Partial win

Taxi driver (private hire vehicle) v Mr R Tidman

A private hire taxi driver was found to be an employee of the vehicle owner and a worker of the dispatch company. He was awarded £5,181.48 for unlawful deduction of wages, but his age discrimination claim was dismissed.

Delivery driver (2.5 years' service) v NHK Enfield Ltd

A delivery driver was unfairly dismissed after his manager told him 'I don't need you any more' and used abusive language. The Watford tribunal awarded £4,656 in compensation.

Work coach (2 years' service) v Department for Work and Pensions

An employment tribunal struck out a work coach's direct sex discrimination claim after she was dismissed for unauthorised searches, but allowed her discrimination arising from disability claim to proceed.

Former employee v Giuseppe Of Belgravia Limited

A former employee was unfairly dismissed but received only limited compensation because the tribunal found he would have been fairly dismissed a month later when the workplace closed. Total award: £12,419.29.

General Manager (13 years' service) v Inspectorate Limited t/a Roch NDT Services

A General Manager with 13 years' service resigned claiming constructive dismissal after a dispute over a promised reward for a business sale. The tribunal rejected his claim but awarded £326.41 in unpaid holiday pay.

Band 6 Care Co-ordinator/Community Psychiatric Nurse (15 years' service) v South London and Maudsley NHS Foundation Trust

A Black African community psychiatric nurse with 15 years' service was found to have been discriminated against when two white female colleagues were appointed to a specialist lead role he was qualified for. The tribunal upheld his claims of direct race and sex discrimination and harassment.

Counter Assistant (9 years' service) v My Plaice Gorleston Limited

A counter assistant who resigned after receiving a written warning for sickness absence lost her unfair dismissal claim, but was awarded £4,777.50 for unpaid holiday pay over nine years.

Area manager (3+ years' service) v Hamble Foods Limited

An area manager was unfairly dismissed after editing a timesheet, but the tribunal found the investigation was flawed and the disciplinary process lacked proper notice. He was awarded £8,026 after reductions for contributory conduct and a Polkey finding.

Former employee v Remembrance Group Ltd (In Voluntary Liquidation)

A former employee who was owed wages, holiday pay and notice pay has been awarded £18,318.14 after their employer entered voluntary liquidation and did not defend the claim.

Former employee v Guardian Industrial (UK) Ltd

A former employee with a disability was awarded £3,892 after his employer demanded daily site diaries to verify attendance at medical appointments. The tribunal found this amounted to victimisation and unfavourable treatment arising from disability.

Static Maintenance and Electrical Engineer (1 year 7 months' service) v Birdsall Services Limited

A static maintenance engineer with under two years' service could not bring an unfair dismissal claim, but the tribunal awarded £803.88 in unpaid holiday pay.

Global Governance Risk and Compliance Manager (20 years' service) v GlaxoSmithKline Services Unlimited

A Global Governance Risk and Compliance Manager with 20 years' service was unfairly dismissed and discriminated against after GlaxoSmithKline failed to make reasonable adjustments for her hand disability. The tribunal awarded £24,785 for injury to feelings.

Former employee v OCS Group UK Ltd

A former employee's claim for unfair dismissal and race discrimination failed due to time limits, but the tribunal awarded £243.54 for unpaid holiday pay.

Assistant Playground Leader and SENCO (26 years' service) v Crossways Playgroup (an unincorporated association)

A tribunal refused a committee member's application to file a late response in a redundancy claim brought by an assistant playground leader with 26 years' service. The case will now proceed to a remedy hearing.

Former employee v Anderbury Ltd

A former employee was unfairly dismissed and denied proper notice pay and annual leave. The tribunal awarded £8,000 after finding the employer failed to follow a fair process.

Security officer (6 years' service) v CIS Security Ltd

A security officer with six years' service was unfairly dismissed after a back injury. The tribunal also found that CIS Security Ltd failed to make reasonable adjustments and discriminated against him arising from his disability.

PCV bus driver (18 years' service) v Abellio London Limited

An 18-year bus driver was sacked for gross misconduct after CCTV showed him using a mobile phone while driving. The tribunal upheld the dismissal but awarded £1,019 for unpaid wages and holiday pay.

Former employee v RR Swami Ltd

A former employee has been awarded £12,503 after an employment tribunal found she was unfairly dismissed, not given notice, and had wages unlawfully deducted by RR Swami Ltd.

Former employees (telemarketing business) v Phonetic Group Limited

Former telemarketing employees lose protective award and unfair dismissal claims after a TUPE transfer from a company in creditors' voluntary liquidation, but win compensation for failure to consult.

Former employee (pregnant, dismissed after disclosing pregnancy) v ALM Electrical Solutions Ltd

A Birmingham tribunal found that ALM Electrical Solutions Ltd dismissed a pregnant employee shortly after she disclosed her pregnancy, fabricating a redundancy reason. The claimant was awarded over £25,000 for injury to feelings and losses.

Electrician (2 years' service) v Thames Spark Group Limited

An electrician who raised asbestos safety concerns was dismissed for alleged expense fraud. The tribunal found the dismissal was tainted by whistleblowing and awarded nearly £20,000.

Former employee v Asda Stores Ltd

A former employee succeeded in her unfair dismissal claim against Asda Stores Ltd, but her age discrimination and harassment complaints were dismissed. She was awarded £27,924.06.

Live-in carer (32 years' caregiving experience) v Mr Mark Sutton

A live-in carer with 32 years' experience won a whistleblowing detriment claim after raising safety concerns, but her constructive dismissal claim failed. She was awarded £1,775.

Former employee v Fenco Ltd t/a Homesafe Housing

A former employee was automatically unfairly dismissed after making a public interest disclosure. The tribunal also found she was owed unpaid salary, holiday pay, and expenses, awarding a total of £4,619.01.

Former employee v Fox Networking UK Ltd

A former employee who was dismissed without notice after less than two years' service had their unfair dismissal claim struck out, but won £1,514 for notice and holiday pay.

Warehouse first line manager (3 years' service) v DHL Services Limited

A warehouse first line manager with three years' service at DHL Services Limited resigned after a flawed grievance process. The tribunal upheld his claim for constructive unfair dismissal.

Business Support Coordinator (2 years' service) v Royal Mail Property and Facilities Solutions Limited

A Business Support Coordinator with two years' service was fairly dismissed after failing to engage with his employer's sickness absence process. The tribunal also awarded £1,771 for unauthorised wage deductions.

Reception Manager (1 year's service) v Mr Paul Watson

A reception manager who resigned after disputes over pay and deductions lost his constructive dismissal claim. The tribunal found no fundamental breach of contract and no link to proposed paternity leave.

Former employee v Esto Es Espana Ltd

A former employee of Esto Es Espana Ltd had their unfair dismissal claim thrown out because they had worked for less than two years. However, they were awarded £953 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

Former employee v T33 Holdings Ltd

A former employee of T33 Holdings Ltd has been awarded £34,597.88 after the tribunal found the company made unauthorised deductions from wages, failed to pay notice pay, and unreasonably failed to comply with the ACAS Code of Practice.

