2022

Factory/supervisor cutter (4 years' service) v Razzle Dazzle Costumes Limited

A factory supervisor with a colostomy who said 'I'm done' and handed in her keys during an anxiety attack was unfairly dismissed when her employer treated it as a resignation without checking. Tribunal awards £7,449.

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

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

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.

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.

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.

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.

Student Nurse / Aspirant Nurse v Guys and St Thomas’s NHS Trust

A student nurse who waited over eight months to bring claims of unfair dismissal and sexual harassment against Guy's and St Thomas' NHS Trust has had all his claims dismissed as out of time.

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.

Part-time sales advisor (dairy farming equipment) v LC Longtown Limited

A part-time sales advisor who admitted submitting false time sheets was fairly dismissed for gross misconduct. The tribunal also awarded him £250 in unpaid commission and £1,412 for the employer's failure to provide written particulars.

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.

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.

Surveyor (1 year 10 months' service) v Peter Cox Ltd

A surveyor who argued he was dismissed for raising health and safety concerns about excessive driving has lost his automatic unfair dismissal claim, but won £1,500 for unpaid notice.

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

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

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

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

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.

Channel Account Director (2 years' service) v Tango Networks UK Ltd

A tribunal found that a Channel Account Director with two years' service was constructively unfairly dismissed and subjected to age discrimination after his manager planned to dismiss him before he accrued full employment rights.

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 (long service, dismissed for gross misconduct) v Care UK Community Partnerships Ltd

A tribunal struck out claims of unfair dismissal, wrongful dismissal, and detriment for protected disclosures after the claimant failed to pay a £300 deposit order. The unlawful deductions claim was also struck out as having no reasonable prospect of success.

Warehouse operative (8 years' service) v Alliance Healthcare Management Services Limited

A warehouse operative with 8 years' service was unfairly dismissed, victimised, and discriminated against after reporting safety issues and then being absent due to work-related stress. The tribunal awarded over £16,000 in compensation.

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.

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.

Administration officer (16 years' service) v The Home Office

An administration officer with 16 years' service was unfairly dismissed by the Home Office after developing Charcot foot from a workplace trip. The tribunal found the department ignored its own code on injuries caused by Crown negligence.

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.

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.

Butcher (12 years' service) v Bicks Chicks Ltd

A butcher with 12 years' service was summarily dismissed for coming to work after testing positive for COVID-19. The tribunal found the dismissal unfair but reduced compensation by 75% for contributory fault.

PR and Community Manager v Arjuna Seth Shoes Limited

An employment tribunal struck out a former PR and community manager's claims of sexual harassment and victimisation after she failed to pursue them for over two and a half years, following the respondent's liquidation.

HGV driver (12 years' service) v Kier Integrated Services Ltd

An HGV driver with 12 years' service was reinstated after a successful appeal against dismissal for gross misconduct. The tribunal allowed his victimisation claims to proceed but dismissed direct race discrimination claims as out of time.

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.

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.

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.

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

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

HGV driver (6 years' service) v DHL Services Limited

An HGV driver with six years' service was unfairly dismissed by DHL after a physical altercation with a colleague, but his compensation was reduced by 85% for the likelihood he would have been dismissed anyway and by 50% for his own conduct.

Team leader (6 years' service) v Stateside Foods Limited

A team leader with 6 years' service was unfairly dismissed after a flawed investigation into a safety breach. The tribunal found the employer's process was inadequate and reduced compensation by 20% for the chance she would have been dismissed anyway.

Civil Enforcement Officer v Serco Limited

A civil enforcement officer's attempt to bring a claim on behalf of 12 colleagues was initially rejected due to a technical glitch in the online ET1 form, but the tribunal later revoked its decision after reconsideration.

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.

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.

Customer Assistant (night shift) v Tesco Stores Ltd

A Tesco night-shift customer assistant who was dismissed for gross misconduct has won his wrongful dismissal claim after the tribunal found he was entitled to notice pay. He was awarded £400.

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.

