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Glasgow Employment Tribunal cases

Browse recent Employment Tribunal decisions heard at Glasgow.

Recent cases
20
Employers (last 3 months)
18
Recorded awards (last 3 months)
3

£8,222.52 combined

Published decisions

Cases from the last three months

Newest decisions first

28 Aug 2026
Claim dismissed

Unfair Dismissal

Employer: UK Border Force

The Tribunal found the dismissal was fair because the respondent had a reasonable belief in the misconduct, conducted a reasonable investigation, and the decision to dismiss was within the range of reasonable responses.

Legal Issues (4)
  • Whether the respondent had a genuine belief in misconduct on reasonable grounds after a reasonable investigation (British Home Stores v Burchell)
  • whether the decision to dismiss fell within the band of reasonable responses (Foley v Post Office)
  • whether the disciplinary manager's prior minor involvement rendered the process unfair (Lamb v Teva UK Ltd)
  • whether the use of telematics data as evidence was lawful and reasonable.

Reference: 8000298/2026

(View detailed case summary — Pro Research)
27 Aug 2026
Dismissed on jurisdiction

Discrimination

Employer: University of Strathclyde

The Employment Tribunal dismissed the claim because it had no jurisdiction, as the claim falls under Part 6 (Education) of the Equality Act 2010 and must be brought in the Sheriff Court.

Legal Issues (6)
  • Whether the Employment Tribunal has jurisdiction to hear a disability discrimination claim brought by a student against a university
  • where the claim relates to the provision of education and vocational training. The key legal points are: (1) the distinction between Part 5 (Work) and Part 6 (Education) of the Equality Act 2010
  • (2) the effect of section 54(4)(c) and section 56(5) EqA
  • which exclude universities from being treated as qualifications bodies or employment service providers in respect of their educational functions
  • (3) the application of Nwabueze v University of Law and Blackwood v Birmingham & Solihull Mental Health NHS Foundation Trust
  • and (4) whether the claimant could be considered a worker under section 83(2)(a) EqA.

Reference: 8000711/2025

(View detailed case summary — Pro Research)
24 Aug 2026
Claim dismissed

Discrimination

Employer: MKA Commercial Ltd

The claimant failed to prove on balance of probabilities that her anxiety and depression had a substantial and long-term adverse effect on daily activities, separate from her chronic back pain.

Legal Issues (4)
  • Definition of disability under s.6 Equality Act 2010
  • burden of proof on claimant
  • requirement to show substantial and long-term adverse effect on normal day-to-day activities
  • need to differentiate effects of multiple impairments.

Reference: 4100103/2026

(View detailed case summary — Pro Research)
19 Aug 2026
Claim dismissed

Discrimination and Harassment

Employer: Student Loans Company Ltd

All active Equality Act claims failed because the claimant was not placed at a substantial disadvantage by the absence-reporting PCP, the call did not amount to harassment, and the record of discussion was not unfavourable, not disability-related and was justified.

Legal Issues (3)
  • Whether the reasonable adjustments duty was engaged by the personal telephone reporting PCP
  • whether the 5 June call amounted to unwanted conduct related to disability with a prohibited purpose or effect
  • whether the record of discussion on 14 October 2025 was unfavourable treatment because of something arising from disability and whether it was proportionate.

Reference: 8002436/2025

(View detailed case summary — Pro Research)
18 Aug 2026
Dismissed on jurisdiction

Unpaid Wages

Employer: Lidl Great Britain Ltd

The Tribunal lacked jurisdiction because the complaint was presented substantially out of time and it was reasonably practicable for the claimant to have presented it by June 2024, so no extension was justified.

Legal Issues (3)
  • Whether the claim was presented within the time limit under section 23 of the Employment Rights Act 1996
  • whether it was not reasonably practicable to present the claim in time
  • whether it was presented within such further period as was reasonable.

Reference: 8000510/2026

(View detailed case summary — Pro Research)
11 Aug 2026
Claim dismissed

Constructive Dismissal, Discrimination and Unpaid Wages

Employer: Lidl Great Britain Ltd

The disability discrimination claim was dismissed because it was presented more than three months after the last act of alleged discrimination and it was not just and equitable to extend the time limit.

Legal Issues (5)
  • Time limits under s.123 Equality Act 2010
  • just and equitable extension
  • balance of prejudice
  • claimant's knowledge of discrimination and time limits
  • internal grievance process not a valid excuse for delay.

Reference: 8001636/2025

(View detailed case summary — Pro Research)
3 Aug 2026
Mixed outcome£5,227.52 awarded

Unfair Dismissal, Discrimination and Other

Employer: Incovo Ltd and others

The claimant succeeded in her ordinary unfair dismissal claim because the respondent failed to follow a fair redundancy process, but her other claims of automatic unfair dismissal, detriment, and discrimination were dismissed.

Legal Issues (5)
  • Redundancy
  • unfair dismissal process
  • pregnancy/maternity discrimination
  • detriment
  • sex discrimination

Reference: 4102751/2024

(View detailed case summary — Pro Research)
30 Jul 2026
Claim dismissed

Unfair Dismissal and Discrimination

Employer: Glasgow City Council

The tribunal dismissed all claims because the dismissal was fair (within the range of reasonable responses) and there was no evidence that the claimant's disability, race, or protected acts influenced the decision to dismiss or any other treatment.