Senior hairdresser (12 years' service) v Razors Edge Group Limited

A senior hairdresser with 12 years' service who resigned after her employer refused her GP-recommended phased return of two days a week has been awarded £13,699 for constructive unfair dismissal and failure to make reasonable adjustments.

Cleaner (evening, 6 hours/week, 3 years' service) v Razors and Blades Limited

A part-time cleaner who was dismissed after asking to be furloughed has won her unfair dismissal claim after her employer failed to submit a response to the tribunal.

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

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

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.

Asbestos supervisor (7 years' service) v Safe Strip UK Limited

An asbestos supervisor unfairly dismissed for redundancy was awarded £3,298 after a 75% Polkey reduction. The tribunal found the dismissal unfair but applied a large reduction for the chance of fair dismissal.

Former employee v The Bull (Colchester) Ltd

Two former employees of The Bull (Colchester) Ltd were awarded over £5,000 after the pub failed to pay their final wages, holiday pay, and notice pay, and did not provide written employment particulars.

Swimming teachers v Achieve Lifestyle Ltd

A tribunal found that Achieve Lifestyle Ltd unfairly dismissed two swimming teachers after a dispute over furlough pay, and failed to make reasonable adjustments for one teacher with breast cancer.

Civil Enforcement Officer (parking warden) (12 years' service) v NSL Limited

A civil enforcement officer with severe dyslexia was unfairly dismissed after GPS data appeared to contradict his patrol records. The tribunal found procedural failings and indirect disability discrimination, awarding £17,126.

Machine tool maintenance technician (11 months' service) v Cosworth Ltd

A machine tool maintenance technician with 11 months' service was refused interim relief after being dismissed for unauthorised absence. The tribunal found he did not have a 'pretty good chance' of proving his whistleblowing claim, but allowed the case to proceed to a full hearing.

Bar worker (2 years' service) v David Brooker

A bar worker who was paid £400 a week for variable hours was underpaid the National Minimum Wage by over £2,600. The tribunal also awarded £800 for failure to provide written particulars.

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.

Team Member (36 years' service) v BT Plc

A team member with 36 years' service resigned after performance concerns were raised following a new ticketing system. The tribunal dismissed her constructive dismissal claim but awarded £306.40 for unpaid holiday pay.

Barrister (criminal defence) v Stonewall Equality Limited

A barrister who was investigated by her chambers after tweeting about gender critical beliefs has been awarded £22,000 for direct discrimination and victimisation.

Security guard (6 years' service) v Bidvest Noonan (UK) Ltd

A security guard who worked only six shifts in 12 months was fairly dismissed for lack of availability, but the tribunal awarded him £790.70 for unpaid notice and holiday pay.

Former employee v Strong Maker Limited

Two former employees of Strong Maker Limited were awarded over £20,000 in total after the tribunal found they were unfairly and automatically unfairly dismissed, with a 25% uplift for the employer's failure to follow the ACAS Code of Practice.

Former employee v Auxilium Developments Limited

A former employee who worked for less than two years had their redundancy and unfair dismissal claims struck out, but won £2,691 for unauthorised wage deductions and unpaid holiday pay.

Hair stylist (3 months' service) v Hair at Two Ten Limited

A hair stylist who worked for just three months at a salon without a written contract has been found by an employment tribunal to be an employee, not self-employed, paving the way for her discrimination and pay claims.

Evidence and Evaluation Lead (fixed-term contracts from 2018 to 2021) v Secretary of State for Health and Social Care

A tribunal has allowed a fixed-term employee to amend his claim to add further particulars of less favourable treatment, despite the application being made just days before the hearing.

Senior Legal Counsel (2.5 years' service) v R&F Properties QS (UK) Co Ltd

A senior legal counsel who contacted CMS directly about an alleged conflict of interest was fairly dismissed for gross misconduct. The tribunal awarded £1,871.46 for unpaid notice and holiday pay.

Gymnastics coach (3 years' service) v Daniel May

A gymnastics coach who was dismissed by email with immediate effect citing redundancy was awarded £2,230 for unauthorised wage deductions and failure to provide written particulars. The tribunal found the dismissal unfair.

Former employee (5 years' service) v PYD Packaging Limited

A former employee with 5 years' service was unfairly dismissed during a redundancy process and awarded over £10,000 for unpaid notice, holiday pay, and ACAS code breach.

Security Patrol Officer v Pace Security Services Limited

A tribunal dismissed claims that a security officer was left out of furlough and overlooked because of his race, but awarded £984 for unpaid holiday accrued during sickness.

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

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

Business consultant (8 months' service) v Eunisure Limited (in voluntary liquidation)

A business consultant who was refused homeworking after training has won £5,130 for unpaid commission, holiday pay and notice pay, but her claim of associative disability discrimination was dismissed.

Former employee v APT Health and Safety Training Solutions Ltd

A former employee was unfairly dismissed by reason of redundancy and denied proper notice, winning a basic award of £1,346.15 and damages of £1,800 for breach of contract.

Former employee v Together Stronger (South Wales) Ltd.

A former employee with less than two years' service won over £11,000 after being constructively dismissed and discriminated against due to his disability. The tribunal found the employer made unauthorised deductions and failed to provide a written statement of employment particulars.

Coach driver (3 years' service) v Seaward Travel Ltd

A coach driver who repeatedly raised concerns about diesel fumes in his minibus and resigned after a poorly handled disciplinary meeting has won his claim for constructive unfair dismissal.

Former employee v Shane Finnegan t/a Harp Renewables Ltd

A former employee who could not bring an unfair dismissal claim due to short service was awarded over £21,000 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

Responsive repairs plumber (6 years' service) v Coalo Limited

A plumber with six years' service was awarded £134,411 after his employer failed to implement occupational health recommendations, cut his sick pay, and ignored his grievance. The tribunal found constructive unfair dismissal and disability discrimination.

Production Team Member (2 years' service) v Bighams Ltd

A production worker with a final written warning for threatening behaviour was fairly dismissed after shouting at a colleague. The tribunal also ordered Bighams Ltd to pay £648.96 for unpaid holiday.

Former employee v Epsilon Ten Limited trading as Oxto Energy Storage

A former employee with less than two years' service successfully claimed £13,389.33 in unpaid wages, pension contributions and annual leave after his employer failed to pay him for months and did not attend the tribunal hearing.

Former employee v PMP Recruitment Limited

A former employee of PMP Recruitment Limited succeeded in claims of direct discrimination and harassment on grounds of age, race, and sex, and was awarded over £19,000 in compensation.

Head of E-Commerce (8 months' service) v Mibelle Ltd

A tribunal found that a Head of E-Commerce with 8 months' service was genuinely redundant, rejecting claims that her dismissal was linked to her pregnancy. She succeeded only on a claim for unpaid holiday pay.

Senior delivery, operations and support engineer (8 years' service) v BT PLC

An employment tribunal has rejected claims of unfair dismissal, race discrimination and victimisation brought by a BT engineer dismissed for breaching IT policies, but upheld claims for unpaid overtime and holiday pay totalling £4,666.81.

