Case 2601104/2024 · Employment Tribunal
Dr A Williams v Lincolnshire Integrated Voluntary Emergency Service — 2025
- Case reference
- 2601104/2024
- Decision date
- 23 October 2025
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Welch
- Venue
- Nottingham
- Panel members
- Ms L Lowe, Mr S Connor
Parties
2 namedClaimant
Dr A Williams
Key findings
Tribunal's reasoningThe claimant was employed as a Community Emergency Medicine Doctor from 1 May 2020 until her dismissal on 22 February 2024. The tribunal recorded that the respondent accepted the claimant was disabled by reason of ADHD at the relevant time, and the final hearing dealt with liability only, with remedy to be considered separately if required.
The tribunal dismissed the automatic unfair dismissal complaints based on protected disclosures and health and safety grounds, and also dismissed the ordinary unfair dismissal complaint. It found one protected disclosure detriment complaint well-founded: the initiation and conduct of disciplinary proceedings against the claimant from 21 August 2023. The remaining protected disclosure detriment complaints and the health and safety detriment complaint were dismissed.
The disability discrimination complaints for discrimination arising from disability and failure to make reasonable adjustments were dismissed. The breach of contract claim relating to notice pay succeeded, but no monetary remedy figure was stated in the provided judgment text.
Claims and outcomes
9 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 |
|---|---|---|---|---|
| Whistleblowing | Automatic unfair dismissal for making protected disclosure(s) under section 103A Employment Rights Act 1996 was not well-founded. | Dismissed | — | — |
| Other | Automatic unfair dismissal health and safety complaints under sections 100(1)(c) and 100(1)(e) Employment Rights Act 1996 were not well-founded. | Dismissed | — | — |
| Unfair dismissal | The complaint of unfair dismissal under sections 94/98 Employment Rights Act 1996 was not well-founded. | Dismissed | — | — |
| Whistleblowing | The protected disclosure detriment complaint succeeded only as to initiating and conducting disciplinary proceedings against the claimant from 21 August 2023. | Upheld | — | — |
| Whistleblowing | The remaining protected disclosure detriment complaints were not well-founded and were dismissed. | Dismissed | — | — |
| Other | The health and safety detriment complaint under sections 44(1A)(b) and 44(1)(c) Employment Rights Act 1996 was not well-founded. | Dismissed |
Legal tests applied
7 references- section 103A Employment Rights Act 1996
- sections 100(1)(c) and 100(1)(e) Employment Rights Act 1996
- sections 94/98 Employment Rights Act 1996
- section 47B Employment Rights Act 1996
- sections 44(1A)(b) and 44(1)(c) Employment Rights Act 1996
- section 15 Equality Act 2010
- sections 20/21 Equality Act 2010
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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