Head of Clinical Governance v Mitie Care and Custody Limited

A tribunal found that a head of clinical governance was disabled due to depression and anxiety, but refused her application to add race, religion and sex discrimination claims as out of time.

Former employee v Kingdom Services Group Ltd

A former employee's claims for unfair dismissal, breach of contract and unlawful deductions were struck out because they were not presented within the three-month time limit. The tribunal had no jurisdiction to hear them.

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.

Former employee v Revmo Europe Limited

A former employee's unfair dismissal claim was struck out because he had less than two years' service. His claims over stock options and unpaid salary also failed.

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.

Compliance Manager (4 years' service) v High Speed Two Limited (HS2)

A Compliance Manager was constructively dismissed after HS2 took over a year to resolve her grievance, despite occupational health warnings. The tribunal awarded £7,647.92.

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.

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

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

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

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

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

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

Operations Manager (8 years' service) v The Parochial Church Council of the Ecclesiastical Parish of Holy Trinity Barnes

An operations manager with 8 years' service was constructively dismissed after the church removed his communications duties and excluded him from key decisions. The tribunal awarded £11,009.77.

Former employee v FPM Foods Ltd

An employment tribunal dismissed an unfair dismissal claim after the former employee failed to attend the final hearing and made a last-minute adjournment request with no prior notice.

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.

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.

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.

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.

Systems Manager (40 years' service) v Loomis UK Limited

A systems manager with 40 years' service was unfairly dismissed when his employer decided to eliminate his unique role before any consultation. The tribunal applied a 67% Polkey reduction, meaning compensation will be significantly reduced.

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.

Former employee v London Underground Limited

A former London Underground employee who was dismissed for having a second full-time job without consent had all his claims struck out. The tribunal found his unfair dismissal claim could not proceed due to lack of service, and his discrimination claim was brought too late.

Former employee v Plant Hub Organic Ltd

Two former employees of Plant Hub Organic Ltd saw their unfair dismissal claims halted after the company was dissolved. One claim was withdrawn for lack of service, the other stayed pending restoration of the company.

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.

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.

Former employee (7 years' service) v Constanter Limited

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

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

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

Retail Business Consultant v EE Limited

A retail consultant's unfair dismissal claim was dismissed because he filed it one day late, even though he was waiting for his internal appeal outcome.

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.

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.

Former employee v Drive DeVilbiss Healthcare Ltd

A former employee who did not dial in to a preliminary telephone hearing had his claims of constructive unfair dismissal, age discrimination and unpaid wages thrown out. His late application for reconsideration was also refused.

GP (16 years' service) v Harrogate & District NHS Foundation Trust

A GP who was invited to a final sickness review meeting after shielding during the pandemic has won her claim of disability discrimination and harassment. The tribunal found the invitation was discriminatory, but dismissed her constructive dismissal claim.

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 RSL Distribution Limited

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

Former chief ethics and compliance officer (CECO) at an Afghan university v American University of Afghanistan

An employment tribunal has ruled it has no jurisdiction to hear claims of unfair dismissal, whistleblowing and race discrimination brought by a former chief ethics officer of the American University of Afghanistan, as the connection to Great Britain was insufficient.

Architectural Assistant (unqualified, 6 years' service) v Cube Design Ltd

An architectural assistant with six years' service was made redundant without any prior consultation. The tribunal found the dismissal procedurally unfair but awarded no compensation because redundancy was inevitable.

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

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

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.

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.

Kickstart Scheme employee (6-month contract) v Greater Manchester Football Club Limited

A Kickstart Scheme employee was paid just once during a six-month contract. The employment tribunal ordered Greater Manchester Football Club Limited to pay £5,098.36 in unpaid wages and a DBS fee.

Former employee v Inayya Corp t/a Pizza Hut

A former employee who waited over four months to bring an unfair dismissal claim had it dismissed by the tribunal, which found it was reasonably practicable to have presented it in time.

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

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

Former employee 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 (housing officer) v Thurrock Council

A housing officer who claimed disability discrimination after being dismissed while signed off with stress and anxiety has lost her case. The tribunal found her reactions were normal responses to adverse life events, not a mental impairment.

