Respondent won

Junior doctor (specialist registrar in Emergency Medicine) v Lewisham and Greenwich NHS Trust

A junior doctor's attempt to obtain a wasted costs order against the solicitors for an NHS Trust was dismissed because a 2018 settlement agreement precluded the application and there was no improper conduct.

Janitor (6 years' service) v Gentoo Group Ltd

A janitor with six years' service was fairly dismissed after CCTV and fob data showed he spent extended periods away from his post. The tribunal rejected his unfair dismissal claim.

Approved Mental Health Professional (agency worker) v North Yorkshire Council

An Approved Mental Health Professional who withdrew from work citing serious danger lost his whistleblowing and health and safety detriment claims. The tribunal found his concerns did not amount to a protected disclosure or a reasonable belief of imminent danger.

Programme Manager (3 years' service) v JC Bamford Excavators Limited

A programme manager with dyslexia who resigned after an informal performance improvement plan and a partially upheld grievance has lost her constructive dismissal and disability discrimination claims.

Former employee (31 years' service) v Wolseley UK Limited

A tribunal has ruled that Wolseley UK Limited fairly dismissed a long-serving employee by reason of redundancy, rejecting claims of age discrimination, harassment, and victimisation.

Assistant Practice Manager / Practice Secretary (14 years' service) v Dr Sarah Harding and Dr Catriona McNicol T/A Park Edge Practice

A GP practice assistant manager with 14 years' service resigned after learning of a proposed new role, claiming constructive dismissal. The tribunal rejected her claim, finding no breach of trust and confidence.

Former employee (11 years' service) v Motus Commercials Limited

A tribunal dismissed all claims from a former employee with 11 years' service and a clean disciplinary record, finding his misconduct dismissal fair and not discriminatory.

Electrical engineer (probationary employee, less than 3 months' service) v Integral UK Ltd

An electrical engineer dismissed during his probationary period for poor performance and a safety incident failed to prove race, age or disability discrimination. The tribunal upheld the employer's decision.

Registered Nurse (dementia ward) v The Royal Star and Garter Homes

A tribunal dismissed all claims by a dementia ward nurse who resigned after suspension, finding no link between his protected disclosure and the employer's actions.

Solutions engineer (3 years 8 months' service) v Singletrack Systems Limited

A solutions engineer who resigned after a performance improvement plan and grievance process lost his constructive dismissal claim because he stayed in the job too long after the alleged breaches.

Cook (22 years' service) v KZ Catering Ltd

A cook employed for 22 years claimed unauthorised deductions after his hours were cut from 30 to 6 per week. The tribunal dismissed the claim, finding no deduction occurred because he was paid for all hours worked.

Trainee car sales executive (2.5 months' service) v Bristol Street First Investments Limited

A trainee car sales executive with 2.5 months' service failed to prove he made a protected disclosure when his father sent an email to the CEO alleging fraud. The tribunal found the email was not a disclosure by the claimant and was not in the public interest.

Trainee solicitor (1 year 3 months' service) v Sterling Lawyers Limited

A trainee solicitor who sent 106 confidential client emails to her personal address was fairly dismissed for gross misconduct, the tribunal ruled. Her claims of whistleblowing and pregnancy discrimination were rejected.

Housing Officer (agency worker, 1 month service) v Central Bedfordshire Council

A housing officer who worked for Central Bedfordshire Council for just one month via an agency had her claims of whistleblowing detriment and harassment related to disability and transgender status dismissed by the Watford Employment Tribunal.

Dump truck driver v Stevens Equipment Rental Limited

A dump truck driver on a zero-hours contract claimed he was unfairly dismissed after being removed from a client site, but the tribunal found he resigned. His claim failed.

Assistant headteacher (12 years' service) v YY

An assistant headteacher with 12 years' service was fairly dismissed for gross misconduct after sending a sexual message to a child under duress from a coercive partner. The tribunal rejected her claims of unfair dismissal and disability discrimination.

Former employee (25 years' service) v Advisory Conciliation and Arbitration Service

A former employee with 25 years' service lost his constructive dismissal claim against ACAS after resigning over parking arrangements following an office move. The tribunal found the employer had acted reasonably.

Senior Customer Advisor (16 years' service) v EE Limited

A senior customer advisor with 16 years' unblemished service was dismissed for gross misconduct after creating two accounts for one customer. The tribunal upheld the decision, finding the employer acted reasonably.

BSL Communicator/Instructor (12 years' service) v Myerscough College Further Education Corporation

A BSL communicator with 12 years' service lost her constructive dismissal claim after the tribunal found that an out-of-office reply, which delayed her grievance appeal outcome, was not a breach of trust and confidence.

Operations Manager (24 years' service) v DPD Group UK Ltd

An operations manager with 24 years' service was fairly dismissed for gross misconduct after making unauthorised manual carded entries and giving incorrect explanations. The tribunal rejected both his unfair and wrongful dismissal claims.

Consultant Obstetrician and Gynaecologist (9 years' service) v West Hertfordshire Hospitals NHS Trust

An employment tribunal has dismissed all claims by a consultant obstetrician and gynaecologist who argued she was unfairly dismissed for whistleblowing and race discrimination, upholding the NHS trust's decision to dismiss her on capability grounds after a coroner found her account of a baby's death unreliable.

General Assistant (4 months' service) v Durham Indoor Bowling Club Community Association Limited

A general assistant who walked out of his shift twice and claimed he was dismissed for whistleblowing has lost his unfair dismissal claim. The tribunal found the real reason was his conduct, not any protected disclosure.

Former employee v Blinds Ltd

A former employee's unfair dismissal claim was struck out because they had worked for less than two years. Their breach of contract claim also failed, but they were entitled to £90.28 holiday pay.

Client Account Manager (4 years' service) v NSL Limited

A Client Account Manager with 4 years' service was fairly dismissed for redundancy after refusing to attend selection interviews and declining an alternative role. The tribunal upheld the dismissal by a majority, finding the redundancy genuine and the process reasonable.

General Manager (17 years' service) v Bestway Wholesale Limited

A General Manager with 17 years' service was dismissed for gross misconduct after his IT account was used to raise fraudulent credit notes worth £32,000. The tribunal found the dismissal fair and rejected all other claims.

Production Manager (23 years' service) v Northern Joinery Limited

A production manager with 23 years' service was fairly dismissed for gross misconduct after an investigation into missing scrap wood sale proceeds, the tribunal ruled, despite errors in the employer's spreadsheet evidence.

Teacher of Welsh as a second language (17 years' service) v Vale of Glamorgan Council

A tribunal has upheld the dismissal of a Welsh teacher with 17 years' service after a lengthy capability procedure, finding that the employer made reasonable adjustments and acted fairly.

Security guard (short service) v Lionhart Security Services Limited

A security guard with only weeks of service was dismissed after being accused of taking items without permission. The tribunal rejected his claims of protected disclosure detriment and notice pay, but awarded £627 for missing written particulars.

Family Support Worker (14 years' service) v Leeds City Council

A tribunal has upheld the dismissal of a family support worker with 14 years' service who began a personal and later romantic relationship with a service user, finding the council's decision was within the range of reasonable responses.

Kitchen porter/general assistant v Bartlett Mitchell Limited

A tribunal refused to order a claimant's representative to pay wasted costs, despite the claimant withdrawing all claims the day before the final hearing, because the respondent could not prove improper conduct.

Production operative (10 months' service) v GI Recruitment Limited

A production operative who reported sexual harassment but was later dismissed for gross misconduct after leaving work early without clocking out has lost her unfair dismissal claim. The tribunal found the employer acted reasonably.

Security supervisor (22 years' service) v Bidvest Noonan (UK) Limited

A security supervisor with 22 years' service was fairly dismissed for a fundamental breakdown of trust and confidence after he repeatedly emailed senior management and a client threatened to cancel its contract. The tribunal upheld the employer's decision.

Client Services Director (2 years 7 months' service) v Send DM Limited

A Client Services Director who resigned over unpaid sick pay and a claimed promotion of a male colleague has lost her constructive dismissal and sex discrimination claims. The tribunal found no fundamental breach of contract.

Delivery driver v Euro Car Parts Limited

A delivery driver with ADHD was dismissed for persistent lateness while on a final warning. The tribunal rejected her claims of unfair dismissal and disability discrimination, finding the employer acted reasonably.

Finance Manager (7 years' service) v SSCP Spring Bidco Limited t/a Outcomes First Group Limited

An Employment Tribunal has dismissed all claims of maternity discrimination, harassment, victimisation and unfair dismissal brought by a Finance Manager who was made redundant shortly after returning from maternity leave.

