Farhad Anwar v Hopewell School Limited — 2025

The claimant was employed as Lead Motor Vehicle Tutor from 3 October 2022 until his dismissal with effect from 5 July 2023. The respondent conceded disability for the proceedings, based on physical impairments following a road traffic accident, but the tribunal found the respondent did not know and could not reasonably have known at the relevant time that the impairments would have the long-term effect required for disability under the Equality Act 2010.

The tribunal accepted the respondent's evidence that the claimant's post was terminated because of a redundancy decision connected to staffing needs, continuity for pupils and financial challenges. It found no evidence supporting the claimant's case that the redundancy explanation was a sham or that the dismissal and related treatment were because of disability, something arising from disability, harassment, victimisation, indirect discrimination, or a failure to make reasonable adjustments.

The wages and contract complaints were also dismissed. The tribunal found the claimant had been paid full salary for the first three months of absence and statutory sick pay thereafter, that contractual sick pay was discretionary, and that the complaints about belongings, expenses and e-bikes did not establish a breach of contract. Some allegations were out of time, but the tribunal also determined and dismissed the complaints on their merits.