her electronic signature on a probation appraisal form has won her constructive dismissal claim, with the tribunal ordering £2,543 in compensation.

Site Manager (3 years' service) v NB Construction (UK) Limited

A site manager was unfairly dismissed after a sham redundancy process and a subsequent gross misconduct dismissal that lacked proper investigation. The tribunal awarded £8,281.30, including a 20% ACAS uplift.

Minibus driver (4 years' service) v Blackburn and Darwen Community Transport Limited

A minibus driver who was dismissed shortly after complaining about unpaid holiday pay has been found unfairly dismissed. The tribunal awarded £12,489.86 in compensation.

Production Manager (13 years' service) v Herongrange Manpower Direct Limited (previously Herongrange Security and Systems Limited)

A production manager with 13 years' service was dismissed without notice on the day his employment transferred to a new company. The tribunal found automatic unfair dismissal and direct age discrimination, awarding over £130,000.

Former employee v Rujia Marketing Consultants Limited

A former employee with less than two years' service has been awarded £3,095.34 for unlawful deductions, wrongful dismissal, and failure to provide written particulars after her employer failed to attend the final hearing.

Part-time shed builder (7 years' service) v Hunt Sheds Limited

A part-time shed builder with bowel cancer was told he hadn't 'a fucking days' work' in him and dismissed. The tribunal awarded £10,610 after the employer failed to defend the claim.

Former employee (pregnant at time of dismissal) v VPS PVT Limited

A tribunal found that VPS PVT Limited unfairly dismissed a pregnant employee and discriminated against her by failing to carry out a health and safety risk assessment. The claimant was awarded £23,823.50 in compensation.

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.

Former employees v AAQUA LIMITED

Two former employees of AAQUA LIMITED were awarded over £24,000 after the company failed to respond to claims for unpaid wages, notice pay, and accrued holiday pay.

Senior manager (1 year's service) v Nextsteps Development (1) and Nextsteps @ Barnstaple CIC (2)

A senior manager who was not paid for five months and then underpaid for six more has won her claim for unauthorised deductions. The tribunal found she was an employee from March 2021 and entitled to full pay.

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.

Former employee v Trackforce Recruitment Limited

A former employee won over £5,500 after her employer failed to respond to her tribunal claim for redundancy pay, unpaid holiday, notice pay and an unauthorised deduction from wages.

Former employee v The Workshop Coffee House Ltd

A former employee was awarded over £18,500 after being automatically unfairly dismissed due to pregnancy. The employer did not defend the claim, leading to a default judgment.

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.

Former employee (5 years' service) v Greenbrow Social Club Ltd (In Administration)

A former employee with 5 years' service was awarded £8,756 after her employer failed to defend her unfair dismissal claim and later entered administration.

Group Facilities Manager (4 years' service) v AI-Mubarakia Limited

A Group Facilities Manager was dismissed in a sham redundancy after a director made racist comments. The tribunal upheld claims of unfair dismissal, direct race discrimination, and harassment.

Music tutor v Rhythmix (in Liquidation) Ltd

A tribunal found that music tutors for a charity were employees despite being treated as self-employed, entitling them to redundancy and holiday pay.

Former employee v Kalchal Limited

A former employee was awarded over £1,100 after her employer failed to pay her final week's wages and holiday pay, and unfairly dismissed her. The employer did not file a response to the claim.

Former employee v Ormskirk Metal Fabrications Ltd

A former employee won £10,405 after his employer failed to respond to his unfair dismissal claim. The tribunal found he was dismissed by reason of redundancy without proper notice or pay for accrued holiday.

Former employee (operations/business development administrator, 16 hours/week) v The Vital Element (UK) Limited

A former employee with PTSD was placed at risk of redundancy while on sick leave. The tribunal found it was discrimination arising from disability and awarded £12,183.

Former employee v The Furzedown Group Limited a.k.a The Furzedown Group

A former employee of The Furzedown Group has been awarded £10,358.50 after the company failed to pay full wages, holiday pay, and dismissed without notice.

