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.

Sonographer (9 months' service) v Woodhaze Ltd t/a Window to the Womb (Swansea)

A black African sonographer was racially harassed and discriminated against after being required to perform cleaning duties and threatened with deportation. The tribunal awarded £33,611.12.

Primary school teacher (19 years' service) v Trafford Council and The Governing Body of Kings Road Primary School

A primary school teacher with 19 years' service was unfairly dismissed for 'irretrievable breakdown' after she raised a grievance alleging race discrimination. The tribunal also found she was victimised.

Former employee v South Coast Skips Limited (in Creditor’s Voluntary Liquidation)

A former employee was unfairly dismissed, wrongfully dismissed without notice, and discriminated against on grounds of sex. The tribunal awarded £16,208.68, including an uplift for the employer's failure to follow the ACAS code.

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 v C H Latham, The Baker Limited

A former employee has won £4,467.57 after their employer failed to respond to an unfair dismissal and breach of contract claim, leading to a default judgment.

Gymnastics coach v Friendship Society Limited

A gymnastics coach was automatically unfairly dismissed after asserting her right to a written contract and payslips. The tribunal awarded £56,202 including compensation for unlawful wage deductions.

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.

Managing Director (5 years' service) v Panache Leasing Ltd

A managing director who was dismissed for alleged threats and misappropriation of funds without any investigation has been awarded £53,212.50 after the tribunal found the dismissal unfair. The High Court had previously found no evidence of fraud or dishonesty.

Front of house worker (11 years' service) v L&M Coventry Limited

A front of house worker at a pub/restaurant was unfairly dismissed after 11 years' service. The tribunal awarded £10,800 in compensation, including basic award and notice pay.

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.

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.

Sales Executive/Administrator (2 years 9 months' service) v Forest Master Limited

A sales executive with a clean record was given a final written warning for baseless dishonesty allegations and had commission withheld. The tribunal found he was constructively unfairly dismissed.

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 Energy Comparison Service Limited (in creditors voluntary liquidation)

A former employee was awarded over £37,000 after colleagues repeatedly called him 'old man' and 'grandpa', and the company made unauthorised deductions from his wages and failed to pay holiday pay.

Headteacher (17 years' service) v Arbor Academy Trust

A headteacher with 17 years' service was unfairly dismissed after tapping her 3-year-old son's hand to get his attention. The tribunal awarded £102,328.80, reduced by 20% for contributory fault.

Managing Director (31 years' service) v EMKA (UK) Limited

A managing director with 31 years' service was unfairly and wrongfully dismissed after being told his employment was ending at a hotel meeting, with no prior investigation or disciplinary process. The tribunal awarded £61,625.82.

Former employee v Your Local Hadfield Ltd

A former employee was unfairly dismissed by the new employer that took over the business, and awarded £34,485 for unfair dismissal, breach of contract, and unauthorised deductions from wages.

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.

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.

Team manager (8 years' service) v SER Staffing Limited

A team manager with eight years' service was constructively dismissed after his employer removed all managerial duties for over 10 months and then disciplined him for swearing. The tribunal awarded £18,923.

Shunter (HGV driver, 2 years' service) v Moran Logistics Ltd

A shunter with two years' service was unfairly dismissed after an accident while 'buddying up' — a practice that was custom and practice at the site. The tribunal found procedural flaws and pressure from senior management made the dismissal unreasonable.

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.

Shop assistant (20 years' service) v Mehat Six Bells Limited

A shop assistant who worked for 20 years without pay, then for below the National Minimum Wage, has won her constructive dismissal claim. The tribunal found she was subjected to detriments for asserting her right to be paid.

HR and Recruitment Coordinator (3 years' service) v Oyster Bay Systems Ltd

An HR and Recruitment Coordinator won her constructive unfair dismissal claim after her employer failed to deal with her grievance and sent mixed messages that destroyed trust and confidence. The tribunal awarded £15,195.90.

Former employee (6 years' service) v Causeway Heating Services Limited

A former employee with six years' service won £26,374 after resigning when he discovered the grievance appeal handler was a friend of his employer. The tribunal found the employer breached the ACAS Code and made unauthorised deductions.

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.