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.

Kitchen Assistant/Relief Cook (16 years' service) v Thames Reach Charity

A kitchen assistant with 16 years' service had her disability discrimination claim struck out after failing to comply with a deposit order. The tribunal found no reasonable excuse for non-payment.

Former employee v David Morris Window Cleaning Ltd

A former employee who brought unfair dismissal, wrongful dismissal and breach of contract claims had all three struck out after failing to attend a preliminary hearing and not having two years' service.

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.

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.

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

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

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

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

Former employee v TLC Group Limited

A former employee who believed her dismissal only took effect after her appeal was rejected has had her unfair dismissal claim struck out as out of time. The tribunal refused to extend the deadline.

Former employee (probationary period) v Manning Gottlieb OMD

A tribunal dismissed an unfair dismissal claim because the employee had not worked for two years, and struck out a race discrimination claim that had no supporting facts.

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.

Team Manager (18.5 years' service in a law firm) v Minster Law Limited

An employment tribunal dismissed an unfair dismissal claim from a team manager with 18.5 years' service because it was presented just four days after the deadline. The key issue was the effective date of termination.

Coach driver (7 years' service) v Vertas Group Limited

A coach driver who resigned after her pay date was delayed by two weeks following a TUPE transfer has won her unfair dismissal claim. The tribunal awarded £4,859.25, finding the change was a substantial detriment even though it was not a constructive dismissal.

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.

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.

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.

Production Team Manager (5 years' service) v Edible Oils Ltd

A production manager who was called a 'gangster' by a colleague in a canteen row had his racial harassment claim upheld, but his unfair dismissal claim failed because a later investigation was thorough.

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.

Former employee (previous owner of the company) v Nortim Precision Engineering Limited

A tribunal dismissed a former employee's claims of constructive unfair dismissal and age discrimination because they were brought too late, despite his ill health and furlough.

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.

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.

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

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

Former 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.

NHS employee (fixed-term contract) v King's College Hospital NHS Foundation Trust

An NHS employee on a fixed-term contract had their unfair dismissal and redundancy claims thrown out because they lacked the required continuous service. The tribunal had no jurisdiction to hear the case.

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 St Cuthbert's House Limited

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

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.

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

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

Bakery operative (3.5 years' service) v Smart Dough Ltd

A bakery operative who resigned after being unable to take holiday for two years has been awarded £4,569.60 in unpaid wages, holiday pay and notice pay. The employer did not defend the claim.

Dental nurse (GDC accredited) v Mr J O’Dea t/a St Clement Dental Care

A dental nurse who suffered a brain haemorrhage after childbirth was unfairly dismissed by her employer, who failed to consult her or obtain an up-to-date medical report. The tribunal awarded her £38,191 in compensation.

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

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

Independent Chair of Fostering Panel (13 years' service) v Dorset Council

A tribunal has ruled that an Independent Chair of a fostering panel with 13 years' service was not an employee, meaning she cannot bring unfair dismissal or breach of contract claims.

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.

Managing director (6 months' service) v Key Horizons Limited

A managing director who claimed she was dismissed for whistleblowing saw her interim relief application refused and later had her entire claim struck out for failing to comply with an unless order to provide her mother's death certificate. She was also ordered to pay £3,000 in costs.

Driver and machine operator (6 years' service) v Viam Infrastructure Asset Management (VIAM) Ltd (in administration)

A driver and machine operator was unfairly dismissed after using a company vehicle with permission, a common practice, while a colleague was not disciplined. The tribunal awarded a basic award and notice pay but no compensatory award due to the employer's subsequent administration.

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

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

Social worker v Cumbria County Council

A social worker who waited over a year to bring an unfair dismissal claim after being summarily dismissed for gross misconduct had her case struck out as out of time. The tribunal found it was reasonably practicable for her to have claimed within the three-month limit.