Legal Issues (3)
  • Unfair dismissal – range of reasonable responses
  • misconduct dismissal
  • Burchell test. Disability discrimination – section 15 EqA (unfavourable treatment arising from disability). Race discrimination – direct discrimination and comparators. Victimisation – protected acts (previous tribunal claim and complaint about colleague). Procedural fairness of investigation and appeal.

Reference: 8000208/2025

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

Unfair Dismissal, Discrimination and Breach of Contract

Employer: SCCL Operations Ltd

All claims were dismissed because the claimant failed to actively pursue her claims, did not attend the preliminary hearing, and did not provide updated contact details.

Legal Issues (2)
  • Rule 47 dismissal for failure to pursue claim and non-attendance
  • lack of qualifying service for unfair dismissal.

Reference: 4100464/2026

(View detailed case summary — Pro Research)
20 Jul 2026
Mixed outcome£1,091 awarded

Unfair Dismissal and Unpaid Wages

Employer: Lerue Healthcare Ltd

The claimant lost her unfair dismissal claim because the tribunal found the dismissal was due to conduct and performance concerns, not her wage complaint, but she won her wages claim by consent.

Legal Issues (1)
  • Whether the sole or principal reason for dismissal was the claimant's protected complaint about unlawful deduction from wages (section 104 Employment Rights Act 1996).

Reference: 8000342/2026

(View detailed case summary — Pro Research)
16 Jul 2026
Claim dismissed

Unfair Dismissal

Employer: Greater Glasgow Health Board

The tribunal dismissed the claim because it found that the respondent had reasonable grounds to impose restrictions, suspend, and investigate the claimant, and did not breach the implied term of trust and confidence.

Legal Issues (3)
  • Constructive dismissal based on breach of implied term of trust and confidence
  • whether the respondent's actions constituted a repudiatory breach of contract
  • legitimacy of employer's response to governance and patient safety concerns

Reference: 8001073/2025

(View detailed case summary — Pro Research)
14 Jul 2026
Dismissed on jurisdiction

Discrimination

Employer: Greater Glasgow Health Board

The claims for disability discrimination were brought out of time and the Tribunal declined to exercise its discretion to allow them to proceed on just and equitable grounds because the claimant had not provided a reasonable explanation for the extensive delay.

Legal Issues (4)
  • Time limits for discrimination claims under section 123 Equality Act 2010
  • whether it is just and equitable to extend time
  • cogency of evidence
  • claimant’s knowledge of rights and advice from union and solicitor.

Reference: 4100889/2025

(View detailed case summary — Pro Research)
8 Jul 2026
Claim dismissed

Unfair Dismissal and Constructive Dismissal

Employer: City Facilities Management Holdings (UK) Ltd

The Tribunal found that the respondent's conduct during the investigation did not breach the implied duty of trust and confidence; the investigation was reasonable and the claimant resigned prematurely before the process could properly conclude.

Legal Issues (2)
  • Whether the respondent breached the implied duty of trust and confidence during the investigation process
  • and whether any breach was material so as to amount to constructive dismissal under section 95(1)(c) Employment Rights Act 1996.

Reference: 8000759/2026

(View detailed case summary — Pro Research)
8 Jul 2026
Dismissed on jurisdiction

Unfair Dismissal, Constructive Dismissal and Discrimination

Employer: Park’s of Hamilton (Townhead Garage) Ltd

The claimant was not a disabled person at the material time because the effects of her anxiety impairment were not likely to last at least 12 months, so the discrimination claims were dismissed.

Legal Issues (3)
  • Definition of disability under s.6 Equality Act 2010
  • whether the effects of a mental impairment were 'long-term' (likely to last at least 12 months) at the material time
  • predictive assessment based on circumstances at the date of alleged discrimination.

Reference: 8000350/2026

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

Redundancy Pay

Employer: Morton’s Rolls Ltd (in compulsory liquidation)

The tribunal found the complaint well-founded because the respondent failed to consult employee representatives before dismissing over 20 employees as redundant, and ordered a 90-day protective award (remuneration for the protected period, but no monetary amount was specified in the judgment).

Legal Issues (5)
  • Failure to consult under section 188 TULRCA
  • protective award for a ‘protected period’ of 90 days
  • no recognised trade union
  • employer in compulsory liquidation
  • default judgment under Rule 22.

Reference: 4105096/2023

(View detailed case summary — Pro Research)
29 Jun 2026
Claim struck out

Discrimination

Employer: Law Society of Scotland

The claim was dismissed due to the claimant's non-compliance with an unless order, and alternative grounds of strike out for no reasonable prospects and abuse of process.

Legal Issues (4)
  • Non-compliance with unless order
  • strike out for no reasonable prospects
  • abuse of process/res judicata
  • discrimination based on ethnicity.

Reference: 8001431/2025

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

Unfair Dismissal

Employer: Sky Subscribers Services Ltd

The Tribunal found that the employer had a genuine belief in the claimant's misconduct, reasonable grounds for that belief, and carried out a reasonable investigation, and that dismissal was within the range of reasonable responses.

Legal Issues (5)
  • Whether the dismissal was fair under section 98(4) ERA 1996
  • whether the employer had a genuine belief in misconduct
  • reasonable grounds for that belief
  • and carried out a reasonable investigation
  • whether dismissal fell within the range of reasonable responses.

Reference: 8003002/2025

(View detailed case summary — Pro Research)
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