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TopEmployer file
Since 2017, Even if a fair and proper investigation and procedure had been followed here, the Claimant would still most likely have been dismissed on the basis of a breakdown of trust and confidence and on that basis any award of compensation should be made for a period of 4 weeks, with thereafter an 80% reduction to reflect the slight chance that dismissal might not have resulted. has appeared as a respondent in 1 employment tribunal case, with £0 in total awards recorded against the employer.
| # | Claim type | Cases | Relative share |
|---|---|---|---|
| 01 | Unfair dismissal | 1 | |
| 02 | Unlawful deduction from wages | 1 | |
| 03 | Working time regulations | 1 |
| Case ref. | Decided | Jurisdiction | Claimant | Claim types | Award |
|---|---|---|---|---|---|
| 2304408/2023 | 12 June 2026 | England & Wales | In person | Unfair dismissal, Unlawful deduction from wages, Working time regulations | — |
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.