Omega Multi-Academy Trust

Case Summary

Ms Tapia-Bowes claimed unfair dismissal, automatic unfair dismissal, and various discrimination claims against Omega Multi-Academy Trust. The tribunal found her unfair dismissal claim well-founded but dismissed the automatic unfair dismissal claim and the discrimination claims (which were withdrawn). The tribunal reduced both the basic and compensatory awards by 75% due to the claimant's blameworthy conduct.

The tribunal found the claimant was unfairly dismissed but rejected the automatic unfair dismissal claim. The discrimination claims were withdrawn. However, the tribunal determined the claimant caused or contributed to the dismissal through blameworthy conduct, justifying a 75% reduction to both basic and compensatory awards.

• •Unfair dismissal under section 98 ERA
• •Automatic unfair dismissal under section 103A ERA
• •Direct sex discrimination under section 13 Equality Act
• •Discrimination arising from disability under section 15 Equality Act
• •Failure to make reasonable adjustments under section 20 Equality Act
• •Contributory conduct and reduction of awards

1 EMPLOYMENT TRIBUNALS Claimant: Ms S Tapia-Bowes Respondent: Omega Multi-Academy Trust Heard at: Liverpool On: 2 3 4 5 and 6 March 2026 Before: Employment Judge Benson REPRESENTATION: Claimant: in person Respondent: Mr A Cullen - counsel JUDGMENT 1. The complaint of unfair dismissal pursuant to section 98 of the Employment Rights Act 1996 (ERA) is well-founded. The claimant was unfairly dismissed. 2. The complaint of automatic unfair dismissal pursuant to section 103A of the ERA is not well-founded and is dismissed. 3. The complaints of direct sex discrimination, discrimination arising from disability and a failure in the duty to make reasonable adjustments (pursuant to sections 13, 15 and 20 of the Equality Act were withdrawn and are dismissed. 4. The claimant caused or contributed to the dismissal by blameworthy conduct, and it is just and equitable to reduce the compensatory award payable to the claimant by 75%. 5. It is just and equitable to reduce the basic award payable to the claimant by 75% because of the claimant’s conduct before the dismissal. 6. A remedy hearing is listed for 1 May 2026. Case management orders have been made separately. 2 Approved by: Employment Judge Benson 6 March 2026 Judgment sent to the parties on: 17 April 2026 For the Tribunal: .......................................... Notes Reasons for the judgment having been given orally at the hearing, written reasons will not be provided unless a request was made by either party at the hearing or a written request is presented by either party within 14 days of the sending of this written record of the decision. If written reasons are provided they will be placed online. All judgments (apart from judgments under Rule 51) and any written reasons for the judgments are published, in full, online at https://www.gov.uk/employment-tribunal-decisions shortly after a copy has been sent to the claimants and…