Deputy Principal (14 years' service) v The Shared Learning Trust

A deputy principal with 14 years' service was unfairly dismissed after the trust failed to tell her the purpose of a redundancy consultation meeting. The tribunal awarded no compensation, however, finding she would have been dismissed anyway.

Former employee v Carisway Facilities Support Ltd (in Creditors’ Voluntary Liquidation)

A cleaner was unfairly dismissed when her employer went into liquidation without following any redundancy procedure. The tribunal awarded £14,522 in compensation, reduced by 50% for the chance she would have been dismissed anyway.

Care worker v Reach Care Services Limited (in Voluntary Liquidation)

A care worker was constructively unfairly dismissed by Reach Care Services Limited, which was in voluntary liquidation. The tribunal awarded £31,222.97 for unfair dismissal and unpaid holiday pay.

Former employee v ISWP Support Services Limited

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

Former employee (32 years' service) v High-Tech Windows Ltd (in voluntary liquidation)

A former employee with 32 years' service was awarded a protective award of 90 days' pay after his employer made him and 20 others redundant without any consultation.

Train cleaner (21 years' service) v Atalian Servest Limited

A train cleaner with 21 years' service was unfairly dismissed after a flawed investigation into alleged theft of soap, but the tribunal found he actually committed theft, reducing compensation to zero.

Assistant to business owner (2 years' service) v Dawn Bibby Productions Limited and Miss Dawn Bibby

A tribunal ruled that an assistant to a TV craft business owner was a worker, not an employee, and awarded £7,209 for unpaid holiday pay and pension contributions.

Broadcast journalist (5 years' service) v Cable News International, Inc.

A British broadcast journalist who worked for CNN across Asia and London has won the right to bring unfair dismissal and discrimination claims in the UK, after a tribunal ruled she had sufficient connection to Great Britain during her medical leave.

Former employee (director and shareholder) v Purple Dog Company.com Ltd

A former director and employee was awarded £566.49 for unpaid holiday leave but failed to prove constructive dismissal after resigning amid trust issues.

Former employees (family-run supermarket) v Medsun Food Ltd

Three employees were fairly dismissed for a roof confrontation and assault, but a fourth was unfairly dismissed for taking goods without payment. The tribunal reduced her compensation to zero due to her conduct.

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

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

Plant operator / maintenance worker (chemical effluent treatment plant) v Suez Industrial Water Limited and Airbus Operations Limited

Three chemical effluent plant workers were automatically transferred to Airbus under TUPE when the maintenance contract expired and Airbus took the work in-house. The tribunal declared a service provision change had occurred.

Shop assistant / supervisor (2 years' service) v Beauty Base Ltd

A shop assistant who took a long holiday after an informal arrangement with his manager was unfairly dismissed for alleged mobile phone use. The tribunal awarded £18,441 after finding the real reason was unknown and the procedure was a sham.

Former employee (18 years' service) v Riviera Multimedia Ltd

A former employee with 18 years' service was locked out of her workplace and left unpaid for months. The tribunal awarded her over £26,000 in redundancy, breach of contract, unpaid salary, and holiday pay.

Casual worker (5 years' intermittent service) v Miracle Art and Inspired Sanity Ltd

A casual worker with Asperger Syndrome failed to prove disability discrimination or harassment, but the tribunal ruled she was a worker entitled to holiday pay.

Midwife (22 years' service) v Frimley Health NHS Foundation Trust

A Reading tribunal struck out a midwife's discrimination claims against Frimley Health NHS Foundation Trust after finding they could not be fairly heard, but allowed her unfair and wrongful dismissal claims to proceed.

Former employee (10 months' service) v Maronsett Limited

A former employee with less than 10 months' service was awarded £1,015.81 after his employer unlawfully deducted holiday pay and wages to cover vehicle damage. His unfair dismissal claim was dismissed for lack of qualifying service.

Lead nurse specialist (4 years 8 months' service) v Royal Free London NHS Foundation Trust

A lead nurse specialist was unfairly dismissed by Royal Free London NHS Foundation Trust after the trust failed to properly handle her grievance. The tribunal found she had committed gross misconduct but the dismissal was procedurally unfair.

Support Worker in a care home (10 months' service) v The Belsteads Group Ltd.

A support worker who raised COVID-19 safety concerns was put on a performance improvement plan and later dismissed. The tribunal found she suffered detriment for whistleblowing and was discriminated against when pregnant.

Carer (4 years 8 months' service) v Miss Gurshital Gill

A carer with nearly five years' service was dismissed by email after reporting a back injury at work. The tribunal found the dismissal procedurally unfair but limited compensation because a fair dismissal would have occurred anyway.

Driver (11 months' service) v Neil Hadris (Owner, NH Transport Services – Sole Trader)

A driver with just 11 months' service was dismissed without notice via WhatsApp and not paid for his final month. The tribunal awarded £1,812.80 for unlawful deduction of wages and failure to provide written particulars.

Apprentice network engineer (4 months' service) v Openreach Ltd

An apprentice network engineer with four months' service failed to prove constructive dismissal after being dismissed for gross misconduct. The tribunal awarded £225.23 for unpaid wages.

Caretaker (15 years' service) v Islington Borough Council

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

Trainee duct fitter (14 months' service) v AV Unibrak South Ltd

A black trainee duct fitter was paid less and given more labouring work than white comparators. The tribunal awarded £27,624 for race discrimination and unpaid wages.

Bus driver (3 years' service) v Stagecoach Group Plc

A bus driver with deep vein thrombosis was constructively dismissed after Stagecoach failed to implement occupational health recommendations for shorter routes and breaks. The tribunal awarded £38,794.56.

Bus driver (7 months' service) v Diamond Bus (North West) Limited

A bus driver with seven months' service was automatically unfairly dismissed after he raised grievances about unpaid travel time and working time breaches. The tribunal awarded £4,335.28.

Workshop technician v Fact Community Transport

A workshop technician unfairly made redundant was awarded £1,350 compensation after the tribunal applied a 50% Polkey deduction for the chance he would have been dismissed in a fair process.

Taxi driver (school transport driver, 9 years' service) v KingKabs Ltd (formerly Vedamain Ltd)

A tribunal awarded £3,361.96 to a taxi driver who was denied holiday pay and had unauthorised deductions made, but rejected her claims of sex discrimination and detriment for whistleblowing.

Finance Assistant (4 years' service) v Outstanding Branding Ltd (in Liquidation) and Sandy Branding Ltd

A finance assistant was made redundant without any consultation or selection process after his employment transferred to a new company. The tribunal awarded over £11,000 for unfair and wrongful dismissal and unpaid wages.

Former employee v The Cultural Bureau of the Royal Saudi Embassy in London

A former employee of the Saudi embassy in London had most of his claims struck out due to state immunity, but his EU-law-based holiday pay claim was allowed to proceed.

Former employee (6 years' service) v Short Richardson and Forth Limited In Voluntary Liquidation

A former employee with six years' service was awarded over £3,600 after their employer made 20 or more staff redundant without any consultation. The tribunal found a protective award of 90 days' pay was justified.

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

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

Dog Handler (2 years' service) v Global Support Services (UK) Ltd

A dog handler who secretly recorded managers and sent a threatening email was dismissed. The tribunal upheld some claims but found no sex discrimination or whistleblowing victimisation.

