Case 2401148/2024 · Employment Tribunal
Miss A Punter v Royal Mail Group Limited — 2025
- Case reference
- 2401148/2024
- Decision date
- 16 September 2025
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Eeley
- Venue
- Manchester
- Panel members
- Mrs F Crane, Mr S Carter
Parties
2 namedClaimant
Miss A Punter
Respondent
Key findings
Tribunal's reasoningThe tribunal, sitting at Manchester before Employment Judge Eeley with Mrs F Crane and Mr S Carter, dismissed the claimant's unfair dismissal complaint as not well founded. Her complaint of section 15 discrimination arising from disability succeeded, as did two of her complaints of failure to make reasonable adjustments: the respondent's failure to allow a phased return to work on reduced hours from 13 February 2023, and the failure to provide new PPE/footwear on her return on or from that date. The remaining reasonable adjustments complaints were dismissed.
The successful reasonable adjustments complaints had not been presented within the applicable time limit, but the tribunal found it just and equitable to extend time. The tribunal also found that the respondent unreasonably failed to comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures 2015, and applied a 10% uplift to the compensation under section 207A of the Trade Union and Labour Relations (Consolidation) Act 1992.
The respondent was ordered to pay £767.46 for past financial losses, £45.25 interest on that sum, £14,500 for injury to feelings, £2,869.81 interest on the injury to feelings award, and a 10% ACAS uplift of £1,818.25.
Claims and outcomes
3 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Unfair dismissal | The tribunal found the claim of unfair dismissal not well founded and dismissed it. | Dismissed | — | — |
| Disability discrimination | Section 15 Equality Act 2010 complaint of discrimination arising from disability was well founded and succeeded. | Upheld | Disability | — |
| Disability discrimination | Failure to make reasonable adjustments: two complaints succeeded (phased return with reduced hours from 13 February 2023; failure to provide new PPE/footwear on return). Tribunal extended time limit on just and equitable grounds. Remaining reasonable adjustments complaints were dismissed. Award not split per individual claim in the judgment. | Upheld | Disability | — |
Remedy
Monetary award- Total award
- £20,001
- across all upheld claims
- Compensatory award
- £767
- compensatory remedy recorded
Legal tests applied
6 references- section 15 Equality Act 2010 (discrimination arising from disability)
- duty to make reasonable adjustments (Equality Act 2010)
- just and equitable extension of time
- s.207A Trade Union and Labour Relations (Consolidation) Act 1992
- ACAS Code of Practice on Disciplinary and Grievance Procedures 2015
- Employment Tribunals (Interest on Awards in Discrimination Cases) Regulations 1996
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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