Employment Tribunal decisions and outcome patterns in the Education sector from the last 12 months.
Final Education decisions with at least one determined claim.
Proportion of cases won or split/upheld in our database.
Cases lost or struck out due to procedural/jurisdictional issues.
Showing 16 cases from the last 2 months.
Browse the latest published decisions for employers represented in this sector sample.
The claim was struck out because the claimant failed to comply with tribunal orders and conducted proceedings unreasonably, making a fair trial impossible.
The claim was dismissed because the claimant failed to attend the hearing and had not complied with Tribunal orders or communicated with the Tribunal.
The claimant won on ordinary unfair dismissal because the respondent's dismissal process was procedurally flawed and the decision fell outside the range of reasonable responses, but all other claims (constructive dismissal, discrimination, whistleblowing, breach of contract, wages) were dismissed.
The claimant's unfair dismissal claim succeeded, but the award was reduced for contributory fault and the Polkey chance of fair dismissal, and the parties agreed on remedy without specifying a sum in the judgment.
All complaints were found not well-founded and were dismissed.
The complaint of breach of contract was not well founded and was dismissed.
The claims were validly settled under a settlement agreement, so the tribunal had no jurisdiction to hear them and they were dismissed.
The case was dismissed under rule 47 because none of the claimants attended the hearing and they had failed to comply with previous orders to provide necessary information.
Both claims were dismissed as not well founded by the Employment Tribunal.
The claimants won on protective award, some unfair dismissal, breach of contract, and wrongful dismissal claims, but lost on reasonable adjustments claim and some claims were withdrawn, resulting in a split outcome.
The Tribunal found that the claimant's claims of unlawful discrimination, wrongful dismissal, and unauthorised deductions of statutory maternity pay were all well-founded and succeeded.
The tribunal found the dismissal unfair because the investigation was flawed (unbalanced, prejudged, incomplete) and the sanction of dismissal fell outside the range of reasonable responses.
All complaints were either withdrawn by the Claimant or found not well-founded and dismissed because the Tribunal concluded the Respondent's actions were not due to disability or religion, but rather due to a preference for another candidate and concerns about the Claimant's performance.
The claim was struck out because the claimant failed to comply with a tribunal order and did not actively pursue the claim, and did not respond to a warning letter.
The claimant was not unfairly dismissed and her claim had no reasonable prospect of success.
The claim was struck out because the claimant failed to comply with Case Management Orders and did not actively pursue the claim, and did not respond to a warning letter.
Decisions are sourced from official GOV.UK Employment Tribunal publications.
Important: Summaries and statistics are automated. Always verify against the original decision documents.