Senior manager (6 years' service) v 221B Limited

A senior manager who was summarily dismissed after her solicitor demanded a £500,000 bonus has won her unfair dismissal claim, but the tribunal said she would have been fairly dismissed after a proper process.

Senior administrator/manager (17 years' service) v Solos Consultants Ltd

A senior administrator with 17 years' service was dismissed after a family feud made working relationships untenable. The tribunal upheld the unfair dismissal claim but found the reason for dismissal was potentially fair, though the process was flawed.

Care worker (4 years' service) v GGN Limited t/a Golders Green Nursing

A care worker who arranged for a friend to help her look after a vulnerable client during lockdown was unfairly dismissed, but the tribunal reduced her compensation by 70% for the chance she would have been fairly dismissed anyway and by 60% for her own misconduct.

Reablement Support Assistant (13 years' service) v Bristol City Council

A Reablement Support Assistant with 13 years' service was dismissed for conduct after a disciplinary hearing she could not attend because the Teams link was sent to the wrong email address. The tribunal found the dismissal substantively fair but procedurally unfair, though no compensation was awarded.

Project Manager (18 months' service) v Lead Digital Limited

A project manager who was subjected to a sexually explicit comment and then dismissed by redundancy won £35,300 after her employer failed to defend the claim. The tribunal awarded £20,000 for injury to feelings and £15,300 for loss of earnings.

Director and shareholder (co-founder) v Capital Computer Care Ltd

A director and 45% shareholder who received a fixed monthly PAYE payment for over 30 years was found not to be an employee or worker. The tribunal ruled it had no jurisdiction over his unfair dismissal claim, but his age discrimination claim can proceed as an office holder.

Customer delivery driver (18 years' service) v Tesco Stores Limited

A Tesco delivery driver with 18 years' service was dismissed for failing to attend meetings while on sick leave. The tribunal upheld the dismissal as fair but ordered Tesco to pay £1,398.60 in unpaid notice pay.

Senior Quantity Surveyor (6 years' service) v NGE Contracting Limited

A senior quantity surveyor with six years' service was unfairly dismissed after his employer called it redundancy but the tribunal found the real reason was conduct or capability. He was awarded £38,225.

General Manager (6 years' service) v Mitchells & Butlers Retail Ltd

A tribunal upheld the dismissal of a general manager who stayed drinking after the 10pm COVID curfew and misused staff discounts, but awarded £2,311.72 for unlawful deductions from wages.

Support worker (3 years' service) v Smile Foster Care Limited

A support worker who resigned after her employer rejected her grievance without a meeting has won her constructive unfair dismissal claim, receiving £3,495.67.

Sports Club Managers (5 years' service) v Ilford Sports Club Limited

Two joint managers of a sports club were unfairly dismissed when they were made redundant without any consultation, despite the club's dire financial situation. The tribunal also found they were owed unpaid wages and holiday pay.

Former employee v Medrescue 24 Limited

A former employee of Medrescue 24 Limited has won £2,898 after the company failed to attend a tribunal hearing and was found to have made unlawful deductions from wages and not paid holiday entitlement.

Former employee v Zobra Limited

A former employee won £1,819 after Zobra Limited failed to respond to claims of unauthorised wage deductions, breach of contract and unpaid holiday. Claims for unfair dismissal and redundancy were struck out due to insufficient service.

Shop assistant (14 years' service) v Mr K Kandasamy Koneswaran t/a Terry & Kent Newsagents

A shop assistant with 14 years' service was constructively unfairly dismissed after her employer grabbed her face and called her a 'stupid village idiot woman'. The tribunal awarded no compensation as the claimant did not pursue a remedy hearing.

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

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

Cleaner and supervisor (3+ years' service) v D Brice and Company Ltd T/A D B Services

A cleaner and supervisor who resigned after a TUPE transfer was awarded £224 for unpaid holiday pay, but her claims for constructive dismissal and race discrimination were dismissed.

Night Care Assistant (7 years' service) v Hampshire County Council

A night care assistant with 7 years' service was fairly dismissed for capability due to long-term sickness linked to unresolved grievances about payroll system errors. The tribunal awarded £153.62 for unpaid notice pay but rejected all other claims.

Former employee v Total Support Services Limited

A former employee's claims for unfair dismissal and disability discrimination were struck out for failing to pursue them, but the tribunal allowed her claims for notice pay and holiday pay to proceed as they were undisputed.

Business Development Manager (7 months' service) v Golden Egg Group Limited

Two business development managers who raised concerns about PAYE and payslips were removed from the company WhatsApp group and blamed for contacting HMRC. The tribunal awarded over £15,000 each for injury to feelings, with a 20% ACAS uplift.

Former employee v PNS Garage Installations Limited

A former employee who was automatically unfairly dismissed and suffered detriment for whistleblowing has been awarded £14,443.27 by an employment tribunal. The respondent, PNS Garage Installations Limited, did not attend the hearing.

Tractor operative (1 year's service) v The CGM Group (East Anglia) Limited

A tractor operative who reported unsafe equipment to the Environment Agency and his employer was subjected to detriment and dismissed. The tribunal awarded him £94,838.50 for injury to feelings, unpaid wages, and the employer's failure to provide written particulars.

Support worker (2 years 6 months' service) v The Disablement Association of Barking and Dagenham

A support worker with osteoarthritis was discriminated against by her employer, a disability charity, which failed to make reasonable adjustments and treated her less favourably than a non-disabled colleague after furlough. The tribunal upheld her disability discrimination claims but dismissed her constructive unfair dismissal claim.

Casual road safety trainer (22 years' service) v Lancashire County Council

A tribunal ruled that a casual Bikeability trainer who worked for Lancashire County Council for 22 years was not an employee under a global contract, and her unfair dismissal claim was out of time. However, her redundancy payment claim can proceed.

Lettings and Sales negotiator (7 years' service) v Holland Properties Ltd

A lettings negotiator with seven years' service was unfairly dismissed after a breakdown in working relationships following a covert recording. The tribunal found the procedure flawed and applied a 10% ACAS uplift.

Tower crane operator (13 years' service) v London Tower Crane Hire and Sales Limited

A tower crane operator who resigned after being removed from a site without explanation and ignored during sick leave has won his constructive unfair dismissal claim. The tribunal awarded £16,724.72.

Employee (12 years' service) v Charles Briggs Ltd

A long-serving employee who holds a philosophical belief in bodily autonomy succeeded in a claim for unauthorised deductions from wages, but his discrimination complaints were dismissed. The tribunal awarded £13,700.18.

Taxi insurance renewals specialist (12 years' service) v Grayson Insurance (Consultants) Ltd

A taxi insurance renewals specialist with 12 years' service was fairly dismissed after his employer found he had fraudulently claimed overtime. The tribunal upheld the dismissal but awarded £1,032 for unpaid holiday pay.

Former employee v STA Travel Ltd (a company in creditors’ voluntary liquidation)

Five former employees of STA Travel Ltd have won a protective award after the company made them redundant without any collective consultation. The tribunal found that the company proposed to dismiss 20 or more employees at one establishment within 90 days.