Former employee (Principal Stylist) v Ms M Bratton and Evanlils Ltd

A tribunal dismissed all claims of unfair dismissal and homophobic abuse brought by a former Principal Stylist after he failed to attend the preliminary hearing or comply with case management orders.

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.

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.

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.

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.

Self-employed music teacher v Cranleigh School

A visiting music teacher who signed a self-employed agreement was found not to be an employee or worker, and his claims for unfair dismissal, notice pay, and holiday pay were dismissed.

Service Manager, NHS (5 months' service) v Medway NHS Foundation Trust

A service manager who resigned after an informal job offer was withdrawn has won her constructive dismissal claim. The tribunal found the NHS trust's handling of the situation breached the implied term of trust and confidence.

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.

Shop assistant (16 years' service) v S2S Solutions Ltd

A shop assistant with 16 years' service was constructively dismissed after her employer implied it would withdraw adjustments for her arthritis. The tribunal awarded £7,889.22 for unfair dismissal and disability discrimination.

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

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

Former employee v Reel Appeal Limited

A former employee who raised health and safety concerns was awarded £2,953.39 for breach of contract after being dismissed without notice, but the tribunal rejected his whistleblowing and unfair dismissal claims.

PCV Bus Driver (2 years' service) v Metroline Travel Ltd

A bus driver with two years' service was unfairly dismissed after a physical altercation at a bus station. The tribunal found the investigation was flawed, but reduced compensation by 20% for his own conduct.

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.

Former employees (redundant) v Blitz Communications Ltd (In Liquidation)

Blitz Communications failed to consult employees before making 20+ redundancies. The tribunal approved a protective award of 8 weeks' gross pay for each affected worker.

Cleaning supervisor (4 years' service) v Lewis & Graves Partnership Ltd

A cleaning supervisor with four years' service was unable to bring an unfair dismissal claim because her continuous service fell short of the two-year requirement after a TUPE transfer. The tribunal also dismissed her race discrimination and TUPE consultation claims as out of time.

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.

Former employee v Morrison Data Services Limited

A former employee with a final written warning was unfairly dismissed after a misconduct incident. The tribunal found the employer failed to follow a fair process and awarded £4,081.99.

New Homes Business Development Manager (4 years' service) v Spicerhaart Group Services Limited

A New Homes Business Development Manager with four years' service was unfairly dismissed after a flawed redundancy process where the employer rejected an external appeal recommendation to uphold his appeal. The tribunal also found a breach of contract over pension and healthcare payments on notice pay.

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.

Former employee v Riatex Ltd

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

Ductwork manufacturer (11 years' service) v H & V 2000 Limited

A ductwork manufacturer with 11 years' service had his unfair dismissal claim struck out after he missed the three-month time limit by nearly two months, despite his father's death.

Former employee v The Chair (Buckingham) Limited

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

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.

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.

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

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

Process Operator (16 years' service) v ATAG Cables & Tapes Limited (in liquidation)

Two process operators with 16 years' service who signed a mutual termination agreement after being caught stealing copper were not entitled to redundancy payments, the tribunal ruled.

Curriculum Leader and Lead Internal Verifier (6 years' service) v Capital City College Group

A curriculum leader was unfairly dismissed after submitting predicted grades as final grades without internal verification, but the tribunal found she would have been dismissed anyway and awarded no compensation.

Former employee v Home Heat Gas Limited

A former employee of Home Heat Gas Limited won £1,950 for unlawful deduction from wages, but lost unfair dismissal and wrongful dismissal claims due to lack of jurisdiction.

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.

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

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

Social worker (5 years' service) v London Borough of Enfield

A social worker who was dismissed after being arrested for firearms offences had her unfair dismissal claim rejected because she filed it nearly a year after the time limit expired. The tribunal ruled it was reasonably practicable for her to have brought the claim on time despite her imprisonment.

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.

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.

Curtain and blind fitter (8 months' service) v Billericay Blinds Limited

A curtain and blind fitter who claimed unpaid holiday pay and fuel expenses had his case dismissed after he failed to attend the final hearing and provided no evidence of any outstanding sums.

