Latest tribunal judgments.

Miss A Ndow v University Hospitals Birmingham NHS Foundation Trust: [2026] EAT 64

An EAT appeal concerning time limit issues in an unfair dismissal and disability discrimination case. The appellant was dismissed on 8 June 2022 and presented claims on 10 and 12 January 2023, almost four months out of time. The appellant argued the Tribunal erred by not considering her internal appeal process as a factor in the delay or as a potentially discriminatory act. The EAT dismissed the appeal on the basis that neither issue had been raised before the Employment Tribunal.

Ms M Mulumba v 1) Partners Group (UK) Ltd 2) Partners Group (USA) Inc: [2026] EAT 53

This is an Employment Appeal Tribunal decision concerning case management errors in an employment tribunal. The appeal concerns whether the Employment Tribunal properly removed the July 2018 meeting issue from the list of issues and excluded parts of the claimant's reply witness statement. The EAT upheld the tribunal's case management decisions, finding no error in law.

Halley v Smith and another: [2026] EAT 56

This EAT appeal concerns John Halley, who was appointed as lead junior counsel to the Scottish Child Abuse Inquiry (SCAI) and brought claims for disability discrimination and victimisation. The ET dismissed the claims on jurisdiction grounds, holding that Halley was neither a public office holder under section 50(2)(b) of the Equality Act 2010 nor a 'worker' under employment law. The EAT upheld the ET's decision, confirming that counsel to a public inquiry operates as a self-employed advocate without the status necessary to bring discrimination claims under Part 5 of the Equality Act 2010.

Mr A Harper and Others v Alliance Healthcare Management Services Ltd: [2026] EAT 55

LGV drivers claimed unlawful deduction of wages for overtime, alleging they were contractually entitled to enhanced pay for hours exceeding their daily prescribed hours under the Staff Handbook. The Employment Tribunal found the Staff Handbook expressly excluded drivers and directed them to the Drivers' Handbook, which prescribed 48-hour weekly overtime thresholds. The EAT upheld this interpretation as correct and rejected the claimants' appeal.

Mr P Wendolowski v DHL E-Commerce UK Ltd and Others: 1600421/2025

Mr Wendolowski brought claims of unfair dismissal, unlawful deduction from wages, breach of contract, unpaid holiday pay, direct race discrimination and race-related harassment against DHL E-Commerce UK Ltd and others. All claims were dismissed on time limit grounds: the unfair dismissal and contractual claims were out of time and it was reasonably practicable to present them within the deadline; the discrimination and harassment claims were out of time and it was not just and equitable to extend the time limit.

Mr N Mills v Stephensons: 6020243/2024

Mr Mills claimed unfair dismissal, holiday pay and breach of contract against Stephensons, a law firm. The tribunal found that his employment terminated on 14 February 2022 when he signed a redundancy agreement and thereafter entered into a Consultancy Agreement, making him self-employed rather than an employee. The claims were dismissed as the unfair dismissal and notice pay claims were presented out of time and the holiday pay claim was not well-founded.

Mr T Adeleye v Milestone Global Resources Ltd: 6046182/2025

The claimant brought claims relating to unpaid wages and accrued holiday pay. The respondent paid all sums owed to the claimant during the proceedings. The tribunal dismissed all claims as there were no further sums to compensate.

Mr E Otite v Serco Ltd: 6011386/2024

The claimant brought complaints against Serco Limited which were heard over three days in April 2026. The tribunal found the claimant's complaints were not well founded and dismissed them.

Ms H L Mitchell v Akari Care Ltd: 2500989/2025

Ms H L Mitchell claimed unfair dismissal against Akari Care Limited. The tribunal heard the case on 10 April 2026 at Newcastle Employment Tribunal. The claim was dismissed as not well founded.

A-R Sahih El‑Islam Tayar v London & Quadrant Housing Trust: 6039494/2025

The claimant, representing himself, brought a claim of unfair dismissal against London & Quadrant Housing Trust. The tribunal heard evidence on 9 and 10 April 2026. The claim was dismissed as not well founded.

Mr E Amoo v London Underground Ltd and Ms S Anderson: 6039650/2025

Mr E Amoo brought a claim for unfair dismissal against London Underground Limited and Ms S Anderson, alleging constructive dismissal. The tribunal found that the claimant was not constructively dismissed and dismissed the claim. Ms S Anderson was removed as a respondent as she was not the claimant's employer.

Mr M Fiaz v Home Office: 1305012/2025

The claimant sought to amend his claim form to add a disability discrimination complaint approximately 30 months after the last alleged incident and on the eve of the final hearing. The tribunal refused to extend time, finding that the claimant must have been aware of the OHS report in 2021 confirming his thyroid condition qualified as a disability under the Equality Act 2010, and that he had not acted promptly or provided good reason for the substantial delay.

