Mr D Prentice v Mitie Limited — 2022

Case reference: 3306752/2021
Decision date: 5 December 2022
Jurisdiction: England & Wales
Judge: Employment Judge Laidler

Indexed: 19 May 2026

Parties

2 named

Claimant

Mr D Prentice

Respondent

Mitie Limited

Key findings

Tribunal's reasoning

The tribunal considered the claimant's discrimination claim by reference to whether he held a belief within the meaning of section 10 Equality Act 2010. It found that he did not hold such a belief, and the discrimination claim was dismissed.

The judgment records that the unfair dismissal claim continued, with case management orders set out separately. No remedy was awarded in this judgment, and no written reasons were provided in the written record because reasons had been given orally at the hearing.

Claims and outcomes

1 finding recorded

Claim type	Issue or finding	Outcome	Protected characteristic	Award
Religion or belief discrimination	The judgment states that the claimant did not hold a belief within the meaning of section 10 Equality Act 2010 and dismissed the discrimination claim. The unfair dismissal claim was stated to continue and was not adjudicated in this judgment.	Dismissed	Religion or belief	—

Legal tests applied

1 reference

Official outcome judgment PDF

Gov.uk primary record

The 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.

Open official judgment PDF on gov.uk

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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