Finance and commissioning officer (18 years' service) v Hertfordshire County Council

A finance and commissioning officer with 18 years' service was constructively dismissed after Hertfordshire County Council unfairly re-graded her role and failed to properly consider her grievance. The tribunal awarded £66,476.86.

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.

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.

Deputy Manager (3 years' service) v Really Flexible Care Ltd

A deputy manager with three years' service was unfairly dismissed after her employer relied solely on a council safeguarding report without conducting its own investigation or disciplinary hearing. The Watford tribunal awarded £26,926.

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.

Minibus driver (17 and 26 years' service respectively) v Hallmark Connections Limited and First Choice Mini-Bus Service Limited

Two long-serving minibus drivers were found to have been automatically unfairly dismissed when a school transport contract was awarded to a new provider who refused to take them on. The tribunal awarded a total of £47,584.72.

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 v The Blurt Foundation CIC (in creditors’ voluntary liquidation)

A former employee won automatic unfair dismissal and pregnancy/maternity discrimination claims after The Blurt Foundation failed to respond. The tribunal awarded £15,093.21, including an uplift for breaching the Acas Code.

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 v Hydegate Pet Resort Ltd

A former employee was unfairly dismissed after the employer failed to follow a fair procedure. The tribunal awarded a 20% uplift for breaching the ACAS Code and confirmed one month's notice pay.

Solicitor (5 years' service) v Bishop Lloyd & Jackson Solicitors Limited

A housing solicitor was unfairly dismissed when her employer failed to properly consider a possible secondment at a sister firm. The tribunal found a 85% chance that consultation would have led to an alternative role.

Former employee (less than 1 year service) v Churston Court Inn Ltd

A tribunal has awarded nearly £30,000 to a pregnant employee who was dismissed by text message after complaining about derogatory comments and a failure to provide support with lifting.

Shop Assistant (9 years' service) v Tarsaim and Mandeep Sandhu t/a Station Stores

A shop assistant with nine years' service was unfairly dismissed after using the Post Office till for a personal transaction. The tribunal found the investigation was insufficient and the dismissal procedurally unfair.

Territory sales executive (16 years' service) v ATN Marketing Limited

A territory sales executive with 16 years' service was unfairly dismissed for poor performance without any prior warnings or fair procedure. The tribunal awarded £33,819 in compensation, including a 25% uplift for failing to follow the ACAS Code.

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.

Band 5 Staff Nurse (6 years' service) v Cardiff and Vale University Local Health Board

A Band 5 Staff Nurse was constructively dismissed after making protected disclosures about patient safety and an alleged assault. The tribunal found the Health Board subjected her to detriments including suspension and a flawed disciplinary process.

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.

Print manager (12 years' service) v JEM Packaging Ltd

A print manager with 12 years' service was unfairly dismissed after refusing two minor clauses in a new contract. The tribunal found the employer acted unreasonably by treating fire-and-rehire as a first resort. Compensation: £17,749.

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.

Bid Manager (12 years' service) v Mears Group plc

A tribunal found that Mears Group plc unfairly dismissed a Bid Manager with spinal injuries and victimised her for raising concerns about reasonable adjustments. She was awarded £964,465.37.

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.

Field engineers v Kalamazoo IT Limited

Four field engineers were unfairly dismissed when their employer told them they had transferred to a new contractor under TUPE, but no transfer had occurred. The tribunal awarded over £114,000 in total.

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.

Farm worker (40 years' service) v G.E. Spence and Sons (a partnership)

A farm worker with 40 years' service was sent a P45 in the post while off sick with cauda equina syndrome. The tribunal found he was unfairly dismissed, discriminated against because of his disability, and awarded over £26,800.

Care worker (4 years' service) v R2

A care worker with four years' service was unfairly dismissed after an incident with his client. The tribunal found the dismissal procedurally unfair and awarded £2,975 after deductions.

Office administrator (4 years' service) v Beaumont and Fletcher Ltd

A tribunal found that an office administrator was constructively unfairly dismissed after her employer included unparticularised criticisms about her appearance and relationships with colleagues in a capability letter. She was awarded £3,497.79, reduced by 75% for contributory fault.

Yard Controller (30 years' service) v Abellio East Anglia Limited T/A Greater Anglia

A yard controller with 30 years' service was unfairly dismissed after a 16-second delay in stopping a train due to a radio failure. The tribunal found the employer's investigation was inadequate and the procedure fell outside the range of reasonable responses.