Accountant (7 years' service) v Finanspol Group Ltd

An accountant with 7 years' service was unfairly dismissed after refusing to accept self-employment and reduced pay. The tribunal awarded £9,063.83.

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.

Former employee v Mayfair Residential Care Home Ltd

A former employee of Mayfair Residential Care Home Ltd won claims for unfair dismissal, redundancy payment, and unpaid holiday pay, receiving £2,455.39 in total.

Former employee (17 years' service) v Drive Software Solutions Limited

A former employee with 17 years' service was awarded over £100,000 after his employer failed to engage with the tribunal process, leading to a default judgment and strike-out of their response.

Former employee (12 years' service) v Owen Owen (Western) Ltd (in liquidation)

A former employee with 12 years' service was unfairly dismissed by reason of redundancy, but a 100% Polkey deduction meant no compensatory award. The tribunal awarded £4,362.20 for redundancy, unpaid wages, holiday pay, and other losses.

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.

Cleaner (4 years' service) v Direct Cleaning Services SW Ltd

Two cleaners were unfairly dismissed after their employer accused them of gross misconduct but failed to hold a disciplinary hearing or give details of the allegations. The tribunal awarded over £9,600 in compensation.

Former employees (3 years' service) v Costal and Country Devonshire Arms Ltd (trading as Coastal and Country Devonshire Arms Ltd)

Two former employees were unfairly dismissed and awarded over £42,000 for unpaid notice, unauthorised deductions, holiday pay, and pension contributions, plus a 25% uplift for the employer's failure to comply with ACAS rules.

Carer/Support Worker (2 years' service) v Golden Hands Home Care Limited

A care worker who was suspended without pay for over two months and accused of acting because a manager was Filipina has won her claims for constructive unfair dismissal, racial harassment, and unlawful deduction of wages.

Office administrator (2 years' service) v Links Waste Management Ltd. t/a JM Waste Management

An office administrator with two years' service was unfairly dismissed after being told she was not an 'A player'. The tribunal awarded £3,809.67, including an ACAS uplift for failing to follow a fair procedure.

Former employee v Hayre Builders Company Limited

A Reading tribunal awarded a former employee £178,199.82 after finding he was unfairly dismissed, with the employer failing to provide a written statement of particulars and unreasonably ignoring the Acas Code.

Former employee (5 years' service) v Greenbrow Social Club Ltd. (In Administration)

A former employee of Greenbrow Social Club Ltd. was found unfairly dismissed and awarded £5,972.33, including basic and compensatory awards, notice pay, and holiday pay.

Former employee (2 years' service) v Seewoo Foods (Greenwich) Limited

A former employee with just two years' service has been awarded £109,363 after her employer failed to respond to her unfair dismissal, wrongful dismissal, and unlawful deductions claims.

Former employee (17 years' service) v Rayhome Limited

A former employee with 17 years' service was awarded over £20,000 after her employer failed to pay wages, notice pay, holiday pay, and pension contributions upon redundancy.

Petrol station employee (17 years' service) v AKS Forcort Limited

A petrol station employee with 17 years' service was automatically unfairly dismissed when the incoming operator refused to hire her. The tribunal awarded £29,242.10, with the transferee held solely liable.

Bar staff (5 years' service) v Aldenham Social Club Ltd

A bar worker with 5 years' service was constructively dismissed after his employer failed to offer him any shifts following furlough. The tribunal found a fundamental breach of contract and trust.

Office manager (14 years' service) v Deltec industries Limited

An office manager who stopped placing stock orders due to cash flow concerns was unfairly dismissed. The tribunal found the employer had already decided to dismiss before the hearing.

Former employee v Kirwan and Sons Limited

A former employee was unfairly dismissed and awarded over £7,600 in compensation after her employer failed to pay redundancy, notice, holiday pay, and statutory sick pay.