Mr R Carthy v Ms J Milner T/a Bryngwyn Stallions: 1601864/2025

The claimant brought claims of unfair dismissal, wrongful dismissal, discrimination under sections 13, 15, and 26 of the Equality Act 2010, and victimisation under section 27 of the Equality Act 2010. The tribunal found all claims were brought outside the statutory time limits and that it was reasonably practicable to have brought the unfair and wrongful dismissal claims in time, and that it was not just and equitable to extend time for the discrimination and victimisation claims.

A MacDonald v Secretary of State for Justice: 6018161/2025

Alex MacDonald claimed unfair dismissal and disability discrimination against the Secretary of State for Justice. The tribunal heard the case over three days in April 2026. All claims were dismissed as not well-founded.

Wirral University Teaching Hospitals NHS Foundation Trust v Ms Moriarty: [2026] EAT 48

The Employment Appeal Tribunal upheld the first instance tribunal's refusal to strike out four factual allegations from the claimant's constructive unfair dismissal claim on grounds of abuse of process. The claimant, acting in person, had initially brought a claim in 2020 which was withdrawn and dismissed, then brought a second claim in 2022 for constructive unfair dismissal, relying on events from October 2016 onwards. The appellant respondent argued that four specific particulars should be struck out as an abuse of process under Henderson v Henderson principles, but the EAT found the tribunal correctly applied the law and that it was not an abuse to allow the unlitigated factual allegations to proceed, particularly given the claimant's in-person status and the lack of clarity in the first claim.

Mrs J John-Lewis v Intuitive Surgical Ltd: 3301886/2025

Mrs J John-Lewis claimed unfair dismissal against Intuitive Surgical Ltd. The tribunal found that the claim was not presented within the applicable time limit and that it was reasonably practicable to do so. The claim of unfair dismissal was dismissed.

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.

Mrs J Davies v Oxford Health NHS Foundation Trust: 3311765/2024

Mrs J Davies, a Healthcare Assistant employed by Oxford Health NHS Foundation Trust since April 2017, claimed disability discrimination, harassment and victimisation relating to arrangements for medical appointments and changes to her working pattern following a terminal cancer diagnosis in November 2022. The tribunal found that all four claims for direct disability discrimination, discrimination arising from disability, harassment related to disability and victimisation were dismissed.

Miss F Kauser v Luminate Education Group: 6023534/2025

Miss Kauser, a Teacher Facilitator, brought claims of victimisation and failure to make reasonable adjustments under the Equality Act 2010 against Luminate Education Group. The tribunal found that the claimant's remaining claims of failure to make reasonable adjustments were presented outside the statutory time limit and dismissed her application to extend the time on a just and equitable basis.

D Spencer v Deckhouse (Sevenoaks) Ltd: 6021339/2024

The claimant brought claims of unfair dismissal and disability discrimination against the respondent employer. The unfair dismissal claim was dismissed because the claimant did not have the necessary two years' qualifying service required by Section 108 of the Employment Rights Act 1996. The disability discrimination claim was permitted to proceed.

Mr A Boateng v Moss Bros Group Ltd: [2026] EAT 50

The claimant was dismissed in 2019. In 2020 he began a claim including multiple complaints of discrimination during employment going back to 2017, and unfair dismissal. The discrimination complaints were struck out in 2023 as no longer capable of a fair trial due to the unavailability of witnesses caused by the respondent's insolvency process. The unfair dismissal and holiday pay claims proceeded to a full hearing in 2024, where the claimant's applications to postpone were refused.

Ms S Fox v Clark Business Recovery Ltd: 6024919/2025

Ms S Fox brought claims for direct sex discrimination and harassment related to sex against Clark Business Recovery Ltd. The tribunal heard the case on 1st April 2026 and found both claims were not well-founded, dismissing them.

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.

C Bannor v Ward Security Ltd: 6007182/2025

Christian Bannor brought claims of unfair dismissal, wrongful dismissal, working time breaches, disability discrimination and failure to make reasonable adjustments against Ward Security Limited. The tribunal found none of the claims made out and dismissed them, with the health and safety and human rights claims having been withdrawn by the claimant.

Ms L Collins v Shaw Healthcare Ltd: 2300863/2025

Ms Collins, a Team Leader at a care home, was dismissed for gross misconduct after being photographed with her eyes closed during a night shift, alleged to be sleeping on duty. The tribunal found the respondent had a potentially fair reason to dismiss under section 98(2)(b) (conduct) and that the dismissal was fair under section 98(4), as the respondent acted reasonably despite procedural deficiencies and breaches of the ACAS Code. The claim for unfair dismissal was dismissed.

E Korkmaz v Samsung Electronics (UK) Ltd: 2302107/2024

Eyup Korkmaz brought complaints of direct race discrimination and direct religious belief discrimination against Samsung Electronics (UK) Limited. The tribunal, comprising Employment Judge Tueje and lay members, heard the case over eight days in March 2026 and found both complaints not well-founded.

B Wing v Recon Services Ltd: 6036393/2025

Bradley Wing brought a claim for breach of contract relating to notice pay against Recon Services Limited. The claim was dismissed by Employment Judge Smith at the Nottingham tribunal on 27 March 2026.