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.

Conveyancing solicitor v A A Holmes Limited

A conveyancing solicitor who resigned after her employer threatened a 25% pay cut without agreement has won £11,657 in notice pay. The tribunal found the employer's unilateral salary reduction was a fundamental breach of contract.

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.

Apprentice (digital marketing) v A & T Trained Dogs Limited

A digital marketing apprentice who was dismissed days after writing to her employer about an unpaid tax rebate has won her claim for automatically unfair dismissal. The Manchester tribunal awarded £3,963.97 in compensation.

Former employee (11 years' service) v Catwalk Dogs St Helens Ltd

A former employee with 11 years' service was unfairly dismissed and underpaid the national minimum wage. The tribunal awarded £4,694.53, including an ACAS uplift.

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.

Childcare nursery assistant (3 months' service) v Ms Tika Mesha Williams

A nursery assistant with just 3 months' service was automatically unfairly dismissed after she raised concerns about being paid below the national minimum wage and not receiving rest breaks. The tribunal awarded £5,433.98.

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.

Purge and relight engineer (5 years' service) v Network Plus Services Limited

A purge and relight engineer with five years' service was unfairly dismissed after a dispute over whether he was told to return to a work site. The tribunal found the employer failed to consider the possibility of miscommunication and did not interview a key witness.

Bus operations manager (4 years' service) v Rowgate Group Ltd and CE Jeatt & Sons Ltd

A bus operations manager was unfairly dismissed after recording a colleague dancing to 'The Stripper'. The employer conceded liability and was ordered to pay £52,190.47.

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.

Former employee v Local Plumbers We Care Limited

A former employee was automatically unfairly dismissed after raising health and safety concerns. The tribunal awarded £7,947 including a 25% ACAS uplift after the employer failed to attend the hearing.

Payroll clerk/Bookkeeper (10 years' service) v Philips Accountants (Southgate) Ltd

A payroll clerk with a decade of service was dismissed on the same day an incident occurred, without any investigation or prior warnings. The tribunal awarded £10,384.50 for unfair and wrongful dismissal.

Senior mental health practitioner (26 years' service) v Greater Manchester Mental Health NHS Foundation Trust

A senior mental health practitioner with 26 years' service was constructively dismissed after the trust took nine months to investigate a minor disciplinary matter and failed to handle his grievance promptly. The tribunal found a repudiatory breach of trust and confidence.

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.

Cleaner (12 years' service) v Whipcoot Developments Limited and Whipcott Getaways Limited

A cleaner with 12 years' service was dismissed on the day her employment transferred to a new company. The tribunal found the dismissal automatically unfair and awarded £3,025.24, including an uplift for ignoring her grievance.

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.

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.

Administrator, Office Manager and Business Manager and Compliance Officer (10 years' service) v Peter Radelat t/a PR Employment Law Specialists

An employment law specialist who closed his business due to ill health was found to have unfairly dismissed his administrator of 10 years. The tribunal awarded compensation for the unfair dismissal and failure to provide written particulars.

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.

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.

Executive General Manager (2 years' service) v Eastman Staples Ltd

An executive general manager with two years' service was unfairly dismissed for alleged gross misconduct. The company entered liquidation and did not defend the claim, resulting in a £13,716 award.

Head of Investments (3 years 7 months' service) v Ahauz Ltd.

A head of investments was unfairly dismissed on redundancy grounds. The tribunal awarded £49,992 compensation, noting his reasonable fear of breaching broad restrictive covenants hindered his job search.

Branch manager (15 years' service) v Travis Perkins PLC

A branch manager with 15 years' service was suspended for alleged gross misconduct after handing in his notice. The tribunal found it was a 'witch hunt' and awarded a 25% ACAS uplift for failing to follow the code.

Maintenance technician (3 years' service) v APM Nationwide Ltd

A maintenance technician was unfairly dismissed after being accused of defaming his employer. The tribunal found the investigation was minimal, the outcome predetermined, and the appeal conducted by the managing director's brother-in-law. He was awarded £10,896.94.

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.

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.

Employee, shareholder and director v Arcstream Ltd (In Liquidation)

A director and shareholder was summarily dismissed without any disciplinary process or notice. The tribunal awarded £16,916.86 for unfair dismissal and breach of contract.

