Latest tribunal judgments.

Mr G Bickerstaff v Caledonian Macbrayne Crewing (Guernsey) Ltd and Others: 4102596/2025

The claimant, who had fibromyalgia and coronary heart disease, claimed disability discrimination under Section 15 of the Equality Act 2010, alleging the respondent prevented him from applying for early ill health retirement as an active pension scheme member by imposing a 'never work again' requirement not found in the pension scheme rules. The tribunal dismissed the claim after a four-day merits hearing.

Mr G Bruce v HSS Proservice Ltd: 4101448/2025

The claimant, a regional sales manager employed since 2019, claimed constructive unfair dismissal following unilateral changes to his role in February 2025, including removal of significant responsibilities and an instruction to manage a client portfolio for the first time, imposed without consultation or fair process and accompanied by threats of disciplinary action. The tribunal found that the cumulative effect of these acts, together with the final act on 28 May 2025 when the respondent maintained its position despite recognition that the issue needed resolving, constituted a repudiatory breach of the implied term of trust and confidence, justifying the claimant's resignation.

Mr K Eboh v Enoda Ltd: 8002641/2025

Mr Eboh, a senior procurement officer, was dismissed on capability grounds on 1 August 2025 after being placed on a performance improvement plan. He claims unfair dismissal, race discrimination, victimisation following his raising of discrimination concerns at appeal on 27 June 2025, and harassment. The claimant sought to amend his original claim to add victimisation allegations and expand the factual basis.

Mrs J O’Donnell v HBOS plc: 8001751/2025

Mrs O'Donnell worked for HBOS plc from March 2008 until June 2025 as an Assistant Manager in the Recoveries Team. She claimed sex discrimination, maternity discrimination, and unfair dismissal, alleging that a policy change required her to perform Grade C duties whilst on Grade D salary, adversely affecting her redundancy selection. The tribunal found claims under sections 13, 18 and 19 Equality Act 2010 were well founded (except those specifically dismissed), and that the dismissal was unfair.

P Macdonald v Computershare Technology Services (UK) Ltd: 8001730/2025

The claimant, an IT Incident Manager, brought complaints of direct associative disability discrimination, indirect sex discrimination, and indirect disability discrimination following the respondent's refusal of his flexible working request on 10 March 2025. The tribunal heard evidence regarding the claimant's care responsibilities for disabled twins and the respondent's business reasons for requiring office attendance. All three complaints were dismissed as not well founded.

Mr G Hayes v Secretary of State for Business and Trade: 8002570/2025

The claimant, a director and shareholder of an insolvent business, claimed redundancy pay from the Secretary of State for Business and Trade. The claim was lodged on 24 October 2025, outside the three-month time limit. The tribunal found that despite the claimant's mental health difficulties arising from the business collapse, it was reasonably practicable for him to have lodged his claim in time, as he was able to manage other complex matters and had been twice informed of the time limits and process.

P O Connor v Briggs Marine Contractors Ltd: 8000467/2026

The claimant applied for interim relief following dismissal, claiming the reason was that he made protected disclosures. The claimant did not attend the hearing but relied on written submissions due to work-related stress. The tribunal refused the interim relief application, finding that the elements of the claimant's case could not be said, on a broad assessment, to be likely to succeed.

Mrs F Gibbins v Matillion Ltd: 8001549/2025

Mrs Gibbins claimed disability discrimination following her dismissal. The tribunal held a preliminary hearing to determine whether she was a disabled person under the Equality Act 2010. The tribunal found she was disabled, having established that her allergic aspergillosis had a long-term substantial adverse effect on her ability to carry out normal day-to-day activities. The respondent's application for expenses was refused and the claimant's application to amend her claim was allowed.

Ms S McMillan v Silverline Care: 8000308/2025

The claimant's complaints of unfair dismissal and unauthorised deduction of wages succeeded following the respondent's failure to respond to the claim within the required timeframe. The tribunal determined liability and remedy on the available material without a hearing, awarding the claimant a basic award, compensatory award including past loss of wages, pension loss and loss of statutory rights, plus recovery of the unlawful deduction from final wages.

Mr T McLaughlin v Renfrew Transport Services Ltd: 8002540/2025

The claimant brought claims for arrears of wages, unpaid holiday pay, breach of contract (notice pay), and failure to make a statutory redundancy payment against his former employer. The tribunal dismissed all claims as they were presented outside the applicable statutory time limits. While the tribunal found it was not reasonably practicable to commence some complaints within the normal time limit, those complaints were not brought within a reasonable further period, and the redundancy claim could have been brought within the normal time limit.

Mr P Handzel v McCurrach UK Ltd and Mr S O’Brien: 4106832/2024

The claimant, employed as a Regional Partnership Manager in field marketing, resigned in July 2024 and claimed constructive dismissal, working time detriment, protected disclosure detriment, and unlawful wage deductions. The tribunal dismissed all claims, finding no repudiatory breach of contract, no unlawful detriment, and no unauthorized wage deductions.