Personal Banker (8 years' service) v Santander UK Plc

An employment tribunal has dismissed a personal banker's claims of constructive unfair dismissal and disability discrimination against Santander UK Plc, finding that the final straw she relied on was innocuous and that earlier alleged breaches were not linked to her resignation.

Paramedic (27 years' service) v London Ambulance Service NHS Trust

A London Ambulance Service paramedic who was dismissed for bullying colleagues after failing a mask fit test has lost her unfair dismissal claim. The tribunal found the employer's investigation was thorough and the decision reasonable.

Project manager (21 years' service) v Greenhey Industrial and Marine Engineering Limited

A project manager with 21 years' service was fairly dismissed after a listening device was found in his boss's office, with wires leading to his desk. The Liverpool tribunal rejected his unfair dismissal claim.

Security guard v Seal Security UK Ltd

A security guard who was dismissed after being found asleep during his shift at Bloomberg LLP has lost his claims for unfair dismissal and discrimination. The tribunal found the employer acted reasonably and the discrimination claims had no merit.

Former employee v Royal Mail Group Ltd

A former Royal Mail employee's unfair dismissal claim was dismissed after he and his union representative failed to attend the first hearing. The judgment was later revoked due to the rep's family bereavement, but the claim was ultimately rejected on its merits.

Former employee (shop worker) v Ms M. Harvey T/A The Pickle Barrel

A former shop worker's unfair dismissal claim was dismissed after the tribunal struck out the employer's response for failing to comply with case management directions for over two years.

Trainee Project Manager (apprentice, 1 year 4 months' service) v Gloster MEP Limited

A trainee project manager who was dismissed after complaining about underpayment of the National Minimum Wage lost his claim for automatic unfair dismissal. The tribunal found the real reason was performance and conduct issues.

Project Manager (3 years' service) v Equans Fabricom UK Limited

A project manager who resigned after his employer changed working practices to recover overpaid offshore allowance has lost his constructive unfair dismissal claim. The tribunal also ordered him to repay £10,056.85.

Senior Lecturer (14 years' service) v University of the Arts London

A senior lecturer with 14 years' service was fairly dismissed for gross misconduct after developing a romantic relationship with a student. The tribunal rejected his claims of unfair dismissal and race discrimination.

Recruitment assessor (worker status) v College of Policing Limited

A recruitment assessor who claimed unfair dismissal lost his case after the tribunal ruled he was a worker, not an employee, because the College of Policing had no obligation to provide work and he could refuse assignments.

Sales Assistant (5 years' service) v H & M Hennes & Mauritz UK Limited

A sales assistant who relocated from Milton Keynes to Bournemouth was fairly dismissed after H&M tried but failed to find her a suitable transfer. The tribunal rejected her unfair dismissal claim.

Personal Assistant (6 months' service) v Club19 Limited

A tribunal rejected a wrongful dismissal claim from a PA with six months' service who was summarily dismissed after blocking her manager on WhatsApp and returning the business phone unattended. No compensation was awarded.

Business Development Manager (3 years' service) v Siemens Healthcare Ltd

A Business Development Manager who resigned claiming constructive dismissal due to race discrimination lost his case. The tribunal found Siemens Healthcare Ltd had genuine, evidence-based performance concerns and had not breached the implied term of trust and confidence.

Smart Meter Installer (11 months' service) v Morrison Data Services Limited

A smart meter installer with chronic migraines was dismissed after three months' absence. The tribunal found he was disabled but that the employer acted reasonably and did not discriminate.

Postal worker (19 years' service) v Royal Mail Group Ltd

A postal worker with 19 years' service was fairly dismissed for sending unsolicited items including scissors and a Hi Vis jacket to colleagues. The tribunal upheld Royal Mail's decision, finding the employer acted within the range of reasonable responses.

Deputy General Manager - Operations (12 years' service) v Artionis (UK) Ltd

A deputy general manager with 12 years' service failed to prove constructive dismissal after her employer changed her role while she was on maternity leave. The tribunal found the employer's actions were reasonable and most claims were brought too late.

Forensic Custody Healthcare Professional (2 years' service) v Mountain Healthcare Limited

A tribunal has upheld the dismissal of a forensic custody nurse who could not kneel to perform CPR due to bilateral knee replacements. The employer was found to have acted within the range of reasonable responses.

Product Manager (7 years 9 months' service) v Vodafone Group Services Ltd

A product manager with over seven years' service resigned claiming constructive dismissal after his role was redefined under a new operating model. The tribunal found no breach of contract.

Long-Term Delivery Postperson (17 years' service) v Royal Mail Group Limited

A postman with 17 years' service was fairly dismissed after a member of the public reported him drinking alcohol from a can and driving away. The tribunal found Royal Mail's investigation and decision were reasonable.

Support worker (2.5 months' service) v Accomplish Group Limited

A support worker with 2.5 months' service was fairly dismissed for gross misconduct after swearing at a person they supported. The tribunal rejected claims of disability discrimination because the employer did not know of his undiagnosed ADHD.

Manual Handling Equipment Trainer (9 years' service) v DHL Services Ltd

A manual handling equipment trainer with 9 years' service was fairly dismissed for gross misconduct after failing to carry out practical assessments for two returning employees. The tribunal upheld DHL's decision.

Band 5 community nurse (6 years' service) v Guys & St Thomas’ NHS Foundation Trust

A Band 5 community nurse with six years' service was fairly dismissed for gross misconduct after inappropriate contact with a vulnerable patient, the tribunal ruled.

HGV driver v Debach Enterprises Limited

An HGV driver who was dismissed for fuel discrepancies, reinstated on appeal, then resigned was not constructively dismissed. The tribunal also ordered her to pay £21,000 in costs.

Post office assistant/shop assistant (26 years' service) v Fabpost Ltd

A post office assistant with 26 years' service was dismissed after her employer sold the shop. The tribunal found a TUPE transfer had taken place, so liability for her claims passed to the new owner and her former employer was not liable.

Healthcare assistant (probationary period) v Kent and Medway NHS and Social Care Partnership Trust

A healthcare assistant who was dismissed during his probationary period for sickness absence and conduct issues has lost his claims of sex and disability discrimination against Kent and Medway NHS and Social Care Partnership Trust. The tribunal found no unlawful discrimination, failure to make reasonable adjustments, or victimisation.

Maths teacher and KS5 coordinator (2 years' service) v Middlesex Learning Partnership

A maths teacher with less than two years' service was dismissed for gross misconduct. The employment tribunal dismissed his unfair dismissal claim for lack of jurisdiction and found no race discrimination.

Security Officer (6 years' service) v Alpha Response 2004 Ltd t/a Red Support Services

A security officer with six years' service was fairly dismissed after CCTV footage showed he left his post without authorisation on multiple occasions. The tribunal rejected his unfair dismissal claim.

Software developer (contractor, 6 weeks' service) v Sky UK Limited

A software developer who raised concerns about multi-user discrimination in a Slack channel has lost his whistleblowing claim after the tribunal found his message did not amount to a protected disclosure of information.

Weekend Support Worker (2 years' service) v Our Place Schools Ltd

A tribunal has upheld the dismissal of a Weekend Support Worker who was absent for nearly two years and failed to engage with welfare meetings or provide medical evidence. The employer, Our Place Schools Ltd, was found to have acted reasonably.

Finance and accounting consultant v Ruby Labs Ltd

A finance and accounting consultant who threatened to report his client for tax irregularities unless paid £600,000 has had all his employment tribunal claims dismissed. He was ordered to pay €86,200 in costs.

Credit Analyst (2 years' service) v Lawson (Whetstone) Limited

A tribunal refused to strike out a credit analyst's claims of constructive unfair dismissal and religion-based discrimination, finding the claims had reasonable prospects despite missing details.

Agency worker (Housing Officer, temporary cover) v Notting Hill Genesis

An agency worker who was dismissed after taking three days off without permission to care for his son has lost his claims of race and sex discrimination against Notting Hill Genesis.

Registered nurse (band 5, 6 years' service) v Tees Esk and Wear Valleys NHS Foundation Trust

A band 5 nurse with six years' unblemished service was fairly dismissed after CCTV showed her dragging a vulnerable patient with learning disabilities along the floor. The employment tribunal rejected her unfair and wrongful dismissal claims.

Bus driver (5 years' service) v Abellio London Ltd

An employment tribunal has upheld the dismissal of a bus driver with five years' service who drove through a red light, finding the employer's decision was within the range of reasonable responses.

