Case 1603463/2025 · Employment Tribunal
Ms A Maddix v The Laurels Morganstown Limited — 2026
- Case reference
- 1603463/2025
- Decision date
- 18 June 2026
- Jurisdiction
- England & Wales
- Judge
- Employment Judge T.V. Ryan
- Venue
- Wrexham remotely
Parties
2 namedClaimant
Ms A Maddix
Respondent
Key findings
Tribunal's reasoningThe tribunal exercised its discretion to extend time, finding it just and equitable to include events described in paragraph 1 as occurring on 7 February 2025. It upheld Ms A Maddix's disability discrimination claim that The Laurels Morganstown Ltd failed to make a reasonable adjustment by allowing her to leave work before the end of her shift; paragraph 2 dates that incident to 7 February 2026.
The respondent conceded that Ms Maddix made a protected disclosure on 21 January 2026 concerning a potential breach of legal obligation and endangerment to health and safety in the execution of her duties. Her claim of automatic unfair dismissal for making that disclosure was nevertheless dismissed, as was her ordinary unfair dismissal claim.
The tribunal also dismissed the victimisation claim, the claim of discrimination because of something arising from disability, the disability harassment claim, and all remaining allegations of failure to make reasonable adjustments. The written judgment records that those claims were not well-founded but does not set out the reasons, which were given orally at the hearing.
The parties negotiated a £2,000 settlement of the remedy for the successful claim. By consent, the respondent was ordered to pay that sum within 21 days in full and final settlement of the remedy. The sum was not subject to deductions, and the tribunal recorded that the state benefit recoupment provisions did not apply.
Claims and outcomes
7 findings recordedThis case has mixed outcomes under at least one legal claim type. A tribunal can uphold some allegations and dismiss others under the same legal head, so rows below may represent separate issues or allegation groups from the judgment.
| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Disability discrimination | Failure to make a reasonable adjustment by not allowing the claimant to leave before the end of her shift. Paragraph 2 dates the incident to 7 February 2026, while paragraph 1 refers to events of 7 February 2025 when extending time. | Upheld | Disability | £2,000 |
| Unfair dismissal | Ordinary unfair dismissal claim. | Dismissed | — | — |
| Whistleblowing | Automatic unfair dismissal for making a protected disclosure. The respondent conceded that the claimant made a protected disclosure on 21 January 2026. | Dismissed | — | — |
| Victimisation | Recorded from the judgment. | Dismissed | — | — |
| Disability discrimination | Discrimination because of something arising from disability. | Dismissed | Disability | — |
| Harassment | Disability harassment. | Dismissed | Disability | — |
Remedy
Monetary award- Total award
- £2,000
- across all upheld claims
Legal tests applied
1 reference- just and equitable extension of time
Official outcome judgment PDF
Gov.uk primary recordThe official judgment PDF on gov.uk contains the tribunal's outcome, reasoning, and any remedy details. Where this page does not yet show extracted outcomes for every claim, use the PDF as the authoritative source.
Published on gov.uk under the Open Government Licence v3.0.
How we got this data
Case essentials (reference, date, judge, venue, country, claim categories) are extracted from the structured metadata gov.uk publishes alongside each decision. Parties and monetary figures are extracted from the judgment PDF text. Key findings and per-claim outcomes require a second extraction pass that is not yet complete for this case — until then, the primary source linked above is the authoritative record. See full methodology.
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