Payroll administrator and receptionist (20 years' service) v Johnsons Financial Management Ltd

A payroll administrator with 20 years' service was unfairly dismissed after a flawed capability process that lacked warnings, investigation, and an appeal. The tribunal awarded £28,333, including a 25% uplift for failing to follow the ACAS Code.

Headteacher (5 years 6 months' service) v Governing Body of Northwood Community Primary School and Knowsley Metropolitan Borough Council

A headteacher with over five years' service was unfairly dismissed after a flawed investigation into his decision to engage a former teacher subject to a Prohibition Order. The tribunal found the employer failed to consider alternatives to dismissal.

Care Assistant (2 years' service) v WT UK OPCO Ltd (formerly Gracewell Healthcare 3 Ltd)

A care assistant with two years' service was unfairly dismissed for alleged gross misconduct after a flawed investigation. The tribunal awarded £27,316, including a 25% ACAS uplift for the employer's failure to follow the ACAS Code.

Former employee v Network Rail Infrastructure Limited

A former employee won an unfair dismissal claim against Network Rail Infrastructure Limited, but saw compensation slashed by 80% because they would have been dismissed anyway, plus a further deduction for failing to look for work.

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.

Former employee v HYPHA Restaurants Limited

A former employee of HYPHA Restaurants Limited has won £5,421.70 after the company dismissed her with only one week's notice instead of the contractual month, and failed to pay pension contributions and holiday pay.

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

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

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 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.

Chef (7 years' service) v Bright Horizons Family Solutions Limited

A chef with 7 years' service was unfairly dismissed after a flawed investigation that showed gender bias. The tribunal found the employer treated him less favourably than a female colleague in similar circumstances. He was awarded £33,666.99.

Cleaner (4 years' service) v Clearlake Cleaning Ltd

A cleaner with four years' service was unfairly dismissed after she raised concerns about unpaid wages. The tribunal awarded £11,226.61, including a 25% ACAS uplift for the employer's failure to follow procedures.

Former employee v Greenfields Nursery Ltd

A former employee of Greenfields Nursery Ltd was unfairly dismissed after the nursery failed to carry out any redundancy consultation. The tribunal awarded £4,439.30.

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.

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.

Funeral director (30 years' service) v Dignity Funerals Ltd

A funeral director with 30 years' service was unfairly dismissed after removing a deceased person's jewellery. The tribunal found procedural unfairness and awarded £43,350.60 after a 40% reduction for contributory fault.

Senior Staff Nurse (Band 6) – IVF and fertility services (12 years' service) v University Hospitals Plymouth NHS Trust

A senior staff nurse with 12 years' service was found to have transferred to the new IVF service provider under TUPE, despite the new provider's claim she was not assigned to the organised grouping.

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.

Bus driver v A & A Coach Travel Ltd

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

Former employee (7 years' service) v Tidysite Building and Construction Service Limited

A former employee with seven years' service won £5,687.63 after his employer failed to file a response to his tribunal claims for unfair dismissal, unpaid sick pay, holiday pay and notice pay.

Electrical apprentice (4 years) v CC Cousins Limited

An electrical apprentice was unfairly dismissed after a flawed redundancy selection process. The tribunal awarded £14,251 for loss of future prospects and the delay in qualifying.

Ward manager (40 years' experience as a nurse) v Priory Healthcare Limited

A 40-year nursing veteran was unfairly dismissed by Priory Healthcare after the employer mistakenly believed a urine test showed she was under the influence of cannabis at work. The tribunal found the dismissal was outside the range of reasonable responses.

Piano and singing teacher (24 years' service) v The Mount School Limited

A piano and singing teacher with 24 years' service was unfairly dismissed after she refused to attend a mandatory staff meeting at short notice because of a pre-arranged family gathering to discuss her mother's cancer care. The Leeds tribunal awarded £16,802.31.

Skilled computer programmer (20 years' service) v Office for Students

A computer programmer with 20 years' service was constructively dismissed after her employer adopted a 'low code/no code' approach. The tribunal found the restructure amounted to a redundancy situation and the grievance process was mishandled.

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.

Former employee v Craven Inns Limited

A former employee of Craven Inns Limited has won claims for unfair dismissal, wrongful dismissal, and unlawful deduction from wages, receiving a total of £9,313.83 plus costs.

