Mr O Harwood-Allen v London United Busways Ltd — 2025

The tribunal dismissed the direct race discrimination complaint. It found that although there was different treatment connected with the claimant's suspension and fact-finding interview, the facts did not show, in the absence of another explanation, that the treatment was because of race.

The tribunal also dismissed the direct sexual orientation discrimination complaint about relief manager duties. It accepted that not being offered such work was capable of being a detriment, but found that the claimant had not shown less favourable treatment because of sexual orientation; after suspension and sickness absence, a hypothetical comparator would not have been assigned relief manager work either.

The tribunal upheld one reasonable adjustments complaint by majority. It found that applying a stage 1 warning threshold for sickness absence placed the claimant, who had ulcerative colitis, at a substantial disadvantage, and that it would have been reasonable to disregard the absences related to his disability when applying the warning threshold. The remaining reasonable adjustments complaints were dismissed, and remedy was left to a separate hearing.