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

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

Personal Assistant (1 year 10 months' service) v Disability Initiative Services Limited

A personal assistant who was required to stay home after her son developed a cough was owed £110.79 in pay, but her whistleblowing unfair dismissal claim was rejected because the redundancy decision came before the protected disclosure.

Former employee v Plastic Omnium Auto Exteriors

A former employee lost their unfair dismissal claim against Plastic Omnium Auto Exteriors but secured £509.26 in a consent order for unauthorised deductions and unpaid holiday pay.

Head Baker (6 years' service) v Leakers Limited

A head baker with six years' service was dismissed for poor-quality bread without any formal warning or right to appeal. The tribunal found the dismissal unfair and awarded £15,703, reduced by 50% for his own conduct.

Former employee v Stabby Limited

A former employee with a disability was directly discriminated against when she was dismissed, and the tribunal also found the employer failed to pay the national minimum wage and made unauthorised deductions. Total compensation of £5,537.38 was awarded.

Trainee manager (3 years' service) v Joyners Plants Limited

A trainee manager who resigned claiming constructive dismissal lost his case, but the tribunal awarded £140 for unpaid holiday pay.

Chef (former employee) v Gold Panda Limited

A chef was unfairly dismissed after her employment transferred to a new company under TUPE. The tribunal awarded over £12,800 for unfair dismissal, plus compensation for failure to inform and consult, unpaid holiday pay, and lost pension contributions.

Temporary employee (agency worker) v Brook Street (UK) Ltd

An agency worker won her claim for unlawful deduction of wages after being paid late for a March 2020 shift, but received no compensation as the sum was paid in May 2020. Her claim that she should have been furloughed was dismissed.

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.

Head chef and manager (4 years' service) v Affinity18 Limited

A head chef and manager who was effectively dismissed after being asked to drop off keys, and who never received a written contract, has been awarded £7,861.30 for unfair dismissal, breach of contract, and unauthorised deductions from wages.

Blind installer (7 years' service) v Brian English T/A Insignia Shade & Shutter Company

A blind installer who accepted an offer to leave with 7 weeks' pay was found to have been dismissed, not to have resigned. The tribunal rejected the employer's claim for damages over alleged poor work.

Motor technician (8 years' service) v Leinster Motor Engineering Ltd

A motor technician who was dismissed for unauthorised absence after a dispute over furlough pay won £2,860 for unpaid holiday and missing written particulars, but lost his unfair dismissal claim.

Former employee v Alan Holmes t/a Art Services

A former employee's unfair dismissal claim was struck out because they had worked for the employer for less than two years. However, they won a small award for unpaid notice pay.

Former employee (8 years' service) v Z

A former employee with 8 years' service has won claims for unfair dismissal, wrongful dismissal, unpaid holiday pay and unauthorised deductions, receiving over £16,000. Her disability discrimination claims were dismissed.

Former employee (personal assistant/chauffeur assistant) v HCL Chauffeurs UK Ltd

A former personal assistant was dismissed for gross misconduct over fuel card use, but the tribunal found the process unfair. However, due to a break in service she lacked two years' continuous employment, so her unfair dismissal claim failed.

Project Manager (15 months' service) v Keepout Limited (in liquidation)

A project manager who was dismissed after 15 months with Keepout Ltd successfully claimed unpaid wages, holiday pay and notice pay, but his unfair dismissal and redundancy claims were struck out due to insufficient service. The tribunal awarded £9,915.80.

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

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

Part-time waitress (3 years' service) v Ocho Steak House Limited

A part-time waitress with 3 years' service was unfairly dismissed when her employer fired her by text message after she said she could not return to work immediately due to depression and anxiety. The tribunal awarded £1,724.84 in compensation.

Restaurant employee (14 years' service) v Mr Andrew Hooper trading as Teesdale Restaurant and Coffee Shop

A restaurant employee with 14 years' service was awarded £6,728 in statutory redundancy pay after her employer closed the business, but her claims for unfair dismissal, notice pay and holiday pay were dismissed as too late.

Showroom Manager/Designer (5 months' service) v GT Plumbing & Heating Ltd

A showroom manager with five months' service won £3,688 for unlawful deductions from wages, holiday pay and failure to provide written particulars, but her disability discrimination claim was dismissed because her employer did not know she had dyslexia.

Public House Manager (17 years' service) v Mr P Wiffin T/A Live and Let Live

A public house manager with 17 years' service was made redundant when the pub closed during COVID-19. The tribunal upheld the redundancy but awarded £17,936.55 for National Minimum Wage underpayments, notice pay, and holiday pay.

Night porter (14 years' service) v Mohammad Zishan Zaman

A night porter with 14 years' service and a maintenance man were awarded unpaid wages, holiday pay and redundancy after a tribunal found their employer deliberately used a complex corporate structure to avoid responsibility.

Commis chef (zero hours contract) v Eclipse Hotels (Bristol) Ltd

A commis chef on a zero-hours contract was fairly dismissed for failing to attend assigned shifts, but the tribunal awarded him £1,687.38 for unpaid notice pay because the employer did not follow the correct notice procedure.

Former employee v London 01 Shop Ltd

A former employee was awarded £141.44 for unpaid annual leave, but his claims for breach of contract and other deductions were dismissed.

Sales assistant (2 years' service) v Mr Muhammad Azeeem Khan t/a Yorkshire Retail Services

A sales assistant caught on CCTV playing scratch cards and lottery tickets during shifts without paying was fairly dismissed for gross misconduct. The tribunal upheld the dismissal but ordered the employer to pay £608.55 for unauthorised wage deductions and unpaid holiday pay.

Former employee v IMT Transport Limited

A former employee was unfairly dismissed by IMT Transport Limited and awarded £4,357.90, but their claim of disability discrimination was rejected by the tribunal.

Former employee v Heatrod Elements Ltd

A former employee won his unfair dismissal claim but received no compensation after the tribunal found his own conduct wholly caused the dismissal. He was awarded £439.25 for unpaid holiday pay.

Beauty therapist (2 years 5 months' service) v True Beauty Salon Limited

A beauty therapist who resigned claiming constructive unfair dismissal lost her case, but the tribunal ordered True Beauty Salon Limited to pay £639.60 for unpaid holiday pay and an unauthorised deduction.

Former employee v Gold Mount Markets Limited

Two former employees of Gold Mount Markets have won claims for unpaid wages, notice pay, and holiday pay after the company stopped paying them for over three months during the pandemic.

Beautician / salon manager (2 years' service) v Gorj Gillingham Ltd (in voluntary liquidation) and Rose Beauty Bar Ltd

A beautician and store manager was dismissed by her employer shortly after the salon was sold to a new company while she was on maternity leave. The tribunal found a TUPE transfer had occurred and the dismissal was automatically unfair, awarding £3,943.77.

Former employee v B Barton and D Ford T/a Exquisite Catering with Class

A former catering worker was awarded £1,671.15 after her employer failed to pay the National Minimum Wage and provide a written contract. Her claims for unfair dismissal, wrongful dismissal, and harassment related to sex were dismissed.