General Operative (5 years' service) v Amalga Ltd

A general operative who flew to Slovakia while on furlough was fairly dismissed for gross misconduct, the tribunal has ruled.

QA operative (6 years' service) v Curry’s Group Limited

A QA operative with six years' service resigned after his grievance was rejected, claiming constructive unfair dismissal. The tribunal found the employer had reasonable and proper cause for all its actions.

Train driver (10 years' service) v Arriva Rail London Limited

An employment tribunal has ruled that Arriva Rail London fairly dismissed a train driver of 10 years who tested positive for cannabis metabolites in a random drug test, rejecting his defence that the result was caused by CBD oil.

Swimming teacher (8 years' service) v Doncaster Culture & Leisure Trust

A swimming teacher with 8 years' service was fairly dismissed for gross misconduct after telling a 10-year-old pupil 'it looks like you work out'. The Leeds tribunal upheld the employer's decision, citing safeguarding concerns.

Senior academic (highly qualified, working in a senior position) v QAHE Ltd

A highly qualified academic who failed to provide a supplemental impact statement as ordered by the tribunal has been ordered to pay £1,000 in costs. The tribunal found his conduct unreasonable and that it caused a hearing to be postponed.

Former employee v Xace Limited

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

Spray operator (10 years' service) v AF Machinery Limited

A spray operator who claimed constructive unfair dismissal and disability discrimination lost all claims at tribunal, which found he resigned to retire to Wales rather than because of any breach by his employer.

Support worker and administrative assistant (1 year 3 months' service) v Flourishgate Care Services Limited

A support worker who was dismissed for gross misconduct after throwing water at a service user has lost her claim that the real reason was whistleblowing. The tribunal found no protected disclosures had been made and the dismissal was solely due to the incident.

Sales advisor (2 years 7 months' service) v Bellway Homes Limited

A sales advisor who resigned after receiving a final written warning for selling a show-home sofa on Facebook Marketplace has lost her claim for constructive unfair dismissal against Bellway Homes Limited. The tribunal found the employer's disciplinary process was reasonable and no fundamental breach of contract occurred.

Head of PE Faculty (7 years' service) v Kings Monkton School Limited

A tribunal has upheld the dismissal of a Head of PE who authorised the use of another pupil's inhaler for a child with severe allergies during an off-site lesson. All disability discrimination claims also failed.

Customer concierge (9 years' service) v Heathrow Express Operating Company Limited

A customer concierge with nine years' service who was made redundant after refusing a new role has lost his claims for unfair dismissal, age discrimination, and equal pay. The tribunal found the redundancy process was fair.

Former employee v Mr Marcel Hengst, Nova Status B.V., GOT Technologies (UK) Ltd

The tribunal rejected an employer's bid to overturn a costs order, finding their conduct was unreasonable. A separate claim for extra costs over the reconsideration was also dismissed.

Nursery nurse (2 years 10 months' service) v Foster Park Primary School

A nursery nurse who resigned after receiving a final written warning for refusing to self-isolate despite being advised to do so has lost her constructive unfair dismissal and disability discrimination claims.

HGV driver (4 years' service) v Lindab Limited

An HGV driver who used a company fuel card for his personal vehicle and falsified time sheets was fairly dismissed. The tribunal rejected his claims of race discrimination and unfair dismissal.

Board-level Health and Safety Director v Wilko Limited

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

Finance director (38 years' service) v Implex Consultants Ltd

A finance director with 38 years' service was fairly dismissed for gross misconduct after taking confidential documents from a locked cupboard to help a family member in a legal dispute with his employer. The tribunal rejected his whistleblowing claims.

Material Flow Manager (4 years' service) v Games Workshop Limited

A Material Flow Manager who resigned after receiving a first written warning for misleading an employee about a promotion and back pay has lost his constructive unfair dismissal claim.

Area sales manager (7 years' service) v Core Communications Retail Limited

An area sales manager with 7 years' service was fairly dismissed after admitting to logging visits that never happened and making cash sales. The tribunal found the employer's decision was within the range of reasonable responses.

Health Care Assistant (7 years' service) v Guy’s & St Thomas NHS Foundation Trust

A healthcare assistant with 7 years' service was dismissed after 20 months' sick leave due to a work-related arm and neck injury. The tribunal found the NHS trust's decision was proportionate, balancing patient safety and staffing needs.

Business Coordinator (NHS, 3 years' service) v Bedfordshire Hospitals NHS Foundation Trust

A tribunal rejected claims of unfair dismissal and race discrimination by a Business Coordinator who refused a restructured role and went on sick leave. The dismissal for 'some other substantial reason' was fair.

Cabin crew and purser (35 years' service) v British Airways plc

An employment tribunal has upheld British Airways' decision to dismiss a cabin crew member with 35 years' service for gross misconduct after she made racist comments about a doctor and left hospital while self-isolating with suspected COVID-19.

Warehouse operative and union convener (5 years' service) v DHL Services Ltd

A warehouse operative and union convener was fairly dismissed after falsely claiming to be a union member's representative when calling the employer's solicitors. The tribunal rejected his claims of automatic and ordinary unfair dismissal.

Cleaner v Bidvest Noonan (UK) Limited

A cleaner who received a final written warning but was not dismissed brought an unfair dismissal claim 65 days out of time. The tribunal found no dismissal occurred and refused to extend the deadline.

Transport Team Manager (15 years' service) v The Co-operative Group Limited

A Transport Team Manager with 15 years' service resigned after a series of disputes over performance grading and rota changes. The tribunal dismissed his constructive unfair dismissal claim, finding he had affirmed the contract by continuing to work after deciding to leave.

Food Service Coach (3 years 8 months' service) v Activate Learning

A food service coach who resigned citing racist comments and harassment lost her constructive dismissal and discrimination claims after the tribunal found she had affirmed her contract by continuing to work for 20 months.

Solicitor (consultant) v Paula Felton t/a Felton Solicitors

A solicitor who alleged his firm was overbilling a client lost his whistleblowing detriment claim. The tribunal found the firm's reasons for ending his contract were genuine and unrelated to his disclosures.

Project Coordinator (12 years' service) v London Borough of Southwark

A project coordinator with 12 years' service was fairly dismissed for failing to declare property ownership on a housing application and providing false information about his brother. The tribunal also dismissed his whistleblowing claim and ordered him to pay £5,000 in costs.

Customer service advisor (7 years' service) v Dermalogica UK Limited

A customer service advisor with 7 years' service was fairly dismissed for posting critical comments about her employer on Facebook during the first COVID-19 lockdown. The tribunal found the employer's decision fell within the range of reasonable responses.

Accounts and Administrative Assistant (16 years' service) v G Moore Haulage Limited

A tribunal has dismissed claims of unfair dismissal, unlawful deductions, and breach of contract brought by an accounts assistant who resigned through her father and received her P45 without contacting her employer for over two months.

Managing Director (8 years' service) v Summit Chairs Limited

A tribunal has dismissed claims of unfair dismissal and disability discrimination brought by a managing director with 8 years' service who was made redundant during the COVID-19 pandemic. No compensation was awarded.

Sales and Reservations Agent (4 years' service) v Turkish Airlines

A sales agent who photographed a colleague's email and sent it to her husband was fairly dismissed for gross misconduct, the Reading Employment Tribunal has ruled.

Assistant Service Manager (3 years' service) v BaxterStorey Limited

A tribunal has rejected a constructive unfair dismissal claim from an assistant service manager who resigned after working up to 12-hour days, finding the employer did not require or expect the excessive hours.

Line operator (4 years 8 months' service) v Nestle UK Limited

A line operator with 4 years 8 months' service who resigned after being told a transfer to Halifax could not be guaranteed within 3-4 weeks has lost her constructive unfair dismissal claim against Nestle UK Limited.

Senior driver (18 years' service) v The Embassy of the United Arab Emirates

An employment tribunal dismissed claims of unfair dismissal and racial harassment from two former employees of the UAE Embassy, finding that their discrimination complaints were brought too late and that a redundancy selection based on performance was not tainted by race.

Branch manager (6 years' service) v Sequence (UK) Limited

A branch manager who resigned claiming constructive dismissal and race discrimination has had all his claims dismissed by an employment tribunal, which also ordered him to repay £17,727.86 in overpaid commission.