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.

Maintenance craftsperson (Barnet Hospital) v Bouygues Energies and Services

A maintenance worker at Barnet Hospital was unfairly dismissed after refusing a COVID-19 test. The tribunal found the procedure was rushed and the testing policy was never properly communicated.

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.

Mechanical Engineer (37 years' service) v Ministry of Defence

A mechanical engineer with 37 years' service was unfairly dismissed for unauthorised absence after the Ministry of Defence failed to consider his mental health. He was awarded £19,710.

Progression Manager (21 years' service) v Countryside Properties (UK) Limited

A Progression Manager with 21 years' service was unfairly dismissed after an investigation that relied on hearsay and leading questions. The employment tribunal found the process fell outside the band of reasonable responses.

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.

Maintenance manager (6 years' service) v Cosgrove Leisure Parks UK Ltd

A maintenance manager with 6 years' service was unfairly dismissed after a flawed disciplinary process. The tribunal awarded £8,455, applying a 20% ACAS uplift, a 25% Polkey reduction, and a 20% contributory fault reduction.

Former employee (concierge staff) v Urbanbubble Liverpool Limited (in Creditors’ Voluntary Liquidation)

An employee who resigned with one month's notice was dismissed without notice by her employer, which later went into liquidation. The tribunal awarded £1,661.25 for unfair dismissal, statutory redundancy, and breach of contract.

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.

Operations Manager (Structured Coaching) (5 years' service) v Crisis UK

An operations manager who previously brought a sex discrimination claim was victimised and constructively dismissed after a flawed disciplinary process. The tribunal found Crisis UK breached the implied term of trust and confidence.

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.

Community Support Worker (30 years' service) v Bolton Cares (A) Limited

A community support worker with 30 years' service was constructively unfairly dismissed after her employer moved her to a location inaccessible by public transport without any consultation. The tribunal awarded £39,609.

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.

Registered Care Home Manager (4 years' service) v Hastings & Rother Voluntary Association for the Blind

A registered care home manager with four years' service has won her unfair dismissal claim after a tribunal found her employer failed to establish a fair reason for dismissal. The tribunal awarded £24,697.76, including a 15% uplift for breaching the ACAS Code.

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.

Worker (former employee) v GenderGP PTE Ltd

A former worker with fibromyalgia and other disabilities was awarded £84,599 after her employer failed to defend claims of disability discrimination. The tribunal entered default judgment when the company did not respond.

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.

Senior Control Centre Officer (13 years' service) v Waltham Forests Services Ltd

A long-serving control centre officer was unfairly dismissed after he did not report a man drinking on a town hall complex. The tribunal found the employer failed to genuinely believe misconduct had occurred and relied on an unwritten procedure.

Fitness club manager (4 months' service) v Inrenos 2 Ltd

A fitness club manager who swore at his boss during a heated phone call about his resignation was wrongfully dismissed. The tribunal awarded £1,273.52 in damages and repayment of unauthorised deductions.

Airline employee (32 years' service) v British Airways plc

British Airways unfairly dismissed a 32-year employee for alleged misuse of sickness and dependency leave. The tribunal found the employer presumed absences were not genuine, awarding over £49,000.

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.

Sales Manager (24 years' service) v The Estate of Glenn Hamish Manuel T/A Baytree Car Sales

A sales manager with 24 years' service was dismissed by text message without any disciplinary process. The tribunal awarded him £38,229.54 for unfair dismissal, unpaid wages, and breach of contract.

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

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

Former employee (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.

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 v London Borough of Bexley

A tribunal has allowed a former employee to amend her claim to include indirect sex discrimination after her employer refused her request for flexible hours during school closures.

Assistant Principal (7 years' service) v The Thinking Schools Academy Trust

An assistant principal with seven years' service was unfairly dismissed after physically restraining a disruptive student. The school had not provided positive handling training and failed to preserve full CCTV evidence.

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.

Head of Estates (13 years' service) v Muntham House Ltd

A head of estates with 13 years' service was unfairly dismissed for selling a disused oil tank for £230. The tribunal found the investigation and appeal process were biased and procedurally flawed.

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

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

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.

Former employee v Store Retail Group Limited (in creditors voluntary liquidation)

A former employee was unfairly and wrongfully dismissed after a disciplinary hearing. The tribunal awarded £3,210 but reduced compensation due to the employee's conduct and failure to appeal.