Mr S Vozmitels v The Highland Council: 8001321/2025

The claimant, aged 68, was dismissed from his role as harbour master at Uig harbour by The Highland Council. The tribunal found the dismissal was unfair due to procedural defects: the disciplinary officer (Mrs Urry) was biased having been involved in the investigation, and the claimant was not provided with underlying evidence before the hearing. However, despite finding unfair dismissal, the tribunal awarded zero compensation, reducing both basic and compensatory awards to nil due to the claimant's serious misconduct in claiming numerous false overtime payments for slipway cleaning he did not perform and conduct relating to fuel discrepancies.

Dr H Al-Mashhadanie v North East Scotland College: 8002573/2025

Dr Al-Mashhadanie, a Lecturer in Mechanical Engineering at North East Scotland College, brought claims of discrimination based on his race (Iraqi/Arab) and religion (Islam), alleging various acts of less favourable treatment between April and November 2024. The tribunal dismissed the claims as out of time, finding it was not just and equitable to extend the time limit under section 123 of the Equality Act 2010.

Mr D Allison v William Hill Organization Ltd: 4107720/2024

Mr Allison claimed unfair dismissal (constructive), automatically unfair dismissal under whistleblowing provisions, detriment under section 47C ERA, and direct discrimination on grounds of marriage following his resignation from William Hill Organization Limited. The tribunal held a 7-day hearing and dismissed all four claims, finding the respondent had not breached his contract of employment in any repudiatory way and that the claimant had not made protected disclosures qualifying for protection.

Ms E Phairs v The Secretary of State for the Home Department: 8001755/2025

The claimant, an Executive Officer with multiple disabilities including anxiety disorder, OCD, Tourette's Syndrome, PTSD and long-term effects of chemotherapy, claimed the respondent failed to make reasonable adjustments by not allowing her to work from home at short notice and by not disapplying the hybrid working policy. The tribunal dismissed the claims, finding that the respondent had already made substantial adjustments and that the requested adjustments were not reasonable.

Mr A Cummings v Ms M Currie: 8001673/2024

The claimant made a complaint under section 47A(1A) of the Employment Rights Act 1996 (whistleblowing). A deposit order was issued on 14 November 2025, but the claimant failed to comply with it. The tribunal struck out the complaint under rule 40(4) of the Employment Tribunal Procedure Rules 2024 and dismissed the claim.

Mr G Taylor v Armadilla Accomodation Ltd: 8002895/2025

The claimant, dismissed for redundancy with less than two years' service, claimed unfair dismissal, redundancy payment, protective award, and unlawful deduction of wages. The tribunal struck out the unfair dismissal, redundancy payment, and protective award claims as having no reasonable prospect of success due to lack of qualifying service and insufficient numbers of employees dismissed within the relevant 90-day period. The unlawful deduction claim proceeded to a full hearing.

S Waugh v Glasgow City Council: 8001677/2025

The claimant presented a claim including disability discrimination but failed to attend the final case management preliminary hearing on 11 March 2026 and did not contact the tribunal despite prior explicit directions to do so. The tribunal dismissed the claim under Rule 47 for non-attendance and failure to be represented, noting the claimant had previously failed to provide particulars of her complaints and had been warned of the consequences.

Ms O Ndukwe v Robert Gordon University: 8002847/2025

Ms O Ndukwe brought a claim against Robert Gordon University. The claimant did not appear and was not represented at the hearing. The tribunal struck out the claim under rule 38(1)(a) of the Employment Tribunal Procedure Rules 2024 on the basis that it had no reasonable prospect of success.

Mrs G McMurdo v Drs McNutt, Gall and Black, T/a Simpson Medical Group: 8000887/2025

The claimant's complaints do not succeed and are dismissed.

Mrs A H Esteban v M J Fraser T/a D Fraser: 8001585/2025

A preliminary hearing to determine disability status in a disability discrimination claim. The claimant, who was diagnosed with Dyslexia at primary school in Australia and has lifelong difficulties with reading, writing and spelling, claimed to be disabled within the meaning of the Equality Act 2010. The respondent disputed this.

Ms K McKeen v GEO Amey Ltd and Scottish Prison Service: 4101251/2025

This preliminary hearing determined whether Ms McKeen, a Prison Custody Officer employed by GEO Amey Limited and contracted to Scottish Prison Service, was a disabled person within the meaning of section 6 of the Equality Act 2010. The claimant claimed to have Post Sepsis Syndrome and Functional Cognitive Disorder resulting from sepsis following childbirth in November 2020, which affected her memory, concentration, and ability to carry out normal day-to-day activities. The tribunal found the claimant's evidence credible and established that she satisfied the definition of disability for the material period (November 2020 to January 2025).

Mr D Neill v Advance Stores Company, Incorporated: 8002645/2025

Mr D Neill brought a claim for unfair dismissal against Advanced Stores Company, Incorporated. The tribunal found that the claim was brought outside the time period required by section 111 of the Employment Rights Act 1996 and that it was reasonably practicable for the claim to have been lodged within the time limit. The claim was dismissed.