Former employee v Inari Sushi and Grill Limited

A former employee who was unfairly dismissed for whistleblowing and subjected to multiple breaches including unpaid holiday pay and unauthorised deductions has been awarded £13,117.36 by an employment tribunal.

Former employee v McMillan Williams Solicitors Limited (In administration)

A former employee of McMillan Williams Solicitors won £13,649 after the tribunal found she was constructively unfairly dismissed. The firm did not attend the hearing.

Former employee v Unite Telecoms Limited

A former employee won £29,477 in disability discrimination and holiday pay after Unite Telecoms Limited failed to comply with tribunal orders and had its response struck out.

Driver of 7.5 tonne vehicles (7 years' service) v Halls Distribution Ltd

A driver with 7 years' service was unfairly dismissed after a road traffic accident when his employer failed to contest his claims. The tribunal awarded £5,586.99.

Carer (2 years' service) v Mr Paul Orkin

A carer with two years' service was unfairly dismissed after being fired via WhatsApp message with no disciplinary process. The tribunal awarded £2,639 in compensation, including an ACAS code uplift.

Former employee v Roudh Enterprise Limited

A former employee has been awarded £14,363.05 after the Employment Tribunal found their unfair dismissal, breach of contract and holiday pay claims well-founded. The employer did not attend the hearing.

Former employee v Fyre Group Limited

A former employee won over £41,000 for pregnancy discrimination after her employer failed to respond to the tribunal claim. The award includes loss of earnings, injury to feelings, and an ACAS uplift.

Bartender (1 year 7 months' service) v Eight Holyrood Limited t/a Nine Lives Bar

A bartender who was required to register as self-employed and paid by invoice has been awarded £2,492 after the tribunal found he was a worker entitled to holiday pay and notice.

Former employee v Small and Beautiful Limited

A former employee who was dismissed shortly after raising concerns about not being paid the national minimum wage has won over £17,000 in compensation for automatic unfair dismissal, race discrimination, and unlawful deductions.

Former employee v Kirkby Blinds Direct Limited (In Voluntary Liquidation)

A former employee won claims for unfair dismissal, notice pay, and unlawful deduction of wages (holiday pay and underpayment of salary) against Kirkby Blinds Direct Limited, which was in voluntary liquidation. The tribunal awarded £1,497.36.

Former employee v Victuals Trading Limited t/a Brooks

A former employee won £292.92 after his employer made deductions from wages without written authorisation and failed to pay holiday pay. The employer later tried to rely on evidence it could have produced at the original hearing.

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 Head Projects Ltd

A former employee of Head Projects Ltd has won a claim for unlawful deduction of wages, holiday pay, an HMRC refund and expenses, totalling £5,285.68.

Administrator (25 years' service) v The Weston Turville Golf Club Ltd

An administrator with 25 years' service won £21,237 after being constructively dismissed when her employer changed her role, required her to work while on furlough, and sent work during sick leave.

Autobody Technician, Panel Beater and Sprayer (4.5 months' service) v Castleman EV Ltd

An autobody technician was unfairly dismissed after requesting outstanding wages and payslips. The tribunal awarded £2,913.82 for unauthorised deductions and other breaches.

Former employee v Clearway Drainage Systems Limited

A former drainage operative was constructively unfairly dismissed after his employer made unlawful deductions from his wages and failed to pay holiday pay. The tribunal awarded £14,365.57.

Administrative Assistant (1 month's service) v CIS Services Limited

An administrative assistant was dismissed just days after telling her employer she was pregnant. The tribunal found the dismissal was automatically unfair and amounted to pregnancy discrimination, awarding £14,884.90.

Former employee (driver) v UK Cargo Logistics Services Limited

A former driver for UK Cargo Logistics Services Limited has won a default judgment for £7,080.40 in unpaid wages, holiday pay, night allowances, meal allowances and expenses after the company failed to respond to the claim.

