Claimant v Asda Stores Limited
Outcome
Individual claims
The tribunal heard a four-day full merits hearing and dismissed the unfair dismissal claim. The judgment indicates the claim was not well-founded, meaning the tribunal concluded the dismissal was fair.
The tribunal found the wrongful dismissal complaint was not well-founded and dismissed it. This indicates the tribunal concluded the respondent did not breach the claimant's contract in dismissing him.
The tribunal dismissed the direct sex discrimination claim, finding it not well-founded. The tribunal concluded the claimant was not treated less favourably because of his sex.
The tribunal found the harassment related to sex complaint was not well-founded. The tribunal concluded the conduct complained of did not constitute harassment related to sex.
Facts
Mr Mead brought claims against Asda Stores Limited alleging unfair dismissal, wrongful dismissal, direct sex discrimination and harassment related to sex. The case was heard over four days at Newport Employment Tribunal with both parties represented by counsel. The judgment provides only the outcome without detailed written reasons.
Decision
Employment Judge Cawthray dismissed all four of the claimant's complaints, finding none of them to be well-founded. The tribunal concluded the dismissal was both fair and lawful, and that the claimant had not been subjected to sex discrimination or harassment.
Practical note
Without written reasons it is not possible to identify specific legal principles, but the case demonstrates that retail sector dismissals can be defended successfully against combined unfair dismissal and sex discrimination claims when properly handled.
Case details
- Case number
- 6000922/2025
- Decision date
- 10 October 2025
- Hearing type
- full merits
- Hearing days
- 4
- Classification
- contested
Respondent
- Sector
- retail
- Represented
- Yes
- Rep type
- barrister
Claimant representation
- Represented
- Yes
- Rep type
- barrister