British Airways plc

Since 2017, British Airways plc has appeared as a respondent in 87 employment tribunal cases, with £16,901 in total awards recorded against the employer.

Companies House: 01777777
Status: Active
SIC code: 51101, 51102, 52230, 52242
Indexed: 6 June 2026

Total cases: 87
Total awarded against: £16,901
Largest award: £14,914
Most common claim: Unfair dismissal

Cases by claim type

14 distinct categories

#	Claim type	Cases
01	Unfair dismissal	45
02	Unlawful deduction from wages	26
03	Working time regulations	24
04	Disability discrimination	21
05	Breach of contract	14
06	Sex discrimination	11
07	Age discrimination	10
08	Race discrimination	10
09	Whistleblowing	5
10	Redundancy	5
11

All cases

87 cases · page 1 of 2 · chronological

Case ref.	Decided	Jurisdiction	Claimant	Claim types	Award
3303779/2019	30 April 2026	England & Wales	Mr H Kainth	Unfair dismissal	—
3335328/2018	30 April 2026	England & Wales	Mr J Singleton	Race discrimination	—
3318957/2019	29 April 2026	England & Wales	Mr Y Choualeb	Disability discrimination, Whistleblowing, Race discrimination, Unfair dismissal	—
3312702/2019	29 April 2026	England & Wales	Mr K McLeod	Breach of contract, Disability discrimination, Unfair dismissal	—
3304409/2018	29 April 2026	England & Wales	Ms M O’Neill	Disability discrimination, Unfair dismissal	—
3325406/2019	27 April 2026	England & Wales	Ms F Luke	Sex discrimination	—
3301899/2024	7 April 2026	England & Wales	A B	Breach of contract, Disability discrimination, Race discrimination, Unlawful deduction from wages, Working time regulations	—
6003040/2025	27 March 2026	England & Wales	Nicholas Pattinson	Unfair dismissal	—

Methodology

Data extracted from published employment tribunal judgments on gov.uk. Case reference, decision date, judge, venue and claim categories come from structured metadata. Claimant and respondent names are extracted from the judgment PDF text, and a second LLM-assisted pass adds per-claim outcomes, key findings, and any compensation awarded. Many UK tribunal decisions are liability-only — the remedy is set at a later hearing — so a case can correctly show an outcome with no award figure. See how the data is built.