Latest tribunal judgments.

SJ Highland Construction Ltd: 4103567/2025

The claimant brought claims for unpaid holiday pay and unpaid wages against SJ Highland Construction Ltd. The respondent did not attend the hearing. The tribunal found the claims well-founded and ordered the respondent to pay £985 for accrued unpaid holiday pay and £420 for unpaid wages.

ICTS (UK) Ltd: 4100604/2025

A Security Supervisor employed at Aberdeen Airport was unfairly dismissed on the grounds of sickness absence. The employer applied its absence management policy mechanically without proper consideration of underlying medical conditions, alternative options, or the actual business impact of the absences. The tribunal found the dismissal unfair and awarded basic and compensatory awards totalling £45,129.

Target Healthcare Ltd: 8002264/2025

The claimant claimed unfair dismissal against Target Healthcare Limited. The respondent conceded at the final hearing that the dismissal was unfair. The tribunal rejected the claimant's application to strike out the respondent's response, finding no unreasonable or vexatious conduct, and proceeded to determine remedy. The tribunal awarded total compensation of £16,696 (basic award £5,033 and compensatory award £11,663).

Skylark Lasers Ltd: 8002139/2024

The claimant, appointed as CEO of Skylark Lasers Limited in June 2023, presented claims of unfair dismissal and discrimination on grounds of age and disability following his resignation in November 2024. The respondent raised a capability procedure against the claimant in August 2024 and rejected his subsequent appeal. The tribunal unanimously dismissed all of the claimant's claims.

Resolve PHB Ltd: 8001854/2025

The claimant was made redundant with immediate effect on 4 April 2025 without prior warning or consultation. He was not paid redundancy or notice pay and was incorrectly advised by the respondent that he needed a CA number before making a tribunal claim. The tribunal allowed the claim to proceed out of time as it was not reasonably practicable for the claimant to have presented it within the statutory deadline, and awarded him statutory redundancy pay and notice pay totalling £3,780.

The TBC Pub Company Ltd: 8002049/2025

The claimant, employed as General Manager at The Bridge Inn from March to May 2025, was dismissed without notice during his probationary period. The tribunal found the dismissal was wrongful as the respondent failed to provide the contractual notice period and unlawfully deducted wages including notice pay, tronc payments and tips. The respondent was ordered to pay £817.25 for notice pay and £383 for unlawful wage deductions.

European Living Retail Ltd (in Administration) and Others: 4100395/2025 and Others: 4100395/2025

A consolidated set of six claims concerning whether relevant transfers occurred under TUPE when European Living Retail Limited transferred its Edinburgh and Glasgow store operations to two other entities. The tribunal found that there were relevant transfers under regulation 3(1)(a) of TUPE from the first respondent to the second respondent (Edinburgh store) and the third respondent (Glasgow store), each occurring on 1 November 2024.

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.

CCHG Ltd: 8002488/2025

The claimant, employed as Head of Property, claimed two bonus payments allegedly due upon his redundancy on 14 July 2025. The tribunal found no binding contractual agreement for either the 20% annual bonus scheme or the 10% profit-share scheme, and dismissed both the unlawful deduction and breach of contract claims.

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.

Overtone Brewing Ltd: 8000224/2026

The claimant was dismissed by reason of redundancy. The tribunal determined that the claimant is entitled to a redundancy payment of £7,549.50 gross, calculated as 10.5 weeks at £719.00 per week. The judgment was issued under rule 22 as no response had been presented by the respondent.

Mayhem Marketing Ltd: 8002533/2025

The claimant brought claims for unlawful wage deductions and wrongful dismissal against Mayhem Marketing Limited. The respondent failed to present a response and the tribunal issued judgment under Rule 22 on the available material. The tribunal found the respondent liable for unauthorised deductions of £1,222.00 and damages for breach of contract dismissal of £524.64.

D Fraser: 4100155/2026

The claimant brought a claim for unlawful wage deductions. The respondent did not present a response to the claim. The Employment Judge issued judgment under Rule 22, finding the respondent had made unauthorised deductions from wages and ordering payment of £1,219.80 (calculated as £2,719.80 less £1,500.00 already paid).