Former employee v Go Learn Education Limited

A former employee won £35,338.70 after Go Learn Education Limited made unauthorised wage deductions, failed to pay notice pay, and withheld holiday pay on termination.

Nurse (15 years' service) v Mission Care Management Limited

A nurse with 15 years' service was dismissed for gross misconduct after taking annual leave that was only partially approved. The tribunal upheld her wrongful dismissal claim, awarding £5,275.36.

Barman and cocktail mixologist (9 months' service) v H &AB-Side Limited

A barman who claimed he was dismissed for raising health and safety concerns during the pandemic lost his unfair dismissal case, but won over £3,200 for unpaid wages, notice pay and holiday pay.

Former employee v Lex Machinery Limited

A former employee won his unfair dismissal claim by default after Lex Machinery Limited failed to respond. He was awarded £5,989.65 in total, including redundancy pay, notice pay, holiday pay, and compensation for loss of earnings.

Area Manager (11 years' service) v Crystal Services plc

An area manager who was moved to a new division and had his working pattern changed was unfairly dismissed for gross misconduct and subjected to direct race discrimination. The tribunal found the dismissal both procedurally and substantively unfair.

English & Maths Community Coordinator (9 years' service) v Birmingham Metropolitan College

An English & Maths Community Coordinator with 9 years' service was unfairly dismissed by Birmingham Metropolitan College during maternity leave, but the tribunal awarded no compensation due to a 100% Polkey reduction.

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

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

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.

Finance Manager/Sales Executive (US-based) v Xexec Ltd

A finance manager who moved to New York for work was unable to pursue unfair dismissal claims in the UK because his employment had stronger ties to the US. The tribunal ruled it lacked territorial jurisdiction.

Former employee (white collar, salaried) v AC Precision Engineering Ltd

A former employee of AC Precision Engineering Ltd was awarded £4,101 after the tribunal found the company unlawfully deducted holiday pay and failed to provide a written contract.

Former employee (25 years' service) v MB Evans Limited

A Cardiff tribunal found that MB Evans Limited unfairly dismissed a 25-year employee without notice during a redundancy. The employee was awarded £21,936 in compensation.

Kitchen/snack bar worker (21 years' service) v Ardeigh House Community Association

A kitchen worker with 21 years' service was found to have been discriminated against on grounds of age when her employer failed to contact her about a redundancy. The tribunal awarded £11,400 including injury to feelings.

Personal assistant (carer) v G

Two personal assistants lost their unfair dismissal claims after a tribunal found a genuine redundancy situation when their employer's care needs changed. They were awarded notice pay of £156.

Cleaner (1 year 9 months' service) v Anglia Cleaning Solutions Limited

A cleaner who was left waiting for a manager who never showed up, and later told the cleaning contract had ended, has been awarded £785.73 for unpaid wages, holiday pay, notice pay, expenses, and pension contributions.

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

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

English to German translator (10 years' service) v STB Limited (trading as Surrey Translation Bureau)

An English to German translator with multiple sclerosis won her claim that her employer failed to make reasonable adjustments during redundancy consultation, but the tribunal upheld the redundancy dismissal as fair.

Spanish teacher (12 years' service) v Interhigh Education Ltd

A Spanish teacher with 12 years' service was unfairly dismissed for refusing a new contract after his employer misrepresented a pay rise as 10% when it was actually 1.2%. The tribunal found the dismissal outside the range of reasonable responses.

Bank worker (care home) v Cygnet Health Care Limited

A care home bank worker who was dismissed for not being vaccinated against COVID-19 failed to prove discrimination but succeeded in claiming unpaid wages and holiday pay for seven shifts, totalling £891.80.

Gymnastics club employee (7 weeks' service) v AAW Holdings Limited (sued as Leeds Rebound Gymnastics Club Limited)

A tribunal found that a gymnastics club failed to make reasonable adjustments for a dyslexic employee and discriminated against her due to pregnancy, awarding £17,755.05.

Centre Manager (17 years' service) v West Northamptonshire Council

A centre manager with 17 years' service resigned after her employer delayed responding to her return-to-work plan and failed to follow occupational health advice. The tribunal found constructive unfair dismissal.

Driver (4 years' service) v Acrelane Timber Limited

Two drivers were fairly dismissed for gross misconduct after they misled their employer about their whereabouts when recalled from furlough. The tribunal upheld the dismissals but found the employer breached contract by failing to give notice.

Operations Director (20 years' service) v Data Labs Global Ltd

Two operations directors with 20 years' service were awarded redundancy pay and notice pay after their employer went into winding-up, but their unfair dismissal claims were rejected.

Kitchen porter (2 years 10 months' service) v Nemaste Village Limited

A kitchen porter who refused to return to part-time work with furlough top-up during the pandemic was fairly dismissed for some other substantial reason. The tribunal awarded £218.04 in unpaid holiday pay.

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

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

Delivery driver (over 20 years' service) v M G Seven Ltd (t/a Gainsborough Flower)

A delivery driver with over 20 years' service was unfairly dismissed when his employer sent a P45 via WhatsApp without any disciplinary process. The tribunal awarded £5,786.78 after deductions for contributory conduct and a Polkey reduction.

Beauty therapist (7 years' service) v Brampton Manor Salon & Tea Rooms Ltd

A beauty therapist with seven years' service was dismissed by redundancy while on maternity leave without consultation. The tribunal awarded her a statutory redundancy payment, notice pay, and holiday pay, but found the dismissal fair due to the salon's closure.

Driver, telephonist and controller (over 20 years' service) v Meadway Private Hire Ltd

A driver, telephonist and controller with over 20 years' service was constructively dismissed after his employer offered only limited holiday cover at reduced pay following furlough. The tribunal extended time for his unfair dismissal claim.

Former employee v Without Exceptions Ltd

A former employee won a partial victory for unpaid wages, holiday pay and notice pay, but her unfair dismissal claim was struck out due to insufficient service. The tribunal ordered £476.39 in compensation.

Front of House Supervisor (1 year 5 months' service) v TBB Leisure Limited

A front of house supervisor who named the wrong respondent on her claim form has had her unfair dismissal claim reinstated after the tribunal found the error was compounded by administrative delays.

Apprentice carpenter (2 years' service) v Perrin & Son Construction Limited

An apprentice carpenter was unfairly dismissed after taking a week's holiday despite his employer's refusal. The tribunal found the dismissal procedurally unfair and awarded £918.13, including unlawful deduction claims.

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

A senior manager who agreed to defer her salary until the company's cash flow improved was awarded £12,660.58 after the employer failed to pay her for five months and withheld holiday pay on dismissal.

Former employee v Ocean Design Storage Solutions Limited

A former employee won over £24,500 after being made redundant without consultation and suffering unauthorised deductions, unpaid holiday pay, and breach of contract.

Former employee v Stephen M S Lai & Co Business Consulting Ltd

A former employee was awarded £34,204 after being unfairly dismissed and harassed due to his age. The employer did not attend the hearing or file a response.

Restaurant employee v Michael Shane Croner

A restaurant employee's unfair dismissal and redundancy pay claims were dismissed after the tribunal found the employer was unaware of the original proceedings. The original £8,721 wages award was revoked.

