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In the latest of our series of posts on Employment Tribunal judgments released, we examine ten Employment Tribunal judgments released in the last week (between 26 March 2018 and 1 April 2018) that our solicitors found interesting:

  1. Mr C Constandinou and Mr T Kakkoufa v Supadance International Ltd and Others: 3200222/2016 and 3200230/2016 – the Employment Tribunal held that the Claimants’ ages were a significant and material influence in their dismissal for the reason of redundancy, rendering their dismissal both discriminatory and unfair  (Employment Tribunal judgment)

  2. Miss E Korshunova v Eiger Securities LLP: 3201374/2014 – the Employment Tribunal held (in a remedy judgment) that the Claimant should be awarded £6,498.15 in compensation after she succeeded with her claim for detriment due to protected disclosure (Employment Tribunal judgment)
  3. Mr Z Passmore v Fit For Sport Ltd: 2302239/2017 – the Employment Tribunal held that the Claimant had been constructively dismissed after there was a failure to pay him a promised salary of £30k per annum, awarding him £21,006 in compensation (Employment Tribunal judgment)
  4. Mrs R Folan v Mrs Sue Ali aka SultanAli and Mr Neville Ali aka Nevzat Mehmet Ali: 3201969/2016 – the Employment Tribunal held that the Claimant had been subjected to a number of detriments (including dismissal and refusing to pay her SMP) because she was pregnant, but also concluded that the Claimant contributed to her dismissal (with a remedy hearing to be held in due course) (Employment Tribunal judgment)
  5. Mrs S Powell v Marr Corporation Limited: 1401951/2016 – the Employment Tribunal held that the Claimant had not been discriminated against after she had been dismissed for making comments about homosexuality to students that upset the pupils, and that her conduct had provoked a number of complaints from learners and parents (Employment Tribunal judgment)
  6. Mr B Lane v Weymouth College: 1400535/2017 – the Employment Tribunal held that the Claimant had been unfairly dismissed, as well as subjected to a number of detriments, after he had made a number of protected disclosures in the workplace (Employment Tribunal judgment)
  7. Miss M Fox v Virtually There Offices Ltd: 1401022/2017 – the Employment Tribunal held that the Claimant had been unfairly dismissed after the Respondent failed to undertake a fair redundancy procedure, awarding her over £4,000 in compensation (Employment Tribunal judgment)
  8. Miss S Reid v London Borough of Haringey: 3324494/2017 – the Employment Tribunal held that the Claimant had not been unfairly dismissed after she was dismissed due to capability reasons (Employment Tribunal judgment)
  9. Miss A Parsons v Oswestry Equestrian Centre Ltd: 1301514/2017 – the Employment Tribunal held that the Claimant had been discriminated against because of her pregnancy and automatically unfairly dismissed after she was dismissed from her job (because of her pregnancy) (Employment Tribunal judgment)
  10. Mr H Birdi v Mears Ltd: 2200917/2017 – the Employment Tribunal held that the Claimant had been unfairly dismissed from his job but that he was entirely responsible for his dismissal, reducing his compensatory award by 100%. The Claimant was awarded £6,735.93 as compensation for his unfair dismissal claim (Employment Tribunal judgment)

About

Redmans Employment Team deal with employment matters for both employers and employees, including drafting employment contracts and policies, advising employers and employees on compromise agreements, handling day-to-day HR issues, advising on restructures, and handling Employment Tribunal cases for both employers and employees Call 020 3397 3603 to speak to one of the members of our employment team or email us on enquiries@redmans.co.uk. Redmans have offices in Richmond, Chiswick, Hammersmith, Fulham, Kingston, Wimbledon, Ealing, Kings Cross and Marylebone (meetings strictly by appointment only).

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