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.

GEO Amey Ltd and Scottish Prison Service: 4101251/2025

This preliminary hearing determined whether the claimant, 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).

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.

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.

Aspirare Resourcing Ltd: 8002456/2025

The claimant 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.

Campers Scotland Ltd (In Compulsory Liquidation): 4101102/2025 and Others: 4101102/2025

Multiple employees dismissed as redundant by Campers Scotland Ltd following the dismissal of more than 20 employees at one establishment within 90 days. The respondent failed to comply with requirements under sections 188 and 188A of the Trade Union and Labour Relations (Consolidation) Act 1992 to ensure employee representatives were elected and consulted. A protective award has been made in respect of employees based at Unit A, West Mains Industrial Estate, Grangemouth, with the protected period running for 90 days from 24 December 2024.

Janex Ltd (In Creditors Voluntary Liquidation): 8000165/2026

The claimant was dismissed by the respondent company, which was in creditors voluntary liquidation and presented no response to the claim. The tribunal found the claimant was dismissed in breach of contract regarding notice, was entitled to redundancy payment, and was owed unpaid holiday pay. The respondent was ordered to pay a total of £7,334 in damages, redundancy payment, and holiday entitlement.

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.

National Timber Group Scotland Ltd (In Administration): 4104402/2025

The claimant, dismissed as redundant when the respondent dismissed more than 20 employees within 90 days, claimed breach of duty to consult under sections 188 and 188A of the Trade Union and Labour Relations (Consolidation) Act 1992. The respondent failed to respond to the claim and is in administration. The tribunal found the complaint well-founded and made a protective award ordering payment of remuneration for a 90-day protected period.

National Timber Group Scotland Ltd (In Administration): 8003180/2025

The claimant was dismissed as redundant by the respondent when more than 20 employees were dismissed within 90 days. The respondent failed to comply with statutory requirements under sections 188 and 188A of the Trade Union and Labour Relations (Consolidation) Act 1992 by failing to ensure employee representatives were elected and then consulted. The tribunal found the complaint well founded and made a protective award for a 90-day protected period commencing 26 November 2025.

The Olive Nest Cafe: 8003193/2025

The claimant claimed an unauthorised deduction from wages against The Olive Nest Café. No response was presented by the respondent, and judgment was issued under rule 22 on the available material. The tribunal found the respondent had made an unauthorised deduction and ordered payment of £545.42.

Burnbank Retail Ltd T/a Day to Day: 8002972/2025

The claimant brought claims for unauthorised wage deductions and unpaid holiday entitlement against Burnbank Retail Ltd t/a Day to Day. The respondent failed to present a response, and the tribunal issued judgment under Rule 22 awarding the claimant £635.38 for wage deductions and £889.00 for unpaid holiday pay.

The Etiquette Group Ltd: 8000047/2026

The claimant brought a claim for unlawful deduction of wages and unpaid holiday entitlement against the respondent. The respondent failed to present a response to the claim. The tribunal issued judgment on the available material, finding the respondent had made unauthorised deductions and failed to pay holiday pay.

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.

MJ Fort UK Ltd: 8002288/2025

The claimant brought a claim against MJ Fort UK Ltd for unpaid holiday entitlement upon termination. The respondent failed to present a response to the claim. The tribunal issued judgment under Rule 22, finding the respondent had failed to pay the claimant's holiday entitlement and ordered payment of £687.00.

J D Lindsay T/a Macklin Glazing: 8002646/2025

The claimant claimed an unauthorised deduction from wages against the respondent, a glazing trader. The respondent failed to present a response and the tribunal issued judgment under Rule 22, ordering the respondent to pay £7,492 in net wages. The tribunal declined to award compensation for mental anguish as it lacks jurisdiction to award such damages in wage deduction claims.