Rebuild Repair Engineer (3 years' service) v Finning (UK) Limited

A Rebuild Repair Engineer was fairly dismissed for gross misconduct after improvising a complex lift without proper equipment or training, breaching the company's Lifesaving Rules. The tribunal rejected his unfair dismissal claim.

In-store service advisor (15 years' service) v Currys Group Limited

An in-store service advisor with 15 years' service resigned claiming constructive unfair dismissal after a disciplinary warning and grievance process. The tribunal found no fundamental breach of trust and confidence, and the claim was dismissed.

Former employee v Marex Financial

A former employee was fairly dismissed after entering his workplace out of hours despite a final written warning. A Teams chat showing he planned to evade security was key evidence. The tribunal dismissed his unfair dismissal claim and refused the employer's costs application.

TSU Admin Assistant Support Worker (4 years' service) v University of the West of England

An employment tribunal has dismissed all claims brought by a support worker against the University of the West of England, finding that his dismissal following the expiry of a fixed-term contract and an irretrievable breakdown in the working relationship was fair.

Supply teacher (6 years' service) v Conwy County Borough Council and The Governing Body of Ysgol Nant y Groes

A tribunal dismissed claims for unfair and wrongful dismissal brought by a supply teacher whose role ended when a permanent teacher was appointed. No compensation was awarded.

Former employee (fixed-term contract worker) v University of the West of England

A former fixed-term contract worker lost his whistleblowing detriment claim after presenting it nearly a year late. The tribunal also dismissed all other claims of unfair dismissal and discrimination.

Support worker (fixed-term contracts) v University of the West of England

A support worker who claimed his dismissal was automatically unfair for whistleblowing lost his case after the tribunal found no link between his disclosures and the end of his fixed-term contract.

Senior Employment Consultant (former trade union representative and HR adviser) v Peninsula Business Services Limited

A tribunal dismissed a senior employment consultant's claims that his employer failed to make reasonable adjustments for his dyslexia, and upheld a £430.16 deduction from his final pay for training costs.

Night Shift Postman (34 years' service) v Royal Mail Group Ltd

A night shift postman with 34 years of service was fairly dismissed for intimidating a colleague, the tribunal ruled, rejecting claims that the process was flawed.

Store manager (4 years' service) v Lidl GB

A store manager with diabetes who resigned after a disciplinary investigation failed to prove constructive dismissal or disability discrimination. The tribunal found Lidl had made reasonable adjustments and had not harassed him.

Senior Staff Nurse (20 years' service) v St George's Hospitals NHS Foundation Trust

A senior staff nurse with 20 years' service was fairly dismissed after a head injury left him unable to return to work. The tribunal rejected his claims of unfair dismissal and disability discrimination.

Programme Delivery Manager (9 years' service) v Aster Group

A Programme Delivery Manager with nine years' service resigned during a redundancy consultation and claimed constructive unfair dismissal. The tribunal dismissed her claim, finding that the employer's conduct was not a fundamental breach of contract.

Sales manager (13 years' service) v Alan Howard (Stockport) Ltd

A sales manager with 13 years' service resigned claiming loss of trust and confidence after a sick pay dispute and disciplinary warning. The tribunal rejected his constructive unfair dismissal claim, finding no fundamental breach of contract.

Customer Service Assistant (later Train Operator) v London Underground Ltd

A London Underground train operator was fairly dismissed for gross misconduct after refusing to provide a hair sample for drug testing, the tribunal has ruled.

Senior Lettings Negotiator (3 years' service) v HR Lettings Limited

A senior lettings negotiator who resigned after a shouting incident and a moved desk lost her constructive unfair dismissal claim. The tribunal found no breach of trust and confidence by HR Lettings Limited.

Assistant Store Manager (5 years' service) v Hugo Boss UK Limited

An assistant store manager who resigned claiming constructive dismissal and race discrimination has lost his case. The tribunal found no breach of trust and confidence and no evidence of discrimination.

Business Analyst / Product Owner (4 years' service) v Bud Systems Limited

A tribunal has ruled that Bud Systems Limited fairly dismissed a business analyst who had been on sick leave for 16 months with anxiety and depression. All discrimination claims also failed.

Associate director/senior project manager and quantity surveyor (5 years' service) v Lucas Lee Ltd

A Leeds tribunal dismissed an unfair dismissal claim from an associate director made redundant after his role was restructured. The judge found the employer's consultation and selection process was fair, even though the only alternative roles offered came with a salary cut from £70,000 to £30,000.

Former employee v S.T.A.R Domiciliary Care Ltd

A former employee of S.T.A.R Domiciliary Care Ltd has lost all claims including constructive unfair dismissal, whistleblowing detriment, and religious discrimination after resigning and alleging a breach of contract.

Warehouse operative (12 years' service) v Stanley Black & Decker Limited

A warehouse operative with 12 years' service was fairly dismissed for grabbing colleagues' private areas. The tribunal found the employer had reasonable grounds for its belief despite the operative's conspiracy claims.

Warehouse operative (5 months' service) v Lidl Great Britain Limited

A warehouse operative with five months' service who stopped attending work after a child maintenance deduction from his wages was fairly dismissed for gross misconduct. The tribunal rejected all claims of unauthorised deductions and wrongful dismissal.

Customer Accounts Officer (12 years' service) v Morrison Data Services (Water) Limited

A Customer Accounts Officer with 12 years' service resigned claiming constructive dismissal after a TUPE transfer. The tribunal dismissed both the unfair and wrongful dismissal claims, finding no repudiatory breach.

Car Parking Manager (10 years' service) v Westfield Europe Ltd

A 10-year employee who resigned claiming constructive dismissal after being furloughed, placed on a performance improvement plan and having his grievance rejected has lost his case. The tribunal found no fundamental breach of trust and confidence.

Former employee v Mrs Patricia Bowey

A tribunal granted an extension for a late response from an employer with no legal experience who was ill, accepting the ET3 one working day late due to a communication error by her daughter.

Store manager (Vodafone franchise) v Kotak Communications Limited

A store manager who was off sick for over a year was fairly dismissed on capability grounds, the tribunal ruled, rejecting claims of disability discrimination and unfair dismissal.

Healthcare assistant (6 years' service) v Guy's and St Thomas's NHS Foundation Trust

An employment tribunal has upheld the dismissal of a healthcare assistant with six years' service who slapped a colleague on the cheek during handover, finding the NHS trust acted reasonably.

Trainee pharmacy adviser v Boots Management Services Limited

A trainee pharmacy adviser who alleged she was discriminated against because of her race and sex when she was not signed off her training programme has had her claims dismissed by the Reading Employment Tribunal.

Quality Improvement Manager (probationary employee) v BPP University Ltd

A Quality Improvement Manager dismissed while on probation after her miscarriage lost her unfair dismissal and discrimination claims. The tribunal found the decision was based on genuine performance concerns and a breakdown in working relationships, not pregnancy.

Venue stylist/stationery assistant (5 months' service) v Flossie's Wedding Limited

A venue stylist dismissed during probation for poor performance failed to prove wrongful dismissal. The tribunal found no breach of contract even though the employer had no written disciplinary or grievance policies.

Booking Coordinator (probationary employee) v London Fire Commissioner

A Booking Coordinator who was dismissed during her probation for attendance issues failed to prove disability discrimination. The tribunal found the London Fire Commissioner acted reasonably given her short service and multiple probation extensions.

Marketing associate (1 year 4 months' service) v Arapina Bakery Ltd

A marketing associate who shouted at his boss and threatened to force entry into the bakery was fairly dismissed for gross misconduct. The tribunal rejected his claim for notice pay.

Head Chef/Kitchen Manager (3 months' service) v United Kitchen Concepts Ltd

A head chef who stopped attending work after a dispute over hours and overtime was dismissed for unauthorised absence. The tribunal struck out his unfair dismissal claim due to insufficient service and rejected his remaining pay claims.

Lead Medical Practitioner (GP, 6 months' service) v BUPA Occupational Health Limited

A GP dismissed during her six-month probation for performance issues lost her whistleblowing claim after a majority tribunal found she had not made any protected disclosures. No compensation awarded.

Bus driver (14 months' service) v D&G Bus Limited

A bus driver who resigned after a dispute about unpaid leave and alleged unfair treatment during the pandemic has lost all his claims at an employment tribunal.

Security guard (mental health officer) v Atalian Servest Security Services Limited

A security guard who claimed constructive dismissal after his manager posted a complaint about him in a staff WhatsApp group lost his case because he delayed resigning and continued to engage with his employer.