Former employees v Mr J Miall t/a Ocean Fresh

A tribunal ordered a fish merchant to pay over £9,000 to two former employees for unpaid redundancy, notice pay, holiday pay and failure to provide written particulars.

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.

Former employee (6 years' service) v Hilltop Hotel (Carlisle) Ltd

A former employee of Hilltop Hotel (Carlisle) Ltd has won claims for unfair dismissal, unpaid holiday pay and unpaid furlough pay after the employer failed to defend the case. The tribunal awarded £4,580 in total.

Head of Operations (16 years' service) v Vespertine Holidays Ltd

A tribunal found that Vespertine Holidays Ltd unfairly dismissed a Head of Operations with 16 years' service, who discovered her redundancy only when she received a P45. She was awarded £34,282.

Former employee (15 months' service) v NASA Food Services Limited

A former employee of NASA Food Services Limited has won £4,416 after the tribunal found the company unlawfully deducted wages by cutting salary by 40% and 80% without consent and failing to pay 33 days of accrued holiday pay.

Junior game designer and quality assurer v Bright Idea Education Ltd

A junior game designer who raised a formal grievance about unpaid wages was dismissed by email the same evening. The tribunal found the dismissal was automatically unfair and awarded £17,195.90.

Hair and beauty salon employee v Mark Mills t/a Elegance Hair and Beauty

A hair and beauty salon employee was unfairly dismissed and awarded over £2,600 in compensation, including unpaid holiday pay, after the tribunal accepted her claim was presented late due to circumstances beyond her control.

Former employee v Arnold Sanderson Limited (in creditors' voluntary liquidation)

A former employee of Arnold Sanderson Limited has been awarded nearly £30,000 after the company dismissed him by reason of redundancy and failed to respond to his tribunal claim.

Former employee v Kiren Foods Limited

A former employee was unfairly dismissed by Kiren Foods Limited and awarded £16,278.86 for unfair dismissal, holiday pay and unpaid wages.

Pharmacy assistant (qualified dispenser) v Health Hut Professionals Ltd

A pharmacy assistant was told to hand in her keys and leave after a heated meeting over an anonymous complaint. The tribunal found the dismissal unfair and awarded £9,867 including a 25% ACAS uplift.

Courier (9 years' service) v ABG Couriers Ltd (in administration)

A courier who was summarily dismissed without notice after 9 years' service has won his unfair dismissal claim, securing over £15,000 in compensation for unpaid wages, notice pay, and holiday pay.

Former employees (salon workers) v Group Momentum (Salons) Limited

Eleven salon workers were awarded over £240,000 after their employer laid them off without pay, leading to constructive unfair dismissal and breach of contract claims.

Carer (8 years' service) v Natalie Farrar

A carer with eight years' service was awarded over £2,500 after her employer failed to file a response to her tribunal claim, leading to a default judgment.

Concierge staff v Urbanbubble Liverpool Limited (in Creditors’ Voluntary Liquidation)

A concierge staff member was awarded £3,664 after his employer entered liquidation and failed to pay redundancy, notice and holiday pay. The tribunal found the dismissal was unfair and ordered compensation.

Night concierge v Urbanbubble Liverpool Limited (in Creditors’ Voluntary Liquidation)

A night concierge was automatically unfairly dismissed by Urbanbubble Liverpool Limited after being elected as an employee representative under TUPE regulations. The tribunal awarded £7,674.80 in compensation.

HGV driver (4 years' service) v Port Traction Limited

A tribunal found that Port Traction Limited unfairly dismissed an HGV driver for exceeding driving hours, but reduced compensation to zero because the driver would have been dismissed anyway and contributed to his own dismissal.

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.

IT consultant (web development) v Puma Solutions IT Consultancy Limited

A tribunal struck out the employer's response and awarded £7,119.71 for unfair dismissal after the company failed to comply with directions and did not attend the hearing.

