Mr A Al-Abasi v Ngage Talent UK Employees Limited Full Merits hearing At Victory House — 2025

The Tribunal found that the Claimant identifies as Muslim and Arab and that his complaint was primarily based on religion. It accepted that the individual managers involved did not know before 5 August 2024 that he was Muslim, but considered the wider context and the corporate Respondent's knowledge relevant to the issues before it.

The Tribunal held that asking the Claimant to remove his LinkedIn post, or face consequences, was related to his religion and had the effect of creating an intimidating and hostile environment. It found that the Respondent's purpose was to maintain its social media policy, but that the effect of the conduct satisfied section 26 Equality Act 2010 in the particular context described in the judgment.

The race discrimination and race harassment claims failed. The Tribunal said it was unnecessary to decide the section 13 religion or belief discrimination claim because of the harassment finding, but that it would have failed. Remedy was not determined, although the Tribunal considered it improbable that the Claimant suffered remuneration or commission loss and indicated that remedy would probably be confined to injury to feelings, subject to further argument.