Senior policy adviser (Grade 6) v Department for Environment, Food and Rural Affairs

A senior policy adviser who resigned after her bullying grievance was rejected has lost her constructive unfair dismissal claim. The tribunal found the employer's actions did not breach trust and confidence.

Former employee (construction labourer) v St Edward Homes Limited

An employment tribunal struck out a series of claims brought by a former construction labourer against multiple respondents, finding them to be res judicata, an abuse of process, and totally without merit. The claimant was ordered to pay £20,000 in costs and £1,786 in preparation time.

Assistant Manager (6 months' service) v Done Brothers (Cash Betting) Ltd t/a Betfred

A Betfred assistant manager who refused to return to work claiming he needed to shield his father was dismissed after 6 months. The tribunal rejected his automatic unfair dismissal claim, finding his refusal was motivated by a pay dispute, not a genuine belief in danger.

Bus driver (4 years' service) v Abellio London Limited

A bus driver with 4 years' service was fairly dismissed after CCTV showed him speeding and running a red light, leading to a customer complaint. The tribunal rejected his unfair dismissal claim.

Service Delivery Manager (3 years 10 months' service) v HP INC UK Limited

A Service Delivery Manager who resigned after receiving a final written warning for bullying and safety violations lost his constructive dismissal claim. The tribunal found no breach of contract and dismissed all discrimination claims.

IT Project Manager (fixed-term contract) v Warwickshire County Council

An IT project manager on a fixed-term contract brought multiple claims of race discrimination, victimisation and whistleblowing detriment against Warwickshire County Council. The tribunal dismissed every claim, finding he had invented allegations and created false documents.

IT/computing lecturer (8 years' service) v Bath College

An IT lecturer with eight years' service claimed he was forced to resign after raising concerns about 'dumbed down' assessments. The tribunal rejected his claims of constructive dismissal and whistleblowing detriment.

Paramedic (employed from 2 Feb 2015, paramedic from 1 Aug 2016) v South Central Ambulance Service NHS Foundation Trust

A paramedic who claimed he was constructively dismissed for blowing the whistle over reduced supernumerary training hours has lost his case. The tribunal found only one of his disclosures was protected and caused no detriment.

Staff nurse (12 years' service) v Robert Jones and Agnes Hunt Orthopaedic Hospital NHS Foundation Trust

A staff nurse with 12 years' service who was dismissed after two years' sick leave and failed redeployment attempts has lost her unfair dismissal and disability discrimination claims.

Bar Manager (17 years' service) v United Services & Services Rendered Club (Tooting and Balham) Limited

An employment judge has refused to strike out disability discrimination claims brought by a bar manager with terminal lung cancer, ruling that factual disputes over reasonable adjustments during the pandemic must be heard at a full hearing.

Agency worker (approximately 2 years' service) v Reckitt Benckiser Healthcare (UK) Ltd

An agency worker who took photographs of alleged health and safety breaches and had a job offer revoked over a mistaken firearms conviction has lost his whistleblowing claim. The tribunal found he did not make a protected disclosure.

Financial Accountant (5 months' service) v Saul D Harrison & Sons Plc (t/a Harrison Wipes)

An employment tribunal has dismissed claims of race discrimination and harassment brought by a financial accountant who was sacked after five months for her management style and refusal to accept suspension.

Breakers Yard Manager (17 years' service) v Inglemere Metals (Blackpool) Limited

A Breakers Yard Manager who had worked for the company for 17 years without any prior warnings was fairly dismissed for gross misconduct after he ignored express instructions about a customer, sold tyres without authorisation and granted extended credit. The tribunal rejected all three claims.

Clinical Lead (7 months' service) v Rushcliffe Independent Hospitals (Kegworth) Limited

A Clinical Lead who alleged she was dismissed for raising patient safety concerns lost her automatic unfair dismissal claim after the tribunal found no protected disclosures were made and the real reason was poor performance.

Machine Operator (57 years' service) v G & S Valves Limited

A machine operator with 57 years' service lost his unfair dismissal claim after telling his boss 'I'll retire now'. The tribunal ruled he had resigned, and the employer was not obliged to correct his misunderstanding.

Recycling contractor (26 years' service) v Magpie Recycling Co-operative Limited

A recycling contractor with 26 years' service was fairly dismissed for gross misconduct after repeatedly ignoring health and safety restrictions following a heart condition. The tribunal upheld the employer's decision.

Cashier (3 years' service) v AY & Y Patel Ltd

A cashier claimed she was unfairly dismissed after a manager told her she was 'sacked' during a heated argument. The tribunal found she was not dismissed because the manager had no authority to dismiss and the employer never accepted the termination.

Meter reader (10 years' service) v Morrison Data Services Limited

A meter reader who refused to consent to an occupational health referral for months was fairly dismissed on capability grounds, the tribunal has ruled.

Registered Nurse (3 years 8 months' service) v East Suffolk and North Essex NHS Foundation Trust

A tribunal has upheld the dismissal of a Band 5 registered nurse who refused to return to work after being removed from clinical duties over patient safety concerns. All claims, including unfair dismissal and disability discrimination, were dismissed.

Former employee v Oak Furnitureland Group Limited

A former employee who was dismissed for gross misconduct after an investigation into a theft of £14,500 from a store safe has lost his claims for unfair dismissal, wrongful dismissal, and unpaid commission.

Administrator (9 years' service) v Parkcare Homes (No2) Limited

An experienced administrator was fairly dismissed for gross misconduct after repeated errors in financial processing and payroll, despite having 9 years' service. The tribunal found the employer's investigation and decision were reasonable.

Headteacher (10 years' service) v The Governing Body of St Charles RC Primary School

A tribunal has upheld the dismissal of a headteacher with 10 years' service who was found to have smelled of alcohol and left children unsupervised. The school's investigation, though lengthy, was deemed reasonable.

Taproom manager (4 months' service) v Belleville Brewing Limited

A taproom manager with four months' service who raised concerns about reopening during Covid-19 regulations was dismissed, but the tribunal found he had not made a protected disclosure.

Bus driver (5 years' service) v Arriva London (North) Ltd

A bus driver who was caught on CCTV reading a disciplinary letter while driving and running a red light was fairly dismissed. The tribunal rejected claims for unfair dismissal and breach of contract.

Sales executive (4 years' service) v Ford Retail Ltd T/A Trustford

A sales executive with four years' service who resigned after a new commission structure was introduced has lost his constructive unfair dismissal claim. The tribunal found no fundamental breach of contract.

Nail/beauty technician (approx. 1 year's service) v Anna Health and Beauty Limited

A nail technician who resigned after a disagreement over furlough pay lost her pregnancy discrimination claim. The tribunal found she was not dismissed but resigned voluntarily.

Cashier (nearly 3 years' service) v HSBC UK Bank Plc

A cashier with nearly 3 years' service was fairly dismissed for capability after failing to meet an attendance objective. The tribunal rejected her claims of unfair dismissal, breach of contract, and unlawful deductions.

Head of Private Patients (band 8d, 4 years' service) v Guy's and St Thomas' NHS Foundation Trust

The employment tribunal dismissed claims of unfair dismissal, disability discrimination, and whistleblowing detriment brought by a former head of private patients at Guy's and St Thomas' NHS Foundation Trust, finding the trust acted reasonably in dismissing her due to a breakdown in trust and confidence.

Cabin crew (fixed-term contract) v Easyjet Airline Company Ltd

A fixed-term cabin crew member who raised health and safety concerns during the pandemic lost her whistleblowing detriment claim after the tribunal found no evidence that Easyjet's actions were motivated by her protected disclosure.

HGV driver (3 years' service) v R.F. Bellis Haulage Limited

HGV driver fairly dismissed after refusing to return to work; race discrimination claims rejected

Dental practice employee v Park Cottage Dental Practice Limited

A dental practice employee's claims of constructive unfair dismissal, race discrimination, and harassment were dismissed by the tribunal after a full hearing. No compensation was awarded.

Fragrance Accounts Manager (11 years' service) v Mane Limited

A Fragrance Accounts Manager with 11 years' service was fairly dismissed for poor performance after a Performance Improvement Plan, and the tribunal rejected her claim that retirement discussions amounted to age discrimination.

Bakery employee (7 years' service) v Dents Bakery Limited

A bakery employee with 7 years' service who believed he was suspended after a return-to-work meeting resigned two months later. The tribunal dismissed his constructive dismissal claim, finding no fundamental breach of contract.

Teaching assistant (less than 2 years' service) v Meadowfield School

A teaching assistant with Type 1 diabetes, Ehlers-Danlos Syndrome and fibromyalgia had all her disability discrimination and victimisation claims against Meadowfield School dismissed by the tribunal.