Remote Support Technician (3 years' service) v CA Technical Software Ltd t/a Computer Assistance

A tribunal found that a remote support technician was an employee, not self-employed, and awarded £15,758.74 for unfair dismissal, including a 25% uplift for failure to follow the ACAS code.

Dental practice employee (over 4 years' service) v Mrs A Abnoosian, as Personal Representative of the Estate of the late Dr V Toomassian

A dental practice employee who was not paid her final wages and was made redundant after her employer died unexpectedly has won £2,731.48 at an employment tribunal.

Former employee v Crest Communication Limited

A former employee of Crest Communication Limited was unfairly dismissed by reason of redundancy and awarded £8,097.31 for unpaid wages, holiday pay, and unfair dismissal compensation.

Former employee v Sutton and Cheam Limited

A former employee has been awarded £2,338.64 after his employer made unlawful deductions from his wages for two invoices and failed to attend the tribunal hearing. The employer's late application for reconsideration was refused.

Customer Assistant – Self Service (part-time, one day a week) v Tesco Stores Ltd

A part-time customer assistant with 27 years' service was dismissed for gross misconduct after Tesco mistakenly believed she was absent without leave when she was actually on approved annual leave. The tribunal awarded £4,934.18 in compensation.

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.

Joint pub managers (Brunton Arms, Nunthorpe) v Samuel Smith Old Brewery (Tadcaster)

Two pub managers who resigned after Samuel Smith Old Brewery deducted £4,361 from their wages for alleged stock losses have won their claims for unauthorised deductions and constructive unfair dismissal, receiving £35,791 in compensation.

Multi Skilled Operative/Hydraulic Hose Engineer v Westfield Shovels Limited

Five employees of Westfield Shovels Limited were unfairly dismissed when their jobs were lost to a service change. The tribunal found they should have been transferred to the new contractor, not made redundant.

Sales and Operator Manager (11 years' service) v Interactive Resorts Ltd

A sales and operator manager with 11 years' service was unfairly dismissed when her employer stopped paying her and later claimed gross misconduct. The tribunal found the real reason was redundancy and awarded over £30,000.

Bodyshop Manager (3 years' service) v Tokyo Customs Ltd

A bodyshop manager who was persuaded to keep working without pay after his employer was evicted from its premises has won £5,700 in unpaid wages and £10,382 for unfair dismissal and breach of contract.

Finance Director (part-time, 24 hours/week) v Selazar Limited

A part-time finance director who raised concerns about a colleague's mental health and corporate governance was automatically unfairly dismissed and subjected to age discrimination. The tribunal awarded her £125,604.98.

Former employee (4 years' service) v Shuropody Retail Ltd

A former employee of Shuropody Retail Ltd has been awarded £17,355.27 after the tribunal found the company made unauthorised wage deductions, failed to pay holiday pay, and unfairly dismissed her.

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.

Former employee v Maldon Brewing Company Ltd

A former employee of Maldon Brewing Company Ltd won £4,918.35 after the company dismissed him by reason of redundancy without paying his salary, notice pay, redundancy payment, or holiday pay. The respondent did not attend the hearing.

Former employee v Maldon Brewing Company Ltd

A former employee was awarded over £22,800 after his employer stopped paying him from June 2021 and then dismissed him by reason of redundancy in November 2021 without paying notice or holiday pay.

Carer v Alliance Point Limited

A carer with 10 years' service was unfairly dismissed without any disciplinary procedure. The tribunal awarded £16,064.63, including an uplift for failing to follow the ACAS Code.

Beauty Therapist v Matthew Law t/a Beauty Spa and Carly Riordan t/a Beauty Spa

A beauty therapist who was unfairly dismissed and not paid wages or holiday pay has been awarded £8,278 by an employment tribunal, including a 25% uplift for the employer's failure to follow the ACAS Code of Practice.

Secretary/administrator (job-share, 4 days a week) v Building Services (Kent) Ltd

A secretary/administrator was dismissed via text message without notice or reason. The tribunal found the dismissal unfair and awarded over £6,000 in compensation and holiday pay.