Mr S Ewels v Euro foods Group Ltd: 6021501/2025

Mr Ewels claimed he suffered seven detriments as a result of making protected disclosures at Euro Foods Group Limited. The tribunal heard the case over five days and found his whistleblowing complaint failed.

Mrs K Heyman v Cardiff and Vale University Local Health Board: 6024002/2025

Mrs K Heyman brought claims against Cardiff & Vale University Local Health Board for harassment relating to age, direct age discrimination, and discriminatory constructive unfair dismissal. The tribunal unanimously found all three claims not well founded and dismissed them. The respondent's application for a costs order against the claimant was refused on discretionary grounds.

Miss I Scott v The Secretary of State for Justice: 6003749/2024

Miss Scott brought claims of disability discrimination and victimisation against the Secretary of State for Justice. The tribunal dismissed her claims of unfavourable treatment arising from disability and failure to make reasonable adjustments, but found two specific victimisation complaints well-founded: comments made in a meeting on 21 March 2024 and an email sent by Ms Kilroy on 6 June 2024.

Mr S Khakimov v Amova Asset Management UK Ltd ("formerly Nikko Asset Management Europe Ltd"): [2026] EAT 47

The claimant appealed the ET's rejection of his section 15 disability discrimination claim relating to his dismissal and his claim for unfair dismissal. The ET concluded that his dismissal was not because of the 'something arising' identified in the agreed list of issues, and rejected the claimant's attempted re-formulation of the 'something arising'. The ET found that even on the re-formulation, the dismissal was a proportionate means of achieving a legitimate aim.

Mr L Baxter v Chief Constable North Wales Police: 1600314/2025

Mr L Baxter brought a claim of Direct Sex Discrimination against Chief Constable North Wales Police. The tribunal heard evidence over four days in March 2026. The claim of Direct Sex Discrimination failed and was dismissed.

Dr L Leonard v Surrey and Borders Partnership NHS Foundation Trust: 6008417/2024

Dr Lucy Leonard brought a claim of constructive unfair dismissal against Surrey and Borders Partnership NHS Foundation Trust following disciplinary proceedings relating to an undeclared relationship with a patient/service user. The claimant alleged multiple breaches of the implied term of trust and confidence in how the disciplinary process was conducted. The tribunal dismissed the claim, finding that whilst there were some procedural failings, they did not amount to fundamental breach of contract, and critically, the claimant had already decided to resign before the alleged breaches occurred.

T Walker v Novocastrian Ltd: 6026871/2025

Tom Walker claimed unpaid wages, a redundancy payment, and breach of contract against Novocastrian Ltd. The tribunal dismissed all claims. Reasons were given orally at the hearing; written reasons would be provided only if requested within 14 days.

Ms S Begum v Toomey Motor Group Ltd: 3202215/2024

Ms Begum, a Bangladeshi national, claimed direct race discrimination and victimisation following withdrawal of a job offer and subsequent dismissal from Toomey Motor Group Limited. The tribunal found that the claimant failed to prove facts supporting discrimination or victimisation, and that the respondent's explanation for dismissal (persistent lateness) was not tainted by either.

Mr E Lacatus v The Metal Recycling Group Ltd (In Creditors Voluntary Liquidation): 6040494/2025

Mr Lacatus claimed unfair dismissal and related wage claims against The Metal Recycling Group Limited (in liquidation). The tribunal dismissed all claims: the unfair dismissal claim because the claimant had only 16 months' service (below the required 2-year qualifying period) and the remaining claims under Rule 47 because the claimant failed to attend the final hearing without communication.

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 A Switala v The Queen Elizabeth Hospital King’s Lynn NHS Foundation Trust and J Jillings: 3301915/2024 and Others

The claimant applied for reconsideration of an order made on 13 January 2026. Employment Judge Cowen refused the application on the basis that there is no reasonable prospect of the original decision being varied or revoked.

Mr E Arroyo v Premier Support Services: 1300358/2025

The claimant's unfair dismissal complaint was dismissed because he did not have the required 2 years' service under section 108 Employment Rights Act 1998. Complaints under sections 10 and 12 of the Employment Relations Act 1999 were struck out as having no reasonable prospect of success. The claimant also confirmed he did not pursue complaints relating to notice pay or outstanding wages.

Ms S Belton v Natures Journey Ltd (in creditors voluntary liquidation) and Secretary of State for Business and Trade: 6027753/2025

Ms Belton brought claims for unpaid wages, partly unpaid notice pay, and accrued but unpaid holiday pay against Natures Journey Ltd (in liquidation) and the Secretary of State for Business and Trade. The tribunal dismissed all claims as they were brought out of the primary time limit and the claimant provided no evidence for why it was not reasonably practicable to bring them in time. The claim for injury to feelings was also dismissed as misconceived, being unavailable as a remedy for wage deduction and contractual claims.