Employment Tribunals Across UK, Singapore and Ireland Issue Key Rulings on Dismissal and Harassment
Published on 07/14/2026 at 22:10 | Redaktion boerse-global.de
Employment tribunals in Singapore, the UK and Ireland have delivered a series of significant judgments this week, covering forced retirement, constructive dismissal, racial harassment and the misuse of staff benefits. The rulings underscore the growing scrutiny of employer procedures around contract termination and workplace conduct.
Singapore Tribunal Rules Against Forced Retirement Without Notice
On 13 July 2026, Singapore's Employment Claims Tribunals ordered an employer to pay S$26,350 to a former area manager who was forced into retirement without proper notice or payment. The claimant, who had recently turned 63, was dismissed shortly after reaching the statutory retirement age.
Tribunal Magistrate Joel Tan ruled that the company had wrongly assumed the employment contract ended automatically when the employee reached retirement age. The tribunal found the employer was still required to provide two months' notice or salary in lieu. The company's subsequent offer of re-employment — which included a 38% pay cut, a six-month term instead of the one-year minimum, and a one-week non-negotiable deadline — was deemed unreasonable. The final award included S$11,600 for wrongful dismissal and S$14,750 as an employment assistance payment.
These rulings make clear that legal compliance is about more than just employment contracts. UK employers must also satisfy their health and safety obligations under the Health and Safety at Work Act 1974. A free toolkit provides ready-to-use risk assessments, checklists and toolbox talks that help protect staff and visitors while avoiding costly fines. Download the free Health & Safety Toolkit
Significant Awards for Constructive Dismissal and Unpaid Wages
In a separate ruling on 13 July 2026, an employment tribunal awarded Mr Bruno King £43,335 in a claim against Jamkam Ltd, a company currently in liquidation. The award followed findings of constructive unfair dismissal and significant arrears in wages.
The tribunal's financial breakdown included a basic award of £1,438 and a compensatory award of £21,034. The claimant was also awarded £16,124 for unpaid wages between January and May 2025, along with £3,583 for wages owed from December 2024. A further £1,156 was granted for breach of contract regarding notice pay.
In Ireland, the Workplace Relations Commission (WRC) awarded construction engineer Dongming Hou €14,257 for unpaid arrears and annual leave. The engineer, a Chinese national, had been earning approximately €7 per hour while working more than 56 hours per week for Buildify Construction before being dismissed via text message in early 2025.
Rulings on Harassment and Procedural Failures
A tribunal in Aberdeen awarded £5,000 plus interest to a former Pizza Express waiter, Raymond Joseph, on 14 July 2026. The tribunal found that the employee had been the victim of racial harassment after a colleague directed derogatory nationality-based comments toward him. While his claims for unfair dismissal and whistleblowing were dismissed, the tribunal upheld the harassment claim. The case also revealed that the restaurant chain had previously withdrawn a specific T-shirt design after the claimant raised concerns that the pattern resembled swastikas.
In another Scottish case, Pure Spa and Beauty was ordered to pay £9,997.37 to a former manager, Rachel McEwan. The claimant was made redundant while 27 weeks pregnant during a restructuring effort cited by the company as a response to rising costs. The tribunal ruled the dismissal was unfair due to a lack of consultation and failure to offer suitable alternative employment, though it dismissed the specific claim of pregnancy discrimination.
Disproportionate Dismissals for Staff Discount Misuse
The WRC in Ireland recently addressed the dismissal of a long-term Marks & Spencer sales advisor, Mark Brennan, who was fired after his staff discount was misused by his wife. The discount was used 73 times over a six-week period in late 2024, totalling approximately €464.39 in transactions.
The adjudicator ruled that while the employee was careless, the dismissal was an excessive and disproportionate response. The tribunal awarded €2,000 for unfair dismissal, a sum reduced from €4,000 to account for the claimant's own contribution to the situation.
As cases like this show, clear policies and proper training are essential. The same principle applies to health and safety – UK employers who lack documented procedures risk enforcement action. A free toolkit covers the core requirements of the Health and Safety at Work Act 1974, including risk assessments, director liability guidance, and compliance checklists. Get the free Health & Safety at Work Act Toolkit
Upcoming Reforms to UK Employment Law
These rulings arrive as UK employers prepare for significant changes to unfair dismissal regulations. From 1 January 2027, the qualifying period for unfair dismissal claims will be reduced from two years to six months. The statutory cap on compensatory awards is also set to be removed, and the deadline for filing tribunal claims will be extended to six months from 1 October 2026. Legal experts advise organisations to review their recruitment and probation procedures in light of these upcoming statutory shifts.
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