Former employee v Simon Cooper and Co Ltd

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

Integrated Pest Management Specialist (6 years' service) v Fargro Ltd

An employee dismissed for refusing to remove a screensaver and discussing politics at work has won his unfair dismissal claim after the tribunal found the appeal process was fatally flawed. No compensation was awarded at this stage.

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.

Former employee v University College of Osteopathy

A former employee was unfairly dismissed for gross misconduct. The tribunal applied a 20% ACAS code uplift but also reduced compensation by 20% for contributory conduct and 20% for the chance she would have been dismissed anyway.

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.

General Manager (6 months' service) v Luck, Lust, Liquor & Grinds Ltd

A General Manager who resigned with one week's notice was told to leave the same day and not paid for the notice period. The tribunal ordered the employer to pay £370.78 for unauthorised deduction of wages.

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.

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

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

Head of operations & finances (4 years' service) v IOET Ltd T/a Tokyoesque

A tribunal found that a small employer's failure to appoint an independent chair for disciplinary and appeal hearings amounted to a fundamental breach of trust, entitling the head of operations to resign and claim constructive unfair dismissal. A remedy hearing will determine compensation.

Kitchen porter / maintenance assistant (2 years' service) v East Sussex National Limited

A kitchen porter was constructively dismissed after his employer ended a trial maintenance assistant role without warning, citing performance and lack of a driving licence. The tribunal awarded £4,311.55.

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.

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

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

Former employee (11 years' service) v Emma’s Beauty (Epsom) Limited

A former employee with 11 years' service was awarded over £4,600 after being made redundant without notice or redundancy pay by Emma’s Beauty (Epsom) Limited.

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 (made redundant while pregnant) v Janet Sinden & Co

A tribunal has allowed a former employee to bring her unfair dismissal and sex discrimination claims nearly five months late, after she suffered a traumatic birth, lost her partner, and faced pandemic isolation.

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.

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.

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.

Sales advisor (3 years' service) v Sky Retail Stores Limited

A sales advisor was unfairly dismissed by Sky Retail Stores Limited for a data protection breach after an 11-month investigation and disciplinary process. The tribunal awarded £807, reduced by 50% for contributory conduct.

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.

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.

Service Delivery Manager (2 years' service) v Vohkus Limited

A Service Delivery Manager was unfairly dismissed for alleged misconduct and awarded £20,927 after his employer failed to respond to the tribunal claim. The award covered lost earnings and future loss.

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.

Sales and Letting manager (5 years' service) v Alan Goldin Estates Ltd

A sales manager who resigned after his employer sold the business behind his back and changed his contract has won £8,270 for constructive unfair dismissal.

Salaried employee (3 years' service) v Hazel Grove DIY Centre Limited

An employee with three years' service was dismissed on his second day under new ownership, with no warning or consultation. The tribunal awarded £3,767 for unfair dismissal, unpaid holiday pay, notice pay, and failure to provide written particulars.

Former employee v Teresa Purdie

A former employee has won her claim for unfair dismissal, redundancy pay, unauthorised holiday pay deductions and breach of contract. The tribunal ordered Teresa Purdie to pay a total of £1,278.84.

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.

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.

Regional Sales Director (16 years' service) v Hadley Steel Framing Limited

A Regional Sales Director with 16 years' service was unfairly dismissed for redundancy after the employer rushed consultation and failed to consider alternatives. The tribunal awarded £34,295 but applied a 90% Polkey reduction.

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.

Senior practitioner in regional safeguarding unit v Staffordshire County Council

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

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.

Former employee v ARL Services (UK) Limited

A former employee won his unfair dismissal claim against ARL Services (UK) Limited but had his compensation reduced by 60% because the tribunal found he contributed to his own dismissal. He was awarded £1,659.76.

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.

Senior engineer (12 years' service) v Fisk Fire Group Ltd

A senior engineer with 12 years' service was summarily dismissed in a lay-by after falsifying fire alarm test records. The tribunal found the dismissal procedurally unfair but awarded nothing because the engineer was 100% to blame.

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.

Former employee v Stan Smith and Sons Ltd

A former employee has been awarded £36,390 after the employer's response was struck out for non-compliance, leading to a finding of unfair dismissal.

