Employment Tribunal decisions and outcome patterns in the Retail sector from the last 12 months.
Final Retail 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 19 cases from the last 2 months.
Browse the latest published decisions for employers represented in this sector sample.
All substantive claims were dismissed as not well-founded; the wages claim was settled through ACAS and the third party harassment complaint was withdrawn.
Reference: 6031157/2025
The claimant was found not to be disabled under the Equality Act 2010, so the reasonable adjustments claim was dismissed.
Reference: 6028476/2025
The claimant failed to comply with tribunal orders and did not attend the hearing, leading to strikeout of the entire claim.
Reference: 6017080/2025
The claim was struck out because the claimant failed to comply with case management directions and a fair hearing could not be achieved within a reasonable timeframe.
Reference: 6015312/2025
The complaint of unauthorised deductions from wages was well-founded and the respondent made an unauthorised deduction of £50.
Reference: 6014343/2026
The claim was struck out because it contained no particulars, had no reasonable prospect of success, and the claimant failed to pursue it or attend the hearing.
Reference: 1805935/2025
The claimant's claim of unfair dismissal fails and is dismissed.
Reference: 6010342/2025
The complaints of detriment for protected disclosure, direct disability discrimination and harassment related to disability were struck out because the claimant failed to comply with orders and the claims had no reasonable prospect of success.
Reference: 1600365/2025
The Employment Tribunal dismissed both complaints of harassment related to disability and victimisation after a full hearing.
Reference: 6008075/2024
The indirect sex discrimination claim was dismissed because it was presented outside the three-month time limit, there was no continuing discriminatory state of affairs, and it was not just and equitable to extend time.
Reference: 6000940/2026
The claimant won on unfair dismissal but lost on all other claims (notice pay, holiday pay, disability discrimination, harassment, victimisation).
Reference: 2305964/2024
Claimant awarded statutory redundancy payment but breach of contract claim dismissed as out of time.
Reference: 8002465/2025
The claim of unfair dismissal succeeded, but the award was significantly reduced due to the Claimant's contributory fault in failing to follow safety protocols.
Reference: 2600893/2025
Claim dismissed because claimant failed to attend or be represented at the hearing.
Reference: 4102108/2025
All claims were dismissed as not well-founded after a full merits hearing.
Reference: 3302461/2024
The claimant was not an employee of Sixmen Limited at the material time, so her claims for redundancy pay and holiday pay were dismissed.
Reference: 6004854/2026
All claims were dismissed: the whistleblowing claim was struck out as out of time, and the remaining claims of unfair dismissal (including constructive dismissal), harassment, failure to make reasonable adjustments, and unlawful deduction from wages were found not well founded on the merits.
Reference: 3314213/2023
The dismissal was procedurally unfair because the respondent failed to give warnings or a chance to improve, making it outside the range of reasonable responses.
Reference: 8002805/2025
The claimant failed to prove that the respondent committed a fundamental breach of contract or breached the implied term of trust and confidence; her resignation was not a constructive dismissal.
Reference: 6004294/2025
Decisions are sourced from official GOV.UK Employment Tribunal publications.
Important: Summaries and statistics are automated. Always verify against the original decision documents.