Surveyor (zero-hours contract, 8 years' service) v Valunation Ltd

A surveyor on a zero-hours contract lost his unfair dismissal claim after presenting it four months late, but his age discrimination claim was allowed to proceed.

Plumber (2 months' service) v Melon Renovations Ltd

A plumber who worked for just two months was awarded £5,294 after his employer failed to pay his full wages and holiday pay. The employer did not attend the hearing or file a response.

Graduate Building Surveyor (1 year 1 month service) v Prinsegate Developments Ltd

A graduate building surveyor who resigned after his employer failed to pay his March salary, commission and bonus has been awarded £2,989.74 by an employment tribunal for unauthorised deductions.

Nurse (Band 5 Staff Nurse, 15 years' service) v Dorset Healthcare University NHS Foundation Trust

A Band 5 staff nurse with 15 years' service was dismissed for gross misconduct after allegedly sleeping on duty. The tribunal found the dismissal fair for unfair dismissal purposes but ruled the trust failed to prove gross misconduct, awarding £7,045.65 in notice pay.

Train manager (32 years' service) v London Underground Limited

A train manager with 32 years' service was unfairly dismissed for posting racially divisive social media messages about George Floyd, but the tribunal found she would have been dismissed anyway and cut her award by 75% for her own conduct.

Farm manager (4 years' service) v John P Gee & Sons Limited

A farm manager who was removed as a director and then dismissed was not unfairly dismissed, but the tribunal awarded him £3,077 for unpaid notice, holiday pay and expenses.

Former employee v Openreach Limited

A former Openreach employee won his unfair dismissal claim but saw his compensation cut by 30% because his own conduct contributed to his sacking. The tribunal awarded £42,845.56.

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

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

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

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

Former employee (6 years' service) v WFM Food London Ltd

A former employee with six years' service was unfairly dismissed by WFM Food London Ltd and awarded £27,863 after the company failed to follow the ACAS code and made unauthorised deductions from wages.

Former employee v David Paul Warnock

Three former employees had their unfair dismissal complaints struck out because they had less than two years' service. However, they won default judgments for unauthorised deductions and holiday pay, totalling £2,891.77.

Former employee (7 years' service) v Constanter Limited

An employee with 7 years' service was unfairly dismissed by reason of redundancy and awarded over £7,500 for breach of contract, redundancy payment, and unpaid holiday pay.

Business Development Manager (8 years' service) v FMG Repair Services Ltd

Three of seven employees found to have transferred under TUPE when part of their employer's business was sold out of administration. The tribunal examined assignment of roaming, multi-site workers.

Former employee v RSL Distribution Limited

Four former employees of RSL Distribution Limited have been awarded redundancy payments totalling over £26,000 after the company failed to defend the claim. Other claims were dismissed as out of time.

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

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

Accountant (1 year's service) v HGA Accountants and Financial Consultants Ltd

An accountant who worked for just over a year lost his disability discrimination claim after the tribunal found he did not have a disability under the Equality Act. He was awarded £22.43 for an unauthorised wage deduction.

Store manager (9 months' service) v La Portegna Limited

A store manager with only 9 months' service won her claim for unauthorised wage deductions after her employer deducted sick pay she was promised. The tribunal ordered La Portegna Limited to pay £2,466.56.

Former employee (maternity leave) v Jon Janvier and Energy Saving Installers Ltd (in creditors voluntary liquidation)

A tribunal found that a former employee was automatically unfairly dismissed and discriminated against after being told she was dismissed because she took maternity leave. She was awarded £19,728.16.

Cleaner (8 years' service) v Hallgarth Court Residents Limited

A cleaner who worked for eight years but was never paid for holidays won £162.71 in holiday pay after the tribunal ruled she was a worker, not an employee.

Head Teacher / Principal (part-time) v Darul Uloom Al Arabiya Al Islamia

An employment tribunal has refused to strike out most claims brought by a former head teacher against Darul Uloom Al Arabiya Al Islamia, including allegations of disability discrimination and whistleblowing detriment. However, the reasonable adjustments claim was ordered to be subject to a deposit order hearing.

Dispatch Supervisor (4 years' service) v Ixion Limited (trading as 1Clickprint)

A dispatch supervisor with four years' service was unfairly dismissed when her employer made her redundant without a proper selection pool, objective criteria, or any meaningful consultation. The tribunal awarded £661.95 in compensation.

Van driver (2 years 8 months' service) v Complex Logistics Ltd

A van driver lost his unfair dismissal claim after breaching a final written warning, but was awarded £3,507 for unpaid notice, wages, and holiday pay.

Former employees v NV Projects Ltd

A Leeds tribunal ordered NV Projects Ltd to pay a group of former employees for unauthorised deductions from wages, holiday pay, and failure to provide written statements. One employee also won a breach of contract claim for notice pay.

Former employee v St Cuthbert's House Limited

A former employee who took bereavement leave was awarded £540 in unpaid holiday pay and £1,560 for a wage deduction after her final pay slip wrongly deducted an overpayment she had already repaid.

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

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

HGV driver (12 years' service) v MAM Transport Services Limited

A tribunal found that an HGV driver with 12 years' service was unfairly dismissed after his employer lost trust in him over a back injury suffered in Poland. He was awarded £13,335.

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.

MOT tester (8 years' service) v Uralmoto (UK) Ltd

An MOT tester with eight years' service was dismissed to facilitate a business transfer, making the dismissal automatically unfair. The tribunal awarded £6,837 in compensation, reduced by 10% for contributory conduct.

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

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

Waitress (22 years' service) v Lornar Ltd

A waitress who worked for Lornar Ltd for 22 years had her unfair dismissal claim rejected because she missed the three-month time limit by several months.

Former employee v Riatex Ltd

A former employee with PTSD was awarded over £22,700 after her employer discriminated against her because of her disability and then failed to defend the claim.

Former employee v The Chair (Buckingham) Limited

A former employee's constructive unfair dismissal claim was dismissed, but the tribunal upheld claims for breach of contract and unauthorised wage deductions, awarding £2,909.40.

Support Worker (3 years' service) v Protea Care Homes Kent Limited

A support worker was unfairly dismissed after a disciplinary hearing described as an 'ambush' with vague allegations. The tribunal awarded £9,111.12 in compensation.

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

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

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

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

Team leader (front of house) at a pub (4 years' service) v G K Retail Services Ltd

A tribunal found that a pub company failed to make reasonable adjustments for a team leader with anxiety and depression, awarding her £15,025 in compensation.

Research Fellow (3 years 10 months' service) v University of Warwick

A Research Fellow at the University of Warwick was unfairly dismissed when the university failed to follow its own fixed-term contract policy and did not carry out a proper redundancy consultation before her contract ended. The tribunal awarded £833.04 in compensation.

Security officer (4 years 7 months' service) v Atalian Servest Security Ltd

A security officer with nearly five years' service was unfairly dismissed after leaving his post for a break and prayers. The tribunal found the employer's investigation was inadequate, failing to obtain CCTV or witness statements.

Salesperson (9 years' service) v Synergy (GB) Ltd

A salesperson who refused to return to work after furlough ended was found to have resigned, not been dismissed. The tribunal awarded £2,263.82 for unpaid holiday pay.

