Ryanair DAC and Ryanair UK Ltd

Case Summary

The claimant, a Black pilot employed by Ryanair between February 2019 and May 2024, claimed direct race discrimination, victimisation, unfair dismissal and wrongful dismissal. The tribunal dismissed the race discrimination claims but found victimisation succeeding on three specific issues (grievance rejection terms, grievance appeal outcome, and the 1 July 2022 bar on CU consideration), and found the dismissal procedurally unfair though concluded there would have been a 100% chance of fair dismissal had proper procedure been followed, resulting in no compensatory award but a basic award reduced by 75% for contributory conduct.

The tribunal found that while the claimant's direct race discrimination claims were not substantiated on the evidence, he succeeded in proving victimisation relating to how his grievance and grievance appeal were handled (specifically the hostile language in the grievance outcome letter and the imposition of the 1 July 2022 bar on CU consideration), as the respondent's managers showed displeasure motivated by belief the claimant might bring an Equality Act claim. Although the dismissal process was procedurally unfair, the tribunal concluded there was a 100% chance the claimant would have been fairly dismissed had proper procedure been followed, therefore no compensatory award was warranted, and the basic award was reduced by 75% due to the claimant's contributory conduct.

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• •Direct race discrimination in relation to CU training pathway promotion decisions
• •Victimisation arising from protected acts (grievance and grievance appeal)
• •Procedural fairness in dismissal process
• •Contribution to dismissal by claimant's own conduct
• •Wrongful dismissal claim
• •Whether claimant was treated less favourably because of race or protected acts

The full source document is available from the official publication page.