Rosie Campbell, Thrive., 6th January 2025

Employment tribunals are often seen as the last resort for employees seeking justice. Yet, they offer invaluable lessons for organisations. Each case tells a cautionary tale about poor processes, bias, or an inability to adapt to evolving workplace needs. With the right policies, many disputes could be resolved internally—or better yet, avoided altogether.

Below, we explore five significant tribunal cases from 2024, breaking down their key details, nuances, and lessons. We’ll also show how Thrive. can help organisations develop proactive policies to prevent similar situations.

1. Janie Crampshee v. Dignity Funerals Ltd – Failure to Accommodate Disability

Key Details:

Janie Crampshee, a funeral director in Scotland, was dismissed by Dignity Funerals Ltd during her cancer recovery. The tribunal found that her employer failed to accommodate her inability to perform on-call duties due to her health condition. The dismissal process showed no evidence of reasonable adjustments being explored, leading to an award of over £60,000 in compensation¹.

The Equality Act 2010 legally obligates employers to make reasonable adjustments for employees with disabilities. In this case, the employer argued that on-call duties were an essential part of the role. However, the tribunal concluded that the employer failed to investigate alternative solutions, such as redistributing on-call duties among colleagues. This oversight not only breached legal requirements but also demonstrated a lack of empathy toward an employee undergoing a life-altering health challenge.

Thrive.’s Takeaway:

At Thrive., we know that health-related challenges are becoming increasingly prevalent in the workplace. A Reasonable Adjustments Policy empowers line managers to identify practical solutions without compromising operational efficiency. Coupled with manager training, such policies can transform a difficult situation into one that fosters trust and loyalty.

2. Elizabeth Benassi v. Maximus UK Services – Inconsistent Enforcement of a Dress Code

Key Details:

Elizabeth Benassi, a young employee at Maximus UK Services, was dismissed for wearing trainers to work. The tribunal ruled in her favour, awarding £30,000 in compensation. It was found that the dress code was inconsistently applied, and Benassi was unfairly targeted².

Dress codes are often a point of contention, particularly when they are vague or inconsistently enforced. In this case, Benassi demonstrated that other employees regularly violated the dress code without facing repercussions. Furthermore, the company’s disciplinary process appeared to lack clear documentation or fairness.

Thrive.’s Takeaway:

A Dress Code Policy should strike a balance between professionalism and practicality, particularly in modern workplaces where rigid attire expectations can feel outdated. Thrive. advocates for policies that reflect your company culture while providing clarity on enforcement. Training managers to apply these policies uniformly prevents disputes and fosters fairness.

3. Jon Reeves v. Goldman Sachs International – Unfair Dismissal During Paternity Leave

Key Details:

Jon Reeves, a vice-president at Goldman Sachs, claimed unfair dismissal after losing his job while on paternity leave for his second child. Reeves argued that the timing of his dismissal showed potential discrimination, and the tribunal found that the company failed to follow a fair process. Damages are expected to be substantial³.

Dismissals during or shortly after paternity leave are inherently risky. They can lead to accusations of bias, particularly in industries where paternity leave is still stigmatised. In this case, the tribunal scrutinised the lack of documentation supporting Reeves’ dismissal and the apparent absence of a formal redundancy process.

Thrive.’s Takeaway:

At Thrive., we help organisations develop Parental Leave Policies that don’t just comply with the law but actively support parents. A fair dismissal procedure with clear documentation is crucial, particularly for employees returning from leave. Empowering managers to uphold these principles ensures your organisation retains its top talent while avoiding legal pitfalls.

4. Anca Lacatus v. Barclays Bank PLC – Failure to Adjust Working Hours

Key Details:

Anca Lacatus, a banker at Barclays, successfully claimed sex discrimination after the company refused her request for reduced hours. Lacatus, who suffered from endometriosis and anxiety, argued that the employer’s failure to make adjustments exacerbated her health issues. The tribunal awarded her £50,000⁴.

This case highlights the intersection between health conditions, flexible working requests, and discrimination. Barclays argued that the requested adjustments were impractical for her role. However, the tribunal noted that the company failed to explore reasonable alternatives or provide sufficient evidence to justify their stance.

Thrive.’s Takeaway:

A proactive Flexible Working Policy ensures that requests are handled with care and consistency. Thrive. can support your business in creating policies that balance operational needs with employee well-being. By training managers to handle these requests empathetically, you can reduce absenteeism, improve morale, and avoid tribunal claims.

5. Dr. David Miller v. University of Bristol – Discrimination Based on Philosophical Belief

Key Details:

Dr. David Miller, a sociologist, claimed unfair dismissal after the University of Bristol terminated his employment due to his anti-Zionist beliefs. The tribunal recognised these beliefs as protected under the Equality Act 2010 and found that his dismissal constituted discrimination⁵.

The case demonstrates the fine line between managing controversial opinions and protecting employees’ rights to freedom of belief. While employers have a duty to maintain a harmonious workplace, they must also respect diversity of thought. In this instance, the university’s actions were perceived as punitive rather than constructive.

Thrive.’s Takeaway:

At Thrive., we advocate for Equality and Diversity Policies that account for the complexities of philosophical and religious beliefs. We help organisations create inclusive environments where diverse viewpoints can coexist respectfully. Training managers to handle conflicts thoughtfully ensures these values are upheld without alienating employees.

Conclusion: Learning from Tribunal Cases

These cases underscore the critical role of line managers in preventing disputes. Poor communication, inconsistent application of policies, or a lack of empathy often lies at the heart of employment tribunal claims. With the right support, managers can become proactive problem-solvers, ensuring challenges are addressed before they escalate.

At Thrive., we specialise in equipping businesses with practical, people-first strategies. From crafting bespoke policies to providing manager training, we help organisations foster thriving teams while scaling smarter. By learning from the mistakes of others, your business can focus on growth instead of legal battles.

Let’s turn these lessons into action. Get in touch with Thrive. today to create a workplace where both people and businesses flourish.

References

1. “Funeral director wins £60k over sacking during cancer recovery.” The Times, 2 January 2025. Read more.

2. “Gen Z worker wins payout after being sacked for wearing trainers.” The Times, 26 December 2024. Read more.

3. “Goldman Sachs banker fired after having second child wins UK wrongful dismissal case.” New York Post, 6 December 2024. Read more.

4. “Barclays ordered to pay ex-banker $63,000 over working hours, sex discrimination.” Reuters, 14 November 2024. Read more.

5. “David Miller: Former University of Bristol Professor Wins Tribunal Case Over Anti-Zionist Beliefs.” Read more.