As employment law continues to evolve, it’s essential for both HR professionals and employers to stay ahead of the curve. While keeping up with changes in employment law is critical, learning from employment tribunal lessons from 2025 is equally important. These lessons offer valuable insights into how laws are applied, the pitfalls employers face, and the best practices that help avoid costly mistakes. Furthermore, understanding these outcomes can help HR professionals and employers take proactive steps to avoid issues before they arise.

In this article, we’ll look back at some of the tribunal cases of 2025, highlighting the key lessons learned. By understanding the outcomes and rationale behind these cases, HR professionals can better advise clients, and employers can ensure they are managing their teams effectively and legally.

 

Practical Insights for Employers and HR Professionals

While employment law provides the legal framework, tribunal cases show how these laws are interpreted in real-life situations. Tribunal decisions offer practical takeaways that can help employers navigate challenges with greater clarity. They highlight recurring mistakes, demonstrate how to mitigate risks, and show the legal consequences of mishandling certain situations.

 

2025 Tribunal Case Summaries

Below we’ve summarised key employment tribunal cases from 2025, focusing on their outcomes and the lessons they offer for HR professionals and employers.

 

Benassi v. Maximus UK Services Ltd: Victimisation in the Workplace

Case Summary:
In this case, Ms. Benassi, a young employee, raised concerns about age discrimination but was dismissed shortly after filing a grievance. The tribunal found her dismissal was linked to victimisation under the Equality Act 2010. As a result, this case emphasises the importance of carefully handling grievances to prevent retaliation.

Key Learning for HR Professionals:
Proactively support employees who raise concerns. Handle grievances with care to avoid retaliatory actions.

Key Learning for Employers:
Ensure that your grievance handling procedures are clear, well-documented, and free of retaliation. By training managers to manage grievances fairly, you can help prevent escalations.

 

Barclays v. Anca Lacatus: Sex Discrimination

Case Summary:
Ms. Lacatus, who had endometriosis, requested workplace adjustments to manage her condition. Barclays failed to implement these adjustments, leading to a direct sex discrimination claim. This ruling highlights the need for employers to be proactive in accommodating employees’ health needs.

Key Learning for HR Professionals:
Ensure clear processes for handling reasonable adjustment requests. Train managers on the Equality Act 2010 to ensure compliance and to avoid discrimination claims.

Key Learning for Employers:
Be proactive in implementing reasonable adjustments. Communication with employees about their needs should be open and continuous to ensure fair treatment.

 

Higgs v. Farmor’s School: Belief-Based Discrimination

Case Summary:
A school dismissed an employee for sharing social media posts critical of same-sex relationships and gender identity. The tribunal found that the dismissal was discriminatory and upheld the employee’s freedom of expression rights.

Key Learning for HR Professionals:
Understand the complexity of belief-based discrimination cases. Ensure that policies clearly outline acceptable conduct without infringing on protected beliefs.

Key Learning for Employers:
On the one hand, balance employee rights with workplace inclusivity. On the other hand, consider the impact on colleagues and the organisation’s reputation while respecting freedom of expression.

 

Bright HR v. Sarah Lindup: Maternity Discrimination

Case Summary:
Bright HR changed Ms. Lindup’s role upon her return from maternity leave, reducing her commission potential. The tribunal ruled that this amounted to maternity discrimination, awarding Ms. Lindup over £50,000 in damages. In particular, this case highlights the legal importance of honouring commitments made before maternity leave.

Key Learning for HR Professionals:
Ensure employees returning from maternity leave are reinstated to the same or an equivalent role with no reduction in terms or benefits.

Key Learning for Employers:
Document all assurances given to employees before maternity leave, and ensure no detrimental changes are made upon their return.

 

AECOM Ltd v. Mallon: Disability Discrimination in Recruitment

Case Summary
Mr. Mallon, who has dyspraxia, was unable to complete an online application due to his disability. The tribunal found that AECOM had failed to make reasonable adjustments to its recruitment process.

Key Learning for HR Professionals:
Assess recruitment practices regularly to ensure they are accessible to all candidates, including those with disabilities.

Key Learning for Employers:
Proactively adjust recruitment processes when a disability is disclosed. Offer alternative application routes such as submitting a CV by email or providing personalised support.

 

McQueen v. General Optical Council: Disability and Conduct Issues

Case Summary:
Mr. McQueen, who has dyslexia and neurodiverse traits, was disciplined for behaviour he claimed was linked to his disability. The tribunal found the behaviour wasn’t related to his disabilities. Consequently, this case demonstrates the importance of distinguishing between disability-related conduct and other personal behaviour.

Key Learning for HR Professionals:
Support employees with disabilities, but don’t assume their conduct issues are always disability-related. Careful assessment and clear communication are key.

Key Learning for Employers:
Document all disciplinary processes, and ensure that reasonable adjustments are made where necessary. Keep in mind that not all behaviour related to a disability is automatically protected under the Equality Act.

 

Shevlin v. John Wiley & Sons Ltd: ADHD Employment Tribunal Case

Case Summary:
Mr. Shevlin, who has ADHD and dyslexia, claimed discrimination after his performance issues led to disciplinary action. The tribunal found no link between his disability and the performance concerns. Therefore, this case reinforces the idea that employers are not automatically liable for every performance issue involving a neurodiverse employee.

Key Learning for HR Professionals:
Promote an inclusive environment where neurodiverse employees feel comfortable disclosing their condition and discussing potential adjustments.

Key Learning for Employers:
Understand that disclosure of a disability is crucial for considering reasonable adjustments. If an employee doesn’t disclose, employers are less likely to be liable for failure to accommodate.

 

Julia Miller v. University Hospitals Dorset NHS Foundation Trust: Menopause as a Disability

Case Summary:
The tribunal confirmed that symptoms related to menopause can be considered a disability if they have a substantial impact on day-to-day activities. As such, employers need to recognise that menopause can affect employees similarly to other medical conditions.

Key Learning for HR Professionals:
Be aware that menopause symptoms may require reasonable adjustments in the workplace, similar to other health-related conditions.

Key Learning for Employers:
Create clear policies around menopause and supportive workplace adjustments. Foster a culture where employees feel comfortable discussing symptoms and seeking support.

 

Practical Takeaways: Applying Tribunal Insights to Your Workplace

 

• Proactive Risk Management: Regularly review policies to ensure compliance with employment law, particularly around disability, discrimination, and reasonable adjustments.
• Independent Investigations: Always ensure independence in disciplinary and grievance processes to avoid bias and claims of retaliation.
• Training and Awareness: Train managers on the importance of reasonable adjustments and disability awareness. Ensure they understand how to support employees and prevent discrimination.
• Clear Documentation: Keep thorough records of all employee concerns, adjustment requests, and disciplinary actions to ensure clarity in the event of a tribunal.

 

Looking Ahead: Applying Tribunal Lessons for a Stronger Workplace

The tribunal lessons from 2025 highlight the ongoing challenges businesses face when it comes to managing a diverse workforce. These rulings highlight the importance of creating clear, inclusive policies and fair practices that treat all employees equitably and with respect. By applying the lessons learned from from these tribunal cases, HR professionals and employers can take proactive steps to create workplaces that are both legally compliant and supportive of all employees. Review your policies today to set up for success in 2026.

 

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Author: Mary Asante | HRi