Former employee v Network Rail Infrastructure Limited

A former employee's constructive dismissal claim was dismissed because she submitted her claim by email on the final day, following incorrect advice from her barrister. The tribunal held it was reasonably practicable to present in time, so it had no jurisdiction.

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 (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 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.

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

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

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.

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

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

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.

Chauffeur (seasonal, 17 years' service) v UK Mission Enterprise Limited

A chauffeur who worked for the Dubai Royal Family for 17 years under fixed-term contracts was unable to claim unfair dismissal because gaps between seasons broke his continuous service. The tribunal found the 2019 gap was due to resignation, not a temporary cessation of work.

Former employee v Calex UK Limited

A former employee's unfair dismissal claim was thrown out after he failed to attend a preliminary hearing without explanation. The tribunal ruled he had abandoned the claim.

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.

Former employees v Mr J Miall t/a Ocean Fresh

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

Former employee v The Riverside Group Limited

A former employee who brought unfair dismissal claims against three separate employers had all claims dismissed because he had not worked for any of them for two years. The tribunal also struck out discrimination claims as out of time.

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

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

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.

Former employee v Total Physiotherapy Ltd (in voluntary liquidation)

A former employee was unfairly dismissed when Total Physiotherapy Ltd made him redundant without consultation, but a 100% Polkey reduction meant no compensation because the company had already gone into liquidation.

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.

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

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

Former employee (via personal service company) v Kier Highways Limited

A tribunal has reversed its earlier decision to strike out unfair dismissal and breach of contract claims brought by a worker supplied via his personal service company, allowing the status issue to be heard at a full hearing.

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.

Healthcare Support Worker (11 years' service) v United Lincolnshire Hospitals NHS Trust

A healthcare support worker with 11 years' service was unfairly dismissed after a long-term sickness absence. The tribunal found the NHS Trust failed to obtain up-to-date medical advice and did not properly consider redeployment.

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

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

Communications and Marketing Manager (4 years' service) v The Alan Turing Institute

A communications manager who brought claims of discrimination and constructive unfair dismissal against The Alan Turing Institute had her case struck out after failing to comply with multiple tribunal orders over a year. The tribunal found a fair hearing was no longer possible.

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.

Factory operative (2 years' service) v Cranswick Convenience Foods Plc

A factory operative was fairly dismissed for refusing to sanitise her hands during COVID-19, but the tribunal found the conduct did not amount to gross misconduct, entitling her to notice pay.

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 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.

Night Porter (13 years 10 months' service) v Peninsula Heights Management Company Ltd

A tribunal ruled that a night porter with type 2 diabetes was disabled from the date of his diagnosis, but rejected his claim that sleepiness was a substantial adverse effect. The case will now proceed to a final hearing on his discrimination and dismissal claims.

Former employee v Hirst Family Trading Company Limited

A former employee was unfairly dismissed for gross misconduct, but the tribunal reduced compensation to zero because her own conduct caused the dismissal. However, the employer was ordered to pay £576 for failing to provide written reasons and a statement of terms.

Former employee v Patel Post and Print Limited

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

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

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

Former employee v Verisure Services (UK) Limited

A former employee's unfair dismissal claim was thrown out after she failed to join a preliminary hearing, despite multiple warnings from the tribunal clerk.

Bus driver (27 years' service) v London General Transport Services Limited (T/A Go Ahead London)

A bus driver who resigned at the start of a disciplinary hearing for driving through a red light lost his constructive dismissal claim. The tribunal found no breach of contract by London General Transport Services Limited.

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 CTMG Limited

A former employee of CTMG Limited has won £2,353 after the company made unauthorised deductions from wages, including a 'week in hand', and dismissed them without proper notice. The unfair dismissal claim was struck out due to insufficient service.

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

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

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.

Senior Technical Officer (7 years' service) v Network Rail Limited

A Senior Technical Officer with Type 1 diabetes was dismissed for speeding while experiencing low blood sugar. The tribunal found the dismissal fair for conduct but discriminatory under the Equality Act, awarding £66,790.

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 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 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.

