Case 3201571/2023 · Employment Tribunal
Mr Floyd Reed v Royal Mail Group Limited — 2025
- Case reference
- 3201571/2023
- Decision date
- 26 November 2025
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Barrett Member
- Venue
- East London Hearing Centre
- Panel members
- Ms R Hewitt
Parties
2 namedClaimant
Mr Floyd Reed
Respondent
Key findings
Tribunal's reasoningThe Claimant was employed by Royal Mail Group Limited as a Customer Service Provider/Courier and had health conditions including ischaemic heart disease, lower back pain and sciatica, diabetes, depression and anxiety. The Tribunal found that his disabilities were an underlying factor in his refusal on 19 October 2022 to take on additional stops, and that the Respondent knew or ought to have known the request placed him at a substantial disadvantage.
The Tribunal held that the Claimant's dismissal was unfair and wrongful, and that his suspension, disciplinary allegations and proceedings, and dismissal amounted to discrimination arising from disability. It also found that the 19 October 2022 request to take on additional parcels was a failure to make reasonable adjustments, while other reasonable adjustment complaints were dismissed.
The victimisation and indirect age and disability discrimination claims were dismissed. The Tribunal found that the route planning systems were used flexibly with discussions about workload, and it did not have a proper evidential basis for finding group or individual disadvantage for the indirect discrimination claims. Remedy was reserved for a later hearing.
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 |
|---|---|---|---|---|
| Unfair dismissal | The Tribunal found the Claimant was unfairly dismissed. It also determined reductions to the basic and compensatory awards, but remedy was reserved for a later hearing. | Upheld | — | — |
| Wrongful dismissal | The Tribunal found the Claimant was wrongfully dismissed in breach of his contractual entitlement to notice. | Upheld | — | — |
| Disability discrimination | The Claimant's suspension, disciplinary allegations and proceedings, and dismissal amounted to discrimination arising from disability contrary to s.15 Equality Act 2010. | Upheld | Disability | — |
| Disability discrimination | The Respondent's request on 19 October 2022 for the Claimant to take on additional parcels amounted to a failure to make reasonable adjustments. Other reasonable adjustment complaints were dismissed. | Upheld | Disability | — |
| Victimisation | The Tribunal found the victimisation claim was not well-founded. | Dismissed | — | — |
| Age discrimination | The Tribunal dismissed the indirect age discrimination claim, finding no proper evidential basis for group or individual disadvantage. |
Legal tests applied
4 references- Polkey
- s.15 Equality Act 2010
- ss.20-21 EqA
- Hendricks
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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