Mr A Auld v KW Contractors Ltd and Ms J Ironside: 8001605/2025

A claimant employed by a building contractor for over 20 years brought claims against the company and its director. The tribunal held a preliminary hearing to determine time bar and jurisdiction issues. The claim was dismissed as it was lodged late and it was reasonably practicable for the claimant to have lodged in time. The tribunal also found the case against the second respondent did not meet the exceptional circumstances required under Antuzis principles.

Mr A Hamilton v Leo GF Ltd - Leopardo: 8001744/2025

The claimant's claims were dismissed under Rule 47 of the Employment Tribunal Rules of Procedure 2024 due to the claimant's non-attendance at the hearing held on 9 March 2026 in Glasgow.

Ms M Bardin v Morar Care Group IRL Ltd: 4101483/2025

The claimant brought a claim for breach of contract against Morar Care Group IRL Ltd. The Tribunal found the claim was not presented within the required time limits and that it was reasonably practicable for the claim to have been presented in time. The Tribunal therefore dismissed the claim on jurisdictional grounds.

Ms L McKerr v Vision Express (UK) Ltd: 8002352/2025

The claim of unfair dismissal under s94 of the Employment Rights Act 1996 is struck out as having no reasonable prospect of success.

Miss E Bracey v Miss E Finnie: 4103603/2025

The claimant's unfair dismissal claim succeeds. She is awarded a total compensation of £1,004.12, including a basic award of £476.19 and a compensatory award of £527.93 with a 20% reduction for contributory conduct.

Mr N Williamson v PTS Services Group Ltd: 8002801/2025

The claimant was awarded £6,000 as the sum due to him under the contract as the respondent was found to be in breach of contract by not paying him a bonus that was contractually due.

K J H Oldham v The Majestic Line (Scotland) Ltd: 8002722/2025

The claimant's claim was struck out under rule 38(1)(d) of the Employment Tribunal Procedure Rules 2024 for failure to actively pursue the proceedings. The claimant failed to attend a case management preliminary hearing on 19 February 2026 and did not respond to the tribunal's invitation to provide written reasons or request a hearing by the 6 March 2026 deadline.

Mr D Amelin v HAD-FAB Ltd: 8000396/2026

The claimant sought interim relief pending determination of his whistleblowing claim against HAD-FAB Limited. The tribunal considered whether the claimant had demonstrated a pretty good chance of establishing that his dismissal was for making protected disclosures. The tribunal refused the application for interim relief.

Ms A Sydorchuk v Aspirare Resourcing Ltd: 8002456/2025

Ms Sydorchuk claimed arrears of pay totalling £2,517.81 after the respondent failed to pay her full monthly salary from March 2025 onwards. The respondent admitted the payment delays, attributing them to a change of accountant, but did not contest the claimant's detailed breakdown of losses. The tribunal found the claim well-founded and ordered the respondent to pay the full amount of unlawful deductions.

Mr D Omielan v Q4 Laundry: 4100437/2025

The claimant claimed unfair dismissal and unlawful deduction of wages against Q4 Laundry. The tribunal found it had no jurisdiction to determine the claims as they were not lodged within the relevant statutory period and the tribunal was not satisfied it was not reasonably practicable to have done so. The claims were dismissed.

Mr R King v Foodstore Ltd: 8002331/2025

The claimant, who worked as operations director for a family business and held 25% shareholding, was not paid salary from October 2024 onwards despite a share purchase agreement confirming his continued employment until April 2025. The tribunal found the claimant was validly an employee despite his other roles, and that the respondent made unauthorised deductions from wages and pension contributions totalling £112,854.84.

Miss S Stirling v Capquest Debt Recovery Ltd: 8002557/2025

Miss Stirling brought claims of unauthorised deductions from wages or alternatively breach of contract relating to a bonus payment against Capquest Debt Recovery Limited. The tribunal dismissed both complaints following a hearing in Glasgow on 6 March 2026.

Ms H Kaur v GE Caledonian Ltd: 8001395/2025

The claimant's claims of sex discrimination, indirect race discrimination, unpaid holiday pay, and harassment were dismissed following withdrawal. The claimant's remaining claims of direct race discrimination and race related harassment were determined not to be well founded and were dismissed.

Miss D Shearer v Scottish Ambulance Service Board: 8000607/2025

The complaints of unauthorised deductions from wages and disability discrimination were dismissed as they were presented outside the applicable statutory time limits.

M Truslove v Simpson Plumbers Ltd: 8002752/2025

The claimant's claim for unfair constructive dismissal fails and is dismissed.

Mr G Dron v Clyde Waste Solutions Ltd: 8002303/2025

The claimant brought a claim against Clyde Waste Solutions Limited for unauthorised wage deductions and unpaid holiday entitlement. The respondent presented no response to the claim, and the Employment Judge issued judgment under Rule 22 on the available material, ordering the respondent to pay £1,320.00 for wage deductions and £480.00 for unpaid holiday.

Mr J Shanks v Class One Traffic Management Ltd: 4100743/2025

The claimant's claims for unfair dismissal and disability discrimination were struck out following his failure to comply with tribunal orders and non-attendance at the preliminary hearing. The claimant had not provided required medical records, details of his disability claim, or responses to the respondent's counterclaim. The respondent's contract claim for £2,192.60 in respect of van damage was granted by default.