Branch manager (24 years' service) v Lancasters Property Services Limited

A branch manager who refused a suitable alternative role at a nearby office after 24 years' service has lost her claim for a redundancy payment. The tribunal found the offer was suitable and her refusal unreasonable.

Self-employed IT contractor (director of Consultco Ltd) v Investigo Ltd and Department for Education

A self-employed IT contractor who worked through his own limited company had his unfair dismissal claim struck out after the tribunal found he was neither an employee nor a worker of either respondent.

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.

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.

Cleaner (1 year 1 month service) v Sentrex Services UK Ltd

A cleaner with less than two years' service had her unfair dismissal claim struck out, and her race discrimination claims were later struck out for failing to comply with tribunal orders and not actively pursuing the case.

Former employee v Huntingdon Performance Tyres Ltd

A former employee's unfair dismissal claim was initially struck out for lack of service, but the tribunal revoked that decision after realising the claimant's representations were overlooked. The dispute over continuous employment will now be heard at a full hearing.

Fire and Security Engineer v Lazerbeam Fire and Security Limited

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

Former employee v Network Rail Infrastructure Limited

A former Network Rail employee's constructive dismissal and breach of contract claims were thrown out because he missed the three-month time limit by three days. The tribunal refused to extend time, finding he had not shown it was not reasonably practicable to claim on time.

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.

Business Manager and PA (17 years' service) v Lactodorum Contracts Limited

A business manager and PA with 17 years' service was summarily dismissed for alleged gross misconduct without any investigation or hearing. The tribunal found the dismissal unfair and awarded £33,813.

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.

Former employee v VA and KS

A former employee withdrew her claim for unpaid commission at a preliminary hearing. The tribunal declined to strike out the rest of her case, leaving time issues for the final hearing.

Former employee v Fivestars Limited

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

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.

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.

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 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 police employee v The Chief Constable of North Wales Police

A former police employee's claims of constructive unfair dismissal, whistleblowing detriment and indirect sex discrimination were dismissed after the tribunal found they were presented too late. She was also ordered to pay £3,672 in costs for causing two abortive hearings.

Administrative employee v London Road Surgery

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

Foster carer (from August 2012) v Blackpool Council

A foster carer who claimed unfair dismissal after being deregistered by Blackpool Council had his case struck out. The tribunal ruled that foster carers are not employees under established case law.

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.

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

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

Former 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.

Headteacher (6 years' service) v Kent Catholic Schools’ Partnership

A headteacher was unfairly dismissed after sharing sensitive pupil data with her husband, but the tribunal found she would have been dismissed anyway with a fair process. No compensation was awarded due to contributory conduct.

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.

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.

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.

Centre Manager v Workman Facilities Management Limited

A centre manager who brought unfair dismissal claims against her employer and the shopping centre landlords saw her case dismissed after she withdrew it at a preliminary hearing.

Former employees v Elliot House Limited

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

Former employee v Kisiel Limited

A default judgment of £23,238.49 was set aside because the employer had actually submitted its response by the extended deadline, even though the tribunal had not processed it before issuing judgment.

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 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.

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

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

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.

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.

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

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

Electrical Repairs and Maintenance Manager (acting) v Gentoo Group Limited

A manager with 19 years' service was dismissed for gross misconduct over an electrical safety classification. The tribunal found the dismissal substantively fair but procedurally unfair because the appeal was heard by one manager instead of the required two-person panel.

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 Shoosmiths LLP

A former employee had his unfair dismissal claim struck out after telling the tribunal he could not play cricket due to disability, when in fact he played cricket in 2021. The tribunal found he deliberately misled the court.

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.

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.

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.

Administrator (family business) v MW Electrical (Midlands) Limited

An administrator at a family-run electrical business was victimised when the company threatened to investigate her for reading emails, after she had resigned alleging constructive dismissal. The tribunal awarded her £1,250.

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.

Health Care Assistant (HCA) (night shifts) v Brooklands Care Home Limited

A care home assistant was unfairly dismissed after an inadequate investigation into allegations of misconduct. The tribunal dismissed her race discrimination claims but upheld a complaint about missing written employment particulars.

