Mr Chrisantus Kpiinmogle v Bridge of Weir Care Home Limited — 2026

The claimant was interviewed in July 2024 and offered a registered nurse post at Bridge of Weir Care Home Limited. The tribunal found that he was not given written terms and conditions at the start of employment, that he was on a six-month probationary period, and that he worked under a process in which medication practice and patient safety were closely monitored. The tribunal found that he received limited formal training, but that he passed medication competency assessments and that the respondent recorded a series of conversations and concerns about medication handling, including incidents in November 2024 and January 2025.

On the race discrimination claim, the claimant alleged that documents relied upon for dismissal were fabricated, that his signature had been forged, and that his dismissal was racially motivated. The tribunal found the claimant had no evidence to support those allegations, accepted that the relevant meetings and records did occur, and found that the claimant had not identified any basis from which race could be inferred as the reason for the treatment complained of. It rejected the argument that the dismissal or the record-keeping was because of race and dismissed the discrimination claim.

The tribunal also rejected the claimant's unauthorised deduction claim. It found that the claimant had not produced evidence supporting the asserted unpaid sum of £2,447.50 and accepted the respondent's evidence that he had been paid for the days shown on the handwritten work record. By contrast, the tribunal held that the claimant had not been given a written statement of terms and conditions, and it awarded two weeks' gross pay, calculated as 88 hours at £22.25 per hour, totalling £1,958.

The claimant succeeded on holiday pay and wrongful dismissal. The tribunal found that he had accrued 5.6 days of untaken holiday in 2024, that the January 2025 holiday payment did not cover that accrued entitlement, and awarded £1,370.60. It also found that the contract entitled him to one week's notice, that no notice pay was made, and awarded £979 for wrongful dismissal. The total sum payable was £4,307.60.