Warehouse operative (3 years' service) v Greggs Plc

A tribunal has upheld the dismissal of a warehouse operative with three years' service who washed her hands for less than five seconds, ruling that Greggs' decision was within the range of reasonable responses.

General manager (3 years' service) v Sizer Engineering Limited

A general manager who resigned after a dispute over his bonus and holiday pay was not constructively dismissed, the tribunal ruled. All claims were dismissed.

Sales agent (7 months' service) v Hansbiomed Europé Ltd

A sales agent with seven months' service was fairly dismissed after refusing to accept a PR manager role that required some sales tasks. Her claims of unfair dismissal, discrimination, and whistleblowing were all rejected.

Shop assistant (part-time, 4 years' service) v Neil Adams and David Asplin T/a G David Bookseller

A part-time shop assistant who told a partner to 'fuck off' and left work early was not dismissed but resigned, the Cambridge Employment Tribunal has ruled.

Executive Assistant (5 years' service) v University of London

An executive assistant who resigned after her request to reduce hours to 2.5 days per week was refused has lost her constructive unfair dismissal claim. The tribunal found the university acted reasonably.

Minibus driver and midday meals assistant (4 years' service) v Gatehouse Educational Trust Limited

A school minibus driver who claimed she was made redundant because of her sex has lost her case. The tribunal found no evidence of discrimination and noted she had not engaged with the consultation process.

Design co-ordinator (sole director and shareholder of her own company) v Secretary of State for Business, Energy and Industrial Strategy

A design co-ordinator who was the sole director and shareholder of her own company could not claim redundancy or other payments from the National Insurance Fund because she was not an employee. The tribunal dismissed her claims.

Former employee v The Department of Work and Pensions

A former employee who suffered PTSD after a violent attack at work was not considered disabled under the Equality Act until four months later, the tribunal ruled. No compensation was awarded.

Tutor (8 months' service) v Middleton Murray Ltd (in liquidation)

A tribunal dismissed all claims of disability discrimination, harassment, victimisation, and wrongful dismissal brought by a tutor with depression against her employer and individual managers.

Warehouse operative (4.5 years' service) v Asda Stores Limited

A warehouse operative with 4.5 years' service was fairly dismissed after lengthy sickness absence. The tribunal rejected claims of discrimination and victimisation.

Former employee v Martin McColl Limited

A tribunal awarded wasted costs against a company's representative for failing to respond to correspondence and case management orders, causing the other side to incur unnecessary preparation costs.

Bus driver (2 years 5 months' service) v M Limited

A bus driver who performed oral sex on a woman while driving and used his mobile phone was fairly dismissed for gross misconduct. The tribunal also ordered him to pay £7,500 costs for pursuing hopeless discrimination claims.

Leisure centre attendant v Active Northumberland

A leisure centre attendant who was dismissed after less than two years' continuous employment could not bring an unfair dismissal claim. The tribunal ruled his employment started only when he began his first paid shift, not when he did unpaid job shadowing.

Customer services assistant (18 years' service) v Wilko Limited

A customer services assistant with 18 years' service resigned after being rostered for Sundays despite opting out. The tribunal found Wilko's conduct was reasonable and dismissed all claims.

Former employee v Work it Group Ltd

Tribunal rejects disability discrimination claim after finding former employee's stress was a reaction to life events, not a mental impairment with long-term effects.

Health and beauty manager (5 years' service) v Marston Health & Beauty Limited

A health and beauty manager who was made redundant after returning from maternity leave has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Senior Research Scientist (11 years' service) v Surrey Nanosystems Limited

A senior research scientist with 11 years' service lost his unfair dismissal claim after his employer restructured. The tribunal found the redundancy process, including a pool of one, was fair.

Architectural Assistant (4 years' service) v HGP Architects Limited

An architectural assistant who resigned claiming bullying by his manager has lost his unfair dismissal case. The tribunal found the employer's grievance process was reasonable and the final straw was not a breach of contract.

Driving Examiner (4 years' service) v The Driver and Vehicle Standards Agency

A driving examiner with four years' service was fairly dismissed after driving recklessly on DVSA property and failing to check a candidate's licence. The tribunal rejected his claims of unfair dismissal and disability discrimination.

Former employee (less than 2 years' service) v District Enforcement Limited

A former employee who resigned after less than two years' service had her unfair dismissal claim dismissed and lost claims for notice pay, holiday pay and expenses.

Assistive technology support role (21 years' service) v Thirteen Housing Group Ltd

A tribunal dismissed all claims brought by an assistive technology support worker with 21 years' service against Thirteen Housing Group Ltd, including allegations of direct age discrimination and unfair dismissal.

Lead manager (18 years' service) v Tesco Stores Ltd

A lead manager with 18 years' service and a clean record was fairly dismissed for gross misconduct after recruiting two relatives without following Tesco's recruitment procedures. The tribunal rejected her unfair and wrongful dismissal claims.

Radiographer (8 years' service) v North West Anglia NHS Foundation Trust

An NHS radiographer who was dismissed over right-to-work concerns had her unfair dismissal claim rejected because she presented it 18 days late. The tribunal found she could have filed on time.

NHS employee (10 years' service) v Barts Health NHS Trust

An NHS trust fairly dismissed a theatre nurse with 10 years' service after she was absent for over two years due to stress. The tribunal found the employer acted reasonably in concluding she would not return to her role.

Mystery shopper (worker) v My View Ltd

Four mystery shoppers who lost their jobs when Douglas Stafford Ltd collapsed failed to prove their contracts transferred to My View Ltd. The tribunal found no transfer of an undertaking, dismissing their claims for unpaid wages and holiday pay.

Box Office Administrator (4 years' service) v Weston Super Mare Town Council

A box office administrator who claimed he was dismissed for raising concerns about theatre management lost his unfair dismissal case. The tribunal found the redundancy was genuine and fairly handled.

Product Coach (7+ years' service) v Jaguar Land Rover Ltd

A Jaguar Land Rover product coach who was reinstated after a conduct dismissal but then resigned and sued for constructive dismissal and race discrimination has lost his claim. The tribunal found his allegations lacked credibility and criticised his late disclosure of covert recordings.

Prison officer (2 years 10 months' service) v Ministry of Justice

A prison officer who systematically inflated mileage claims and claimed travel time as expenses to avoid tax was fairly dismissed for gross misconduct. The tribunal also ordered him to repay £863.25.

Former employee (warehouse operative) v Tesco Stores Limited

A former Tesco warehouse operative who was dismissed for making a racist remark and sending threatening messages has lost his claims for unfair dismissal, race discrimination, victimisation, whistleblowing detriment, and holiday pay.

Housing and Support Officer (13 years' service) v Transform Housing and Support

A housing officer with 13 years' service was fairly dismissed after sending an unauthorised email to a local council criticising her employer's eviction of a client. The tribunal rejected her whistleblowing claims.

Nursery manager (13 years' service) v Ms D Royal t/a Happy Days Nursery

A nursery manager with 13 years' service resigned before a disciplinary hearing and claimed constructive dismissal, but the tribunal rejected her claim, finding the employer's actions did not breach the implied term of trust and confidence.

Expert consultant (28 years' service) v Estee Lauder Cosmetics Ltd

An expert consultant with 28 years' service was fairly dismissed for redundancy after her one-day-a-week role was eliminated due to COVID-19. The tribunal rejected claims of age and sex discrimination.

Assistant Service Engineer (15 years' service) v Govia Thameslink Railway Ltd

An assistant service engineer with 15 years' service was fairly dismissed for bullying a vulnerable colleague, the tribunal ruled, upholding the employer's investigation and decision.

Scripture Reader (47 years' service) v The Soldiers’ and Airmen’s Scripture Reading Association

A Scripture Reader with 47 years' service resigned claiming a breakdown in trust after her employer failed to implement grievance recommendations. The tribunal found no fundamental breach of contract and dismissed her claim.

Boutique Coffee Specialist (9 years' service) v Nestle UK Limited

A tribunal has ruled that a coffee specialist's type 2 diabetes and plantar fasciitis were not disabilities under the Equality Act, dismissing his discrimination claim at a preliminary stage.

Retained crew manager and firefighter (12 years' service) v Staffordshire Fire & Rescue Service

A retained crew manager with 12 years' service was fairly dismissed for failing to challenge a homophobic comment in a WhatsApp group and for coordinating grievances to delay a crewing policy. The tribunal rejected his claims of unfair dismissal and part-time worker discrimination.