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.

Post office and retail worker v Blackpill Ltd and Angela Limited

A tribunal dismissed a post office worker's claim that her job should have transferred under TUPE, ruling that she and her son were not an 'organised grouping' whose principal purpose was the post office work.

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.

Former employee v cmostores.com Limited

A former employee who resigned and claimed constructive unfair dismissal after working unpaid overtime has had his claim dismissed by an employment tribunal.

Contracts manager (less than 2 years' service) v Building Product Solutions Limited

A contracts manager who resigned after a grievance outcome had his unfair dismissal and disability discrimination claims thrown out because he did not attend the preliminary hearing.

Employee of a charity v World Shirdi Sai Baba Organisation UK (a charity)

An employee of a charity who complained about not receiving payslips and incorrect pay was dismissed soon after. The tribunal found the dismissal was not automatically unfair, but upheld claims for unlawful wage deductions and notice pay, awarding £6,309.

Bar staff v Samuel Smiths Old Brewery (Tadcaster)

A bar worker who resigned after her employer failed to investigate her grievance about disability discrimination has won her claim for constructive unfair dismissal. The tribunal found the brewery breached the implied term of trust and confidence.

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 v Teleperformance Limited

A former employee's unfair dismissal and disability discrimination claims have been struck out after they failed to comply with an unless order and did not attend a case management hearing. No compensation was awarded.

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.

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

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

Personal Adviser (8 years' service) v Department for Work & Pensions

A Personal Adviser with 8 years' service was unfairly dismissed after the DWP investigated her LinkedIn profile and found she had been working without permission during carers leave. The tribunal awarded £2,263.52.

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.

Former employee v Next Distribution Limited

A former employee of Next Distribution Limited has been awarded £21,964 after the tribunal found she was unfairly dismissed during a flawed redundancy process and the company failed to provide a perching stool as a reasonable adjustment for her disability.

NHS employee v Mid Cheshire Hospitals NHS Foundation Trust

An NHS employee was unfairly dismissed and discriminated against because of his disability. The tribunal awarded £26,852.61, reduced by 35% for the chance he could have been fairly dismissed.

Sales director (self-employed services provider) v Bayleaf Janitorial Supplies Limited

A sales director who provided services as a self-employed worker was dismissed by telephone in July 2020. The tribunal ruled his unfair dismissal claim was presented too late and he was not an employee.

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.

Former employee v Tees Valley Community Asset Preservation Trust

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

Sales manager (66 years old, 7 years' service) v North West Logistics Limited

A 66-year-old sales manager with 7 years' service was unfairly dismissed after a flawed redundancy consultation during the pandemic, but the tribunal reduced his compensation by 80% because he would likely have been dismissed anyway.

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.

Locum consultant psychiatrist v Medecho Ltd and Gloucestershire Health and Care NHS Foundation Trust (formerly 2Gether NHS Foundation Trust)

A locum consultant psychiatrist who was summarily dismissed after three days when the NHS Trust discovered he was subject to GMC proceedings had his claim against the Trust dismissed as out of time.

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.

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

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

Operations Manager (wedding venue) v Thicket Priory Limited

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

Greggs Franchise Manager (6 months' service) v Euro Garages Ltd

A Greggs franchise manager with six months' service was wrongfully dismissed when his employer failed to pay one week's notice. He was awarded £346 but his other claims – including race discrimination – were dismissed.

Care home worker (alleged protected disclosures about resident care) v Castle Villas Ltd

An Employment Tribunal refused to grant relief from sanctions to a care home worker whose unfair dismissal claim was struck out for failing to comply with an Unless Order. The tribunal found the breach was serious and the explanation inadequate.

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.

Learning mentor / training course developer v Willing and Able Ltd (in voluntary liquidation)

A tribunal ruled that a learning mentor who developed and delivered apprenticeship courses was an employee, not a self-employed contractor. The case will now proceed to a final hearing on multiple claims including unfair dismissal and discrimination.