Gusto Restaurants Ltd (in administration) c/o Interpath Advisory: 4103465/2025 and Others: 4103465/2025

Multiple claimants employed by Gusto Restaurants Ltd brought claims following redundancy dismissals on 29 July 2025. The tribunal found that the respondent failed to comply with statutory requirements to elect employee representatives and consult with them before making redundancies affecting more than 20 employees. A protective award was made for a 90-day protected period beginning 29 July 2025.

The Kindmans Public House Ltd: 4104246/2025

The claimant was dismissed by reason of redundancy and is entitled to a redundancy payment of £2,637.36 gross based on 13 years of service. The respondent is also ordered to pay damages of £2,344.32 gross for breach of contract in respect of notice, with the statutory notice period exceeding the contractual entitlement.

The Kindmans Public House Ltd: 4104247/2025

The claimant was dismissed by reason of redundancy and is entitled to a redundancy payment of £2,765.63 gross for 23 years of service. The respondent breached the contract regarding notice and is ordered to pay damages of £1,125.00 gross (12 weeks statutory notice, which exceeds the contractual entitlement). The claim was decided under Rule 22 as the respondent failed to present a response.

Tobar Group Ltd: 8002229/2025

The claimant, a Café/Coffee House Manager employed from January to September 2025, claimed unauthorised deductions from wages for failure to receive contracted minimum 45 hours per week, and failure to pay accrued annual leave upon termination. The tribunal upheld both claims, finding the respondent made unauthorised deductions totalling £2,002.31 for shortfall in hours and £415.80 for unpaid annual leave, and awarded damages for breach of contract.

QMK Management Ltd: 8000123/2026

The claimant's complaint of unfair dismissal succeeded following the respondent's failure to respond to the claim within the required 28-day period. The Employment Judge determined liability and remedy without a hearing based on the available material. The respondent was ordered to pay a basic award of £2,626 and a compensatory award of £6,546 for past loss of earnings.

Psyche Therapy Group Ltd: 8002221/2025

The claimant brought a claim for unlawful deductions from wages against Psyche Therapy Group Ltd. The respondent failed to present a response to the claim. The tribunal found the respondent made unauthorised deductions and awarded compensation for unpaid wages and lost pension contributions.

Heavy Sound CIC: 8003131/2025

The claimant's complaint of unfair dismissal against Heavy Sound CIC succeeded. The respondent failed to submit a response within the required 28-day period, and the Employment Judge determined liability and remedy without a hearing. The claimant was awarded a basic award of £1,004 and a compensatory award of £4,877.

Southesk Settlement: 8000104/2026

The claimant brought a claim for unlawful deduction of wages against Southesk Settlement. The respondent failed to present a response. The Employment Judge issued judgment on the available material finding an unauthorised deduction from wages had occurred.

National Timber Group Scotland Ltd (In Administration): 4100015/2026 and Others: 4100015/2026

54 claimants who were dismissed as redundant by National Timber Group Scotland Ltd brought claims alleging failure to comply with collective redundancy consultation requirements under the Trade Union and Labour Relations (Consolidation) Act 1992. The respondent was in administration and did not present a response within the applicable time limit. The tribunal found the complaint well-founded and made a protective award of 90 days' remuneration commencing 26 November 2025.

Carnegie Estate Management Ltd: 8000011/2026

The claimant brought claims for unauthorised wage deductions and unpaid holiday entitlement against Carnegie Estate Management Ltd. The respondent failed to present a response to the claim. The tribunal issued judgment under Rule 22 awarding the claimant £1615.38 for unauthorised wage deductions and £173.07 for unpaid holiday entitlement.

Conservatory Renovation Company Ltd: 8003114/2025

The claimant brought claims for unlawful wage deductions, failure to pay holiday entitlement, wrongful dismissal for breach of notice, and failure to provide employment particulars. The respondent failed to respond to the claim. Employment Judge Kemp issued judgment in the claimant's favour on all grounds, ordering the respondent to pay a total of £4,541 comprising unpaid wages (£1,009), holiday pay (£1,009), notice pay damages (£505), and statutory damages for failure to provide particulars (£2,018).