Practice Business Manager (16 years' service) v The Partners t/a Shelley Manor and Holdenhurst Medical Centre

A Practice Business Manager with 16 years' service was fairly dismissed for gross misconduct after claiming overtime from the COVID-19 Support Fund without partner approval. The tribunal rejected her claims of whistleblowing and unfair dismissal.

Field Sales Manager (2 years' service) v Hopkins Homes Limited

A Field Sales Manager who resigned after feeling undermined by new managers lost her constructive unfair dismissal claim. The tribunal found the managers' conduct was not a breach of trust and confidence.

IT employee (long-Covid) v CGI IT UK LTD

An employment tribunal found that long-Covid can amount to a disability under the Equality Act, but dismissed all claims from an IT employee who argued he was unfairly dismissed and discriminated against by CGI IT UK Ltd.

Concierge Officer (probationary employee) v London Borough of Hounslow

An employment tribunal has ruled that a concierge officer was fairly dismissed during her probation period due to genuine performance concerns, not because she raised safety issues with councillors.

Managing Director (25 years' service) v Eville & Jones (GB) Ltd

A managing director with 25 years' service was fairly dismissed for gross misconduct, including a sham payment, despite his bipolar disorder. The tribunal rejected claims of unfair dismissal and disability discrimination.

Quality and compliance manager (23 years' service) v The Best Connection Group Ltd

A quality and compliance manager with 23 years' service lost his unfair dismissal claim after being made redundant in a pool of one during the pandemic. The tribunal found the process was fair.

Club secretary (20 years' service) v Peterborough Milton Golf Club Ltd

A club secretary with 20 years' service was fairly dismissed for misconduct after two female employees alleged sexual touching. The tribunal found the golf club's investigation and decision were within the range of reasonable responses.

Unit Manager (18 years' service) v John Lewis Plc

A Waitrose unit manager with 18 years' service was fairly dismissed for gross misconduct after leaving a petrol filling station without a duty manager or keyholder present. The tribunal rejected his unfair dismissal claim.

Sales Representative and Branch and Sales Manager (continuous employment from 1 August 2018 to 1 March 2021) v First Home Improvements (England) Ltd

A sales representative's claim against the wrong company was allowed to proceed after the tribunal ruled the form met minimum requirements, even though the respondent named was not the intended employer.

Customer Sales Assistant (4 years' service) v The Co-operative Group

A customer sales assistant who resigned claiming bullying and race discrimination lost his constructive dismissal claim after tribunal found CCTV evidence contradicted his account. All claims were dismissed as unfounded and partly out of time.

Senior child care practitioner (3 years' service) v The Midcounties Co-operative Limited

A senior child care practitioner was fairly dismissed after CCTV showed her placing her hand over a three-year-old's face. The tribunal upheld the employer's decision, finding the investigation and dismissal were within the range of reasonable responses.

Director and shareholder of Pinnacle Support Services Group Ltd v Horizons Plus Ltd

A director and shareholder of a limited company claimed he was a worker for a client of his company. The tribunal dismissed the claim, finding no personal contract existed.

Former employee v Marks and Spencer Group plc

A former employee with under two years' service had her unfair dismissal claim struck out. All remaining discrimination and wrongful dismissal claims were dismissed after a full hearing.

Administration Assistant (14 years' service) v Harrogate and District NHS Foundation Trust

An administration assistant with 14 years' service who resigned claiming constructive dismissal and disability discrimination over sleep apnoea and other conditions had all her claims rejected by the tribunal.

Store manager (15 years' service) v Superdrug Stores plc

A store manager with 15 years' service was dismissed for inability to sustain reliable attendance due to depression. The tribunal found the dismissal fair and not discriminatory, despite his disability.

Porter (3 years' service with respondent, transferred from trust in 2017) v Serco Limited

A porter who refused blood tests and vaccinations required by the hospital trust was fairly dismissed, the tribunal ruled, finding Serco acted reasonably.

Neighbourhood caretaker (13 years' service) v London Borough of Croydon

A 13-year neighbourhood caretaker was fairly dismissed for gross misconduct after a disabled service user complained he was verbally abusive and made a kicking motion. The tribunal rejected claims that the real reason was trade union activities.

Care coordinator (6 years' service) v Jorada Limited t/a Bluebird Care (Medway)

A care coordinator lost her right to work after a demotion cut her salary below the sponsorship threshold. The tribunal held that the employer's decision to dismiss was fair.

Former employee (alleged Accountant's Assistant) v Accountancy Business Centre Digital Limited

A tribunal has dismissed claims of unfair dismissal, wrongful dismissal, and other employment rights after finding that a woman who received monthly payments from her husband's accounting firm was not an employee.

Detention Custody Officer (11 years' service) v Mitie Care and Custody Limited

An Employment Tribunal has ruled that Mitie Care and Custody Limited fairly dismissed a Detention Custody Officer with 11 years' service who failed to carry out three hourly patrols and the morning roll count. No compensation was awarded.

Relief Manager (20 hours/week) v RSPCA North Somerset Branch

A relief manager who was dismissed after sending an inflammatory email and failing to comply with instructions lost his unfair dismissal, whistleblowing, and disability discrimination claims. The tribunal found no protected disclosures and no discrimination.

Manufacturing employee (1 month's service) v Cova Security Gates Ltd

A manufacturing employee with less than two months' service claimed he was automatically unfairly dismissed for raising ladder safety and Covid concerns. The tribunal found the real reason was his aggressive conduct and performance issues.

Sales Assistant (5 years' service) v Currys Group Ltd

A sales assistant with five years' service was fairly dismissed after CCTV footage showed her taking an item from a locked cabinet where Apple AirPods were later found missing. The tribunal upheld the decision despite a six-week delay in the appeal process.

Delivery driver (7 months' service) v Operators R US Ltd

A delivery driver who had £780 deducted from his wages after three vehicle accidents failed to prove the deduction was unauthorised or that he was treated less favourably because of his race.

Human Resources Business Partner Lead (HR Vice President) v BSCL Realisation Ltd (in administration)

Five former Bathstore employees failed to prove their contracts transferred to Homebase after it bought 44 stores. The tribunal ruled each store was a separate economic entity and none of the claimants were assigned to a transferred store.

Human resources business partner (2 years' service) v Reckitt Benckiser Health Limited

An employment tribunal has refused to strike out a constructive dismissal and discrimination claim despite the claimant's failure to comply with case management orders, instead issuing an unless order. The tribunal found the delay was not intentional and a fair hearing was still possible.

HR Advisor (3 years' service) v London Borough of Haringey

An HR advisor who emailed confidential employee information to her personal Hotmail account was fairly dismissed for gross misconduct, the tribunal has ruled. Her claims of unfair dismissal, disability discrimination, and breach of contract were all dismissed.

Former employee (Quality Assurance, 5 years' service) v Vision Care Services Ltd

A tribunal dismissed a constructive unfair dismissal claim from a quality assurance employee who resigned after refusing to return to work, finding no repudiatory breach by Vision Care Services Ltd.

Part-time centre manager (6 years' service) v Millstream Day Centre

A part-time centre manager with 40 years of voluntary service was fairly dismissed for gross misconduct after failing to follow management instructions and breaching confidentiality. The tribunal upheld the dismissal.

Former employee v Children Assisted in a Real Environment Ltd.

A former employee failed to have her employer's response struck out despite very late disclosure of documents. The tribunal said a fair trial remained possible.

Home Delivery Relief (milk and food delivery driver) v Muller UK & Ireland Group LLP t/a Milk & More

An employment tribunal has upheld the dismissal of a milk delivery driver who was caught on CCTV removing milk from customers' doorsteps. The respondent's investigation and decision were within the range of reasonable responses.

Managing Director (domiciliary care business) v Two Fifty Four Limited

A managing director who resigned over delayed wages and a missing company car lost his breach of contract claim after the tribunal found he had affirmed the contract by continuing to work and claim mileage.

Senior Account Manager v Infor (United Kingdom) Limited

A Senior Account Manager who took an unauthorised holiday to Bali was summarily dismissed for gross misconduct. The tribunal rejected her claims of sex discrimination, victimisation, and whistleblowing.

Forklift truck operator (2 years' service) v Plastic Omnium Ltd

A forklift truck operator was fairly dismissed for gross misconduct after CCTV footage showed his account of a workplace accident was implausible. The tribunal found the employer's investigation and decision were reasonable.