Clinic Manager – Sexual Health Service (30 years' service, Band 5) v Worcestershire Health and Care NHS Trust

A clinic manager who had worked for the NHS for 30 years was unfairly dismissed when her employer restructured her role and then dismissed her on ill-health grounds. The tribunal awarded nearly £300,000 in compensation.

Campus support officers v Kirklees College

Two campus support officers claimed unfair dismissal and discrimination after a restructure introduced Saturday working. The tribunal struck out most claims, allowing only one ordinary unfair dismissal claim to proceed.

Therapist (family therapy, eating disorders unit) v Priory Healthcare Limited

A therapist at Priory Healthcare who refused to attend work during the first national lockdown and raised health and safety concerns has been awarded over £42,000 for constructive unfair dismissal.

Legal executive (CILEX) specialising in residential conveyancing v ODT Professional Services Limited

A legal executive was unfairly dismissed by ODT Professional Services Limited after a disciplinary process that the tribunal found fundamentally unfair. She was awarded £2,621.57 after reductions for contributory fault and the chance she would have been dismissed anyway.

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.

Accounts Assistant/Property Manager (2 years 6 months' service) v Cawdor Cars (Newcastle Emlyn) Ltd

An accounts assistant with psoriatic arthritis was constructively dismissed after a manager deliberately coughed in her direction when she asked for social distancing. The tribunal awarded £26,438.84.

Warehouse agent (part-time, 3 days per week) v DHL Aviation (UK) Ltd

A part-time warehouse agent with asthma was unfairly dismissed after her employer failed to tell her that training would be provided for an office-based role. The tribunal awarded £1,010.28 in basic award but dismissed her disability discrimination claim.

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.

Cardiac Physiologist (Band 7) v Guy's and St Thomas' NHS Foundation Trust

A cardiac physiologist who resigned after her employer's grievance process ignored her sexual harassment claims has been awarded £52,599 for constructive unfair dismissal.

Former employee (hotel and events venue) v Bingham Hotel and Restaurant Ltd

A tribunal has allowed a former hotel employee to amend his whistleblowing claim but ordered deposits of £50 each for three allegations it found had little reasonable prospect of success.

Former employee v Digital Grading Studio Limited

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

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.

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.

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

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

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.

Software engineer (1.5 years' service) v Google UK Limited

A software engineer who tried to retract her resignation the same day she sent it could not show she had a 'pretty good chance' of proving whistleblowing dismissal. The tribunal dismissed her interim relief application.

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.

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

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

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

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

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.

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.

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.

Finance and Sales Support Administrator / Purchase Ledger Assistant v Anglia Crown Limited

A finance administrator who resigned after six months of sick leave lost her constructive dismissal claim because the tribunal found she had affirmed her contract by waiting too long.

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.

Chief Revenue Officer and 50% shareholder v Cryoaction Limited

A director and 50% shareholder was wrongfully and unfairly dismissed after temporarily bypassing a safety system during commissioning. The tribunal awarded £15,028 but reduced compensation because his employment would have ended fairly within six months.

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.

Brand Manager (7 years' service) v James Briggs Limited (1) and Tetrosyl Group Limited (2)

A brand manager with 7 years' service was dismissed for redundancy after a share sale and brand transfer. The tribunal found no relevant TUPE transfer, so her claims for automatic unfair dismissal and failure to consult failed.

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.

Head of Accounting v Gapuma (UK) Limited

A tribunal allowed some race harassment allegations to be added to a whistleblowing claim but rejected others as out of time, and clarified that claims against individual respondents require separate early conciliation.

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.

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.

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.

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

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

Practice nurse (46 years' nursing experience, 10 as practice nurse) v Mr Mark Moss, as personal representative of the estate of Dr Paul Moss, formerly t/a North Shoebury Surgery

A practice nurse with 46 years' experience was unfairly dismissed due to a flawed disciplinary process, but the tribunal found she would have been dismissed anyway and reduced her compensation by 60% for her own conduct. She was awarded £1,610.66.