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.

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

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

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.

Community healthcare professional (HCPC-registered) v Northern Care Alliance NHS Foundation Trust

A community healthcare professional was unfairly dismissed by Northern Care Alliance NHS Foundation Trust after a biased investigation into an allegation he tried to film a colleague in the ladies' toilets. The tribunal awarded £21,469.59.

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.

National Operations Manager v Synenergy Logistics Limited

A National Operations Manager who was suspended in front of 10 colleagues and denied a contractual bonus has won his claim for constructive unfair dismissal and unlawful deductions, receiving £131,535.

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.

Long-serving employee (near retirement) v Harehills Labour Club

A long-serving employee who resigned due to a repudiatory breach of contract won her unfair dismissal claim by default after the employer failed to file a response. The tribunal refused the employer's late application for an extension of time.

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.

Security officer (17 years' service) v LHR Airports Limited

A security officer with Asperger's Syndrome was unfairly dismissed after raising a grievance about a manager, who then counter-claimed that the complaint was false and vexatious. The tribunal found the investigation biased and the dismissal procedurally unfair.

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.

Bus driver (Stagecoach Manchester) v Greater Manchester Buses South LTD t/a Stagecoach Manchester

A bus driver was unfairly dismissed by Stagecoach Manchester, but the tribunal reduced his compensation by 75% because his own conduct contributed to the dismissal. He received a total of £4,306.62 including damages for wrongful dismissal.

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.

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.

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

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

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 Yue Chang Dai

A former employee was awarded over £15,000 for unfair dismissal after their employer failed to present a defence and ignored the ACAS Code of Practice.

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.

Finance Director v ABP (London) Investment Limited

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

Team Leader (Hot End) (36 years' service) v Pilkington UK Limited

A team leader with 36 years' service was unfairly dismissed after covert surveillance showed him helping at a farm while on sick leave. The tribunal found the employer's procedure was flawed and the decision unreasonable.

Security guard (3 years' service) v CIS Security Limited

A security guard who was subjected to racist and sexist harassment by a colleague was constructively dismissed after her employer failed to properly address her grievance. The tribunal awarded £59,566.

Branch manager (8 years' service) v City Plumbing Supplies Holdings Limited

A branch manager who was reinstated after a gross misconduct dismissal but then resigned after his bonus was withheld and new investigations opened has won his constructive unfair dismissal claim.

Business development manager (senior, 4 years' service) v Ground Control Limited

A business development manager was unfairly dismissed after an anonymous allegation that he tried to poach colleagues. The tribunal found the investigation was inadequate and the real reason was his report on team morale.

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.

General business administration role with some HR functions (14 years' service) v Hafod Care Organisation Limited

A tribunal found that a care organisation unfairly dismissed a long-serving employee for gross misconduct after a flawed investigation into a reference she provided. The employee was awarded £13,578.56.

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.

CEO and co-founder v Peoples Coffee Ltd

A co-founder and CEO who was summarily dismissed for gross misconduct after a disciplinary meeting he did not attend has won his unfair dismissal claim. The tribunal awarded him over £41,000 in compensation.

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.

Carer for brother with mental health conditions (5 years' service) v Mrs. Naima El-Alaoui

A tribunal found that a carer for his brother was unfairly dismissed after he raised concerns about how family finances were being managed, awarding over £7,000 in compensation.

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.

Employee (sales and administrative duties, 8 years' service) v Mr X Zheng

An employee with 8 years' service was constructively dismissed after his employer withheld sales commission and gave him an ultimatum to pay money or be treated as resigned. The tribunal awarded £55,267.37.

Account manager (vehicle finance) v UK Carline Limited

An account manager was summarily dismissed and the employer covertly recorded the meeting. The tribunal struck out the employer's response and awarded £69,705.50.

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

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

Business Line Leader/Global Sales Director (23 years' service) v Matcon Limited

A long-serving sales director was unfairly dismissed after instructing a customer to backdate a contract under pressure from his managing director. The tribunal found the investigation and appeal process were flawed.

Qualified Paralegal (9 years' service) v Gardline Shipping Limited

A paralegal with nine years' service was unfairly dismissed when her employer used a sham redundancy to get rid of her after she raised a grievance about bullying. The tribunal found the redundancy was not genuine.