Groundworker v Tallington Lakes Activities Limited; Tallington Lakes Site Limited; Tallington Lakes Land Limited; Neil Morgan

A groundworker who was unfairly dismissed has been awarded over £5,000 in costs after the employer's abusive and disruptive behaviour during proceedings. The tribunal found the conduct was unreasonable and warranted a costs order.

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.

Supermarket assistant (17 years' service) v John Lewis PLC

A supermarket assistant with 17 years' service was unfairly dismissed after sending bizarre text messages to his manager. The tribunal awarded £33,232.48, finding the employer's investigation was inadequate.

Teacher (28 years), Deputy Head, Vice Principal, Acting Principal v The Phoenix Academy Trust (later Community Inclusive Trust)

A teacher with 28 years' service was awarded £48,117 after the tribunal found the school's conduct—including repeated suggestions to resign and delays returning his possessions—breached trust and confidence, entitling him to resign and claim constructive unfair dismissal.

Delivery driver (5 months' service) v Bread Basket Sandwich Station

A delivery driver with only five months' service was unfairly dismissed after texting her employer about a £630 tax refund she believed was owed. The tribunal awarded £2,601.61.

Housing Advice Worker / Housing Advisor (8 years' service) v Bermondsey Central Hall Methodist Church

A housing advisor with eight years' service was constructively dismissed after her employer instructed her to hand over work and equipment within two days, breaching the implied term of trust and confidence. The tribunal awarded £34,106.

Employee v Saint Gobain Building Distribution Ltd

An employee who resigned after a restructure excluded her has won her constructive unfair dismissal claim. The employer failed to attend the hearing and was ordered to pay £15,000 in costs.

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.

Project Manager v Land Science Limited

A project manager was unfairly dismissed when his small employer made him redundant without any warning, consultation or appeal. The tribunal awarded £2,650.83 after applying a 70% Polkey reduction.

Site supervisor/manager in window fitting v Flexwood Windows Ltd (In Voluntary Liquidation)

A tribunal ruled that a site supervisor who signed self-employed contracts with two agencies was in fact an employee of the end-user, Flexwood Windows Ltd, and awarded over £28,800 for unfair dismissal.

Beauty Therapist v Rebecca Squires

A beauty therapist who worked set hours, wore a uniform and used the respondent's equipment has been found to be an employee, allowing her claims for unfair dismissal and unlawful deductions to proceed.

Receptionist (3 years' service) v Dr A. Malik and Mr I. Ali t/a Malik Law Chambers (in intervention)

A receptionist was summarily dismissed after four weeks off sick with pregnancy-related hyperemesis. The tribunal found direct pregnancy discrimination and unfair dismissal, awarding £4,724 in compensation.

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.

Manager and fryer at fish and chip shop (4 years' service) v Best British Fish Ltd

A manager and fryer at a fish and chip shop was automatically unfairly dismissed after her employment transferred to a new owner, who told her there was no work. The Watford tribunal awarded £7,828 in compensation.

Former employees (redundant) v Drinkmaster Ltd (In Voluntary Creditors’ Liquidation)

An employment tribunal has ruled that Drinkmaster Ltd failed to consult employees before making more than 20 staff redundant, and made a protective award of 90 days' pay.

Security officers v Croma Vigilant (Scotland) Ltd

Seven security officers unfairly dismissed by Croma Vigilant (Scotland) Ltd after a TUPE transfer were awarded compensation when the employer failed to reinstate them as ordered by the tribunal.

Site Supervisor (16 hours/week, also undertook building contracting work) v London Borough of Newham

A site supervisor who resigned after his employer insisted he take holiday only during school term time and launched disciplinary action has won his constructive unfair dismissal claim. The tribunal awarded £15,444.86.

Former employee v Dar Corporation Ltd

A former employee was unfairly dismissed by Dar Corporation Ltd and awarded £6,320.60, including unpaid holiday pay and notice pay.