Former employee v Northfields Liversedge Ltd

A former nursery employee's unfair dismissal and breach of contract claims were dismissed after the tribunal found the correct respondent under TUPE was the successor company, but the claims themselves were not well-founded.

Chef (20 hours/week, 3.5 years' service) v The Westerfield Railway Ltd

A chef who asked to be treated as a relief chef and then claimed unfair dismissal when his employment ended has lost his case. The tribunal found the contract ended by mutual agreement.

Former employee v Decorative Panels Furniture Limited

A former employee who refused to return to work due to a belief in serious and imminent danger was dismissed for conduct. The tribunal rejected claims of automatic unfair dismissal and detriment.

Accountant (1 year 7 months' service) v Clare Jenner Limited t/a Jenners

An accountant who told her employer that a subcontractor was a disqualified director was dismissed for poor performance. The tribunal ruled the disclosure was not in the public interest and dismissed her whistleblowing claim.

Former employee v David Wood Baking Limited

A former employee who worked for David Wood Baking Limited for less than two years could not claim unfair dismissal, and his breach of contract claim failed because he was paid in full for his notice period.

General manager and transport manager (28 years' service) v Flying Firkin Distribution Limited

A general manager with 28 years' service resigned after receiving emails from her boss suggesting she step down if she lacked confidence in the company. The tribunal found no breach of trust and confidence and dismissed her constructive unfair dismissal claim.

Senior VP Financial Crime Quality Assurance (expert in financial crime with over 10 years' experience) v Commerzbank AG

A senior financial crime expert lost his claims of race discrimination, harassment and constructive dismissal against Commerzbank AG. The tribunal found that comments about his liking for chicken were not racially motivated and that his treatment was due to performance issues, not race.

Night manager (reception) v Heathrow Hotel Limited

A night manager who left the reception desk for three hours, allowing a minibus to be stolen, was fairly dismissed for gross misconduct. The tribunal rejected claims of unfair dismissal, race discrimination, and unlawful deduction of wages.

Running Shift Service Engineer (16 years' service) v Metroline Travel Limited

A tribunal has upheld the dismissal of a bus engineer with 16 years' service who told a driver to continue driving despite a brake shudder. The decision confirms that safety-critical roles require strict compliance.

Pastry Chef (employed from April 2017, continuous service from 2010) v UKCAKE Ltd

A pastry chef who alleged years of anti-Polish and homophobic comments by colleagues failed to prove discrimination, as the tribunal found no contemporaneous evidence and noted the employer's diverse workforce.

Customer assistant (temporary, 6 months' service) v Tesco Stores Limited

A temporary customer assistant who claimed his contract was not renewed because he raised holiday and sick pay issues has lost his automatic unfair dismissal claim. The tribunal found the non-renewal was due to business needs, not his statutory right assertions.

Security guard v Mitie Ltd

A security guard who resigned after his hours were cut and his grievance partially upheld lost his constructive unfair dismissal claim. The tribunal found no fundamental breach of contract.

Branch Sales Co-ordinator (8 years' service) v CCF Ltd

A branch sales co-ordinator with 8 years' service was fairly dismissed for gross misconduct after sending a series of inappropriate emails to senior staff, the Watford Employment Tribunal has ruled.

Former employee v Old Macmillan Company Ltd

A former employee who resigned with immediate effect and later declined to attend the final hearing had all claims for notice pay, wages, and holiday pay dismissed by the tribunal.

Development project co-ordinator (26 years' service) v South Yorkshire Housing Association

A development project co-ordinator with 26 years' service was fairly dismissed for sending 11 confidential documents to his personal email and forwarding them to a former colleague at a competitor. The Sheffield tribunal upheld the employer's decision.

Consultant Colorectal Surgeon v Hywel Dda University Health Board

An employment tribunal dismissed all claims of unfair dismissal, race discrimination and victimisation brought by a consultant colorectal surgeon against Hywel Dda University Health Board following a lengthy disciplinary process.

Senior Lecturer and Course Director, MA Planning, Policy and Practice (27 years' service) v London South Bank University

A senior lecturer and course director with 27 years' service was fairly dismissed for bullying and harassment after a lengthy internal process. The tribunal rejected all claims of race discrimination, victimisation, and whistleblowing detriment.

Teaching Assistant and Deputy Designated Safeguarding Lead v Cornerways Children Services Ltd

A teaching assistant and deputy safeguarding lead who was made redundant after an Ofsted inspection found weaknesses in safeguarding arrangements has lost her unfair dismissal claim. The tribunal found the redundancy was genuine and the process fair.

Management Support Administrator (18 years' service) v Coventry University

An employment tribunal has rejected claims of unfair dismissal and discrimination brought by a management support administrator with 18 years' service who was dismissed for capability due to long-term sickness absence.

Finance director (statutory director from 1 October 2017) v EngineF Operating Ltd

A finance director who refused to engage in redundancy consultation and alleged whistleblowing lost his unfair dismissal claim. The tribunal found a genuine redundancy situation and no protected disclosures.

Senior Pastor (33 years' service) v The Church of God Prophecy (Trust)

A senior pastor who held a personal belief that women should not preach to men was fairly dismissed for gross misconduct after creating an environment where women were denied the opportunity to preach. The tribunal upheld the church's decision.

Fitter/mechanic (5 months' service) v Star Multifuels

A fitter/mechanic with only five months' service was summarily dismissed for declaring a fuel trailer roadworthy when it was not. The tribunal upheld the dismissal, finding his actions amounted to gross misconduct.

Former employee v Consulting and Accountancy Services Ltd

A former employee's claims of automatic unfair dismissal for asserting holiday rights, along with other complaints, were dismissed. The tribunal found the real reason for dismissal was redundancy due to financial savings.

Fashion graphic designer (2 years' service) v UBI Limited

A fashion graphic designer with less than two years' service was dismissed for performance and conduct issues, not for raising health and safety concerns about returning to work during the pandemic. The tribunal rejected her claims of automatic unfair dismissal and disability discrimination.

Newly qualified social worker v Kent County Council

A tribunal dismissed all discrimination claims brought by a newly qualified social worker against Kent County Council, finding no evidence of race, age, or sex discrimination or harassment.

Locum ENT doctor v Royal Cornwall Hospital NHS Trust

A locum ENT doctor at Royal Cornwall Hospital NHS Trust lost her race discrimination and harassment claim after the tribunal found her contract was ended due to COVID-19 financial pressures, not her race.

Border Readiness Operative (less than 2 years' service) v MITIE Ltd

A Border Readiness Operative with less than two years' service was dismissed for being absent without leave after his authorised childcare leave ended. The tribunal upheld the dismissal, finding it was not automatically unfair.

Buyer (6.5 months' service) v Johnson Matthey plc

A buyer who was dismissed after just six and a half months for performance and attendance issues lost her claims of automatic unfair dismissal, race and sex discrimination, harassment and victimisation.

Doctor's receptionist v ISS Mediclean Ltd t/a ISS Facilities Services Healthcare

A doctor's receptionist who claimed she was discriminated against because of her race after a dispute over her holiday entitlement has had her claims dismissed by an employment tribunal.

Consultant Paediatric Neurologist v University Hospitals of Leicester NHS Trust

A consultant paediatric neurologist who made multiple whistleblowing allegations was fairly dismissed for gross misconduct. His repeated attempts to reopen the case using a Serious Untoward Incident Report failed, and he was ordered to pay over £83,000 in costs.

Personal assistant (10 years' service) v His Highness Sheikh Khalid bin Saqr al-Qasimi

A personal assistant who worked for 10 years without paying tax lost her unfair dismissal claim after the tribunal ruled her contract was performed illegally. No compensation was awarded.

International Business Account Manager (12 years' service) v Churchills International Consulting Limited

An International Business Account Manager who resigned after 12 years claimed constructive unfair dismissal, but the tribunal found she left to compete, not because of any breach by Churchills International Consulting Limited. All claims were dismissed.

Clinical academic surgeon (Consultant Urological Surgeon and Senior Lecturer) v CARDIFF UNIVERSITY

A consultant urological surgeon and senior lecturer lost her unfair dismissal and race discrimination claims after Cardiff University's Medic Forward programme led to her redundancy. The tribunal found the process genuine and non-discriminatory.

Consultant emergency surgeon v The Ipswich Hospitals NHS Trust

An employment tribunal has upheld the dismissal of a consultant emergency surgeon by The Ipswich Hospitals NHS Trust for gross misconduct, finding the trust's disciplinary process fair and rejecting claims of whistleblowing detriment and discrimination.