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Sector Report

Manufacturing Tribunal Data Analysis

Employment Tribunal decisions and outcome patterns in the Manufacturing sector from the last 12 months.

249Cases Analysed (Last 12 Months)

Final Manufacturing decisions with at least one determined claim.

56%Success Factor

Proportion of cases won or split/upheld in our database.

44%Dismissal Rate

Cases lost or struck out due to procedural/jurisdictional issues.

↑ Strongest IndicatorRedundancy Pay (92% Success)
↓ Weakest IndicatorWhistleblowing (5% Success)

Search by Claim Type

Unfair DismissalConstructive DismissalDiscriminationRedundancy PayUnpaid WagesWhistleblowingBreach of ContractHarassment

Showing 17 cases from the last 2 months.

Employers in recent Manufacturing decisions

Browse the latest published decisions for employers represented in this sector sample.

Fort Engineering LtdBritish Steel LtdPrintstat LtdElements Europe Ltd (in Administration) and Secretary of State for Business & TradeVirtuoso Doors Ltd (in administration)Mars Petcare UKFablink (Evenwood) Ltd in AdministrationPerformance Doorset Solutions LtdSamworth Brothers LtdNewbridge Engineering LtdRoof-Maker LtdPall Manufacturing UK Ltd
27 Jul 2026
Claimant won£39,108.61 awarded

Unfair Dismissal, Discrimination, Unpaid Wages, Breach of Contract and Other

The claimant won because the respondent dismissed her while she was on maternity leave, which was automatically unfair and discriminatory, and also failed to pay her contractual and statutory entitlements.

Legal Issues (7)
  • Automatic unfair dismissal for maternity-related reason (section 99 ERA)
  • pregnancy and maternity discrimination (section 18 EqA)
  • wrongful dismissal
  • unlawful deduction from wages for holiday pay
  • failure to provide written reasons for dismissal
  • ACAS uplift for failure to follow statutory procedure
  • grossing up of awards.

Reference: 3313227/2023

(View detailed case summary — Pro Research)
24 Jul 2026
other

Discrimination

The discrimination claim was dismissed as out of time, but other claims continue, so the overall case is not resolved.

Legal Issues (2)
  • Time limit for discrimination claim under section 15 Equality Act 2010
  • just and equitable extension

Reference: 6031370/2025

(View detailed case summary — Pro Research)
20 Jul 2026
Claimant won£4,131 awarded

Redundancy Pay

The respondent failed to respond and the claimant was entitled to a redundancy payment of £4,131.00.

Legal Issues (3)
  • Redundancy payment entitlement
  • default judgment under rule 22
  • s163 Employment Rights Act 1996.

Reference: 6035057/2025

(View detailed case summary — Pro Research)
16 Jul 2026
Claimant won

Redundancy Pay

The employer failed to conduct any collective consultation before dismissing 141 employees for redundancy, breaching section 188 TULCRA.

Legal Issues (3)
  • Failure to comply with section 188 TULCRA duty to collectively consult when proposing 20 or more redundancies within 90 days
  • no special circumstances to excuse the failure
  • protective award of 90 days' remuneration granted.

Reference: 1304080/2025

(View detailed case summary — Pro Research)
7 Jul 2026
Claimant won

Redundancy Pay

The respondent failed to consult with employee representatives about the proposed mass redundancies, as required by s.188 TULRCA, and no special circumstances excused the failure, so the protective award claim succeeded.

Legal Issues (4)
  • Collective redundancy consultation under sections 188 and 189 of the Trade Union and Labour Relations (Consolidation) Act 1992
  • protective award for failure to consult
  • no response from respondent leading to rule 22 judgment
  • length of protected period (90 days) based on Susie Radin guidelines.

Reference: 1400950/2025

(View detailed case summary — Pro Research)
3 Jul 2026
Claim struck out

Unfair Dismissal and Breach of Contract

The claimant did not have the required two years' continuous service to bring an unfair dismissal claim, so the complaint was struck out and the entire claim dismissed.

Legal Issues (3)
  • Qualifying period of service for unfair dismissal claim
  • application to amend claim refused
  • strike out for lack of jurisdiction.

Reference: 6019837/2024

(View detailed case summary — Pro Research)
29 Jun 2026
Claimant won

Redundancy Pay

The tribunal ordered a protective award of 90 days' remuneration by consent because the respondent failed to consult with the trade union about the proposed redundancies.

Legal Issues (3)
  • Failure to consult about collective redundancies under s.188 TULRCA
  • entitlement to a protective award under s.189
  • consent order resolving the claims.

Reference: 2500187/2025

(View detailed case summary — Pro Research)
25 Jun 2026
Claimant won

Unfair Dismissal

The complaint of unfair dismissal was well-founded and the claimant was unfairly dismissed.