Security systems engineer (9 years' service) v London Security Automation Limited

A security systems engineer with 9 years' service was unfairly dismissed after his employer discovered he had done private work for a client, but failed to hold a disciplinary hearing. The tribunal awarded £25,664 in compensation.

Former employee v Patel Post and Print Limited

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

Operations Manager (17 years' service) v Angel of Corbridge Ltd t/a The Angel Inn

A Newcastle tribunal found that Angel of Corbridge Ltd unfairly dismissed an operations manager with 17 years' service by failing to disclose the selection matrix and not considering a suitable alternative role. She was awarded £12,799.

Civil servant (Executive Officer, 24 years' service) v Royal College of Defence Studies

A tribunal has allowed a civil servant with 24 years' service to amend his claim to include failure to make reasonable adjustments at the appeal stage, and refused the employer's bid to strike out the case.

Fire and Security Engineer v Lazerbeam Fire and Security Limited

A tribunal found a fire and security engineer was constructively dismissed after his employer paid him through the Construction Industry Scheme without his informed consent, denying him employment rights. He was awarded £2,519.

Former employee v Fivestars Limited

A former employee with less than two years' service won £1,316.22 for unpaid holiday pay, sick pay and wrongful dismissal after their employer failed to attend the final hearing.

Administrative employee v London Road Surgery

An employment tribunal has allowed a race discrimination claim to proceed against London Road Surgery, but struck out the unfair dismissal claim because the employee had less than two years' service.

Security and maintenance worker (22 years' service) v Seighford Hall Nursing Home Ltd

A security and maintenance worker with 22 years' service was unfairly dismissed for gross misconduct, but the tribunal awarded no compensation because he would have been dismissed anyway and contributed to his own dismissal.

Former employees v Elliot House Limited

A tribunal found that Elliot House Limited unfairly dismissed most of its workforce in a redundancy process that failed to arrange employee representative elections, entitling them to a protective award, notice pay, and compensation for pension contribution breaches.

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

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

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

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

Administrative assistant (30 years' service) v Independent Inspections UK Limited

An administrative assistant with 30 years' service was unfairly dismissed after her employer failed to follow a fair redundancy procedure. The tribunal awarded £2,907.92.

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

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

Customer Service Security Officer (7 years 9 months' service) v Wilson James Limited

A security officer who stopped attending work to care for his vulnerable mother was fairly dismissed for gross misconduct. The tribunal found the employer acted reasonably in dismissing for unauthorised absence, but awarded £195.72 for unpaid holiday pay.

Bar stewardess (17 years' service) v Halliwell Conservative Club

A bar stewardess with 17 years' service was unfairly dismissed when Halliwell Conservative Club closed without consulting her. The tribunal awarded £12,883.98 in redundancy and holiday pay but no compensation as closure was inevitable.

Former employee v Tees Valley Community Asset Preservation Trust

A tribunal found that Tees Valley Community Asset Preservation Trust underpaid a former employee for weekend shifts, failed to pay Sunday premiums, notice pay, and holiday pay. The unfair dismissal claim was dismissed.

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

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

Operations Manager (wedding venue) v Thicket Priory Limited

A wedding venue operations manager lost her unfair dismissal claim but won £107.69 in unpaid holiday pay after being required to take holiday while on furlough.

Former employee v Digital Grading Studio Limited

A former employee of Digital Grading Studio Limited has won her claim for sex discrimination after a remark made during a stressful meeting. She was also awarded holiday pay, notice pay, and compensation for unfair dismissal, totalling £2,989.36.

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.

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

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

Digital transformation manager (law degree, previous paralegal experience) v Volkerrail Limited

A digital transformation manager who rejected her boss's romantic overtures was awarded £419,352.94 after the tribunal found the grievance process was itself harassment and refusing to let her withdraw her resignation was victimisation.

Investigations Officer (Executive Officer, 19 years' service) v Department for Work and Pensions

A long-serving DWP investigations officer was constructively dismissed after being banned from driving without medical evidence, ambushed in a meeting, and then forced to attend a review at an unsuitable venue. The tribunal awarded £373,936.69.

Estimator (3 years' service) v Sowga Ltd

An estimator with 3 years' service was unfairly dismissed after his employer rushed through a redundancy consultation in just five working days. The tribunal found the process was too short and that alternative roles were not properly explored.

Director of Partnerships v JetEngage Limited

A director of partnerships was unfairly dismissed for redundancy due to a lack of consultation, but the tribunal reduced his compensation to nil because the redundancy was inevitable. He also won £1,211 for an unlawful deduction from wages.

Solicitor (personal injury) v Charles Gregory Solicitors Ltd

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

Registered nurse (night shifts, neuro-disability ward) v The Royal Hospital for Neuro-Disability

A registered nurse with limited English was unfairly dismissed for gross misconduct after the Royal Hospital for Neuro-Disability failed to provide an interpreter at his disciplinary hearing. The tribunal also found indirect race discrimination.

Quality Assurance Technician (12 years' service) v Nestle UK Ltd

A Quality Assurance Technician with 12 years' service was unfairly dismissed after a breakdown in working relationships, but the tribunal found he contributed 100% to his dismissal and would have been dismissed anyway, resulting in no compensation.

Caretaking couple / Head of Maintenance v Kasteel Collection Ltd

A caretaking couple who had £700 a month deducted from each of their wages for accommodation were awarded £7,184 after a tribunal found the deductions breached National Minimum Wage rules and their contract.

Takeaway food shop worker (2 years' service) v Bagelmania London Limited (in liquidation)

A pregnant takeaway shop worker was dismissed after her employer removed her from the rota, then faced a county court claim and threats of police action when she contacted ACAS. The tribunal awarded £40,000 for unfair dismissal, pregnancy discrimination and victimisation.

Labourer (3 years' service) v Staton Young (Anglesey) Limited

A labourer with three years' service was unfairly dismissed when his employer summarily ended his employment due to lack of work, without following any redundancy procedure. The tribunal awarded £5,600 in compensation.

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

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

Service desk consultant (IT help desk, 12-hour shifts) v Intergence Systems Limited

An IT help desk consultant was unfairly dismissed after her employer caved to client pressure following a missed handover email. The tribunal awarded £10,787.47, reduced by a third for her own fault.

Medical doctor (diet clinic) v The Fine Clinic Limited

A medical doctor at a diet clinic was found to be a worker rather than an employee, meaning her unfair dismissal claim failed. However, her whistleblowing claim was allowed to proceed, subject to a £50 deposit order.

Senior Carer and Manager's Assistant (14 years' service) v Jasmine Care (Holdings) Limited

A senior carer with 14 years' service was constructively dismissed after her employer unilaterally reduced her hours and pay, then suspended her over alleged holiday pay fraud. The tribunal awarded £41,039 in compensation.

Catering staff (patient catering) v Oxford University Hospitals NHS Foundation Trust

Two catering staff were dismissed for an alleged assault that CCTV footage did not capture. The tribunal found the investigation flawed and ruled the dismissals unfair — one was also wrongfully dismissed.

Bus driver v London United Busways Ltd

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