Legal Issues (3)
  • Unfair dismissal
  • failure to provide written statement of employment particulars
  • assessment of compensation deferred to remedy hearing.

Reference: 6004149/2025

(View detailed case summary — Pro Research)
24 Jun 2026
Claimant won£26,176.17 awarded

Unfair Dismissal

The Employment Tribunal found the complaint of unfair dismissal was well-founded, ruling that the claimant was unfairly dismissed by the respondent.

Legal Issues (3)
  • Unfair Dismissal (Section 98 Employment Rights Act 1996). The judgment found the dismissal was unfair but does not specify the precise legal reason (e.g.
  • procedural unfairness
  • substantive reason not proven) in the provided text.

Reference: 6013728/2024

(View detailed case summary — Pro Research)
18 Jun 2026
Claimant won£34,926.97 awarded

Discrimination

The respondent failed to comply with the duty to make reasonable adjustments and discriminated against the claimant by dismissing him.

Legal Issues (3)
  • Disability discrimination
  • failure to make reasonable adjustments
  • discriminatory dismissal.

Reference: 6001194/2025

(View detailed case summary — Pro Research)
17 Jun 2026
Claimant won

Unfair Dismissal

The Tribunal found that the dismissal was unfair because the employer failed to carry out a reasonable investigation and did not provide the Claimant with the evidence against him in advance of the disciplinary hearing, breaching procedural fairness.

Legal Issues (3)
  • Whether the employer's decision to dismiss the Claimant for gross misconduct (falsifying timesheets) fell within the band of reasonable responses. Key issues included the adequacy of the investigation
  • whether the employer had reasonable grounds for its belief in the misconduct
  • and whether the Claimant was given a fair opportunity to respond to the evidence. The Tribunal applied the Burchell test and considered whether the employer had carried out a reasonable investigation and followed a fair procedure.

Reference: 6043540/2025

(View detailed case summary — Pro Research)
17 Jun 2026
Claim dismissed

Unfair Dismissal and Breach of Contract

The Tribunal dismissed both the unfair and wrongful dismissal claims. It found that Pall Manufacturing reasonably believed the claimant had committed gross misconduct after a careful investigation, that summary dismissal fell within the range of reasonable responses, and that the procedure was fair.

Legal Issues (3)
  • Whether the respondent had a genuine belief in the claimant's misconduct on reasonable grounds after a reasonable investigation
  • whether dismissal was within the range of reasonable responses
  • whether fair procedure was followed and if the claimant contributed to her dismissal.

Reference: 6030276/2025

(View detailed case summary — Pro Research)
15 Jun 2026
Claim dismissed

Unfair Dismissal and Unpaid Wages

Both complaints of unfair dismissal and unlawful deductions from wages were dismissed as not well-founded.

Legal Issues (2)
  • Unfair dismissal and unlawful deductions from wages
  • both claims dismissed as not well-founded.

Reference: 6038519/2025

(View detailed case summary — Pro Research)
12 Jun 2026
Claim dismissed

Unfair Dismissal and Discrimination

All complaints were dismissed because the claimant was not a disabled person at the relevant times and the claims were not well-founded.

Legal Issues (4)
  • Constructive unfair dismissal
  • victimisation
  • disability discrimination
  • definition of disability under s.6 Equality Act 2010.

Reference: 1311291/2024

(View detailed case summary — Pro Research)
12 Jun 2026
Claimant won£1,927.40 awarded

Unpaid Wages

The respondent failed to pay wages owed to the claimant, and no response was entered, resulting in a default judgment ordering payment.

Legal Issues (2)
  • Claim under section 13 of the Employment Rights Act 1996 for unauthorised deduction of wages
  • default judgment under Rule 22 of the Employment Tribunal Procedure Rules 2024.

Reference: 4100595/2026

(View detailed case summary — Pro Research)
11 Jun 2026
Mixed outcome

Discrimination, Harassment and Other

The claimant succeeded on a discrimination arising from disability claim (dismissal) and two harassment claims, but lost on all other claims including direct discrimination, reasonable adjustments, and rest breaks.

Legal Issues (6)
  • Disability discrimination (section 15)
  • harassment related to disability
  • reasonable adjustments
  • direct discrimination
  • time limits
  • and working time regulations.

Reference: 6017475/2024

(View detailed case summary — Pro Research)
11 Jun 2026
Mixed outcome

Unfair Dismissal and Discrimination

The claimant was unfairly dismissed and succeeded in his reasonable adjustments claim, but direct discrimination and discrimination arising from disability claims were dismissed.

Legal Issues (4)
  • Unfair dismissal
  • reasonable adjustments
  • direct disability discrimination
  • discrimination arising from disability

Reference: 2407123/2023

(View detailed case summary — Pro Research)

Data sources

Decisions are sourced from official GOV.UK Employment Tribunal publications.

Important: Summaries and statistics are automated. Always verify against the original decision documents.