This page contains summaries of injury to feelings awards made by Employment Tribunals in discrimination cases. These awards will not be binding on other tribunals and are intended only as a guide to assessing compensation. Some of these cases are a few years old and would need to be increased to account for inflation.
Most injury to feelings awards made by Employment Tribunals are of up to £6,000 (i.e. within the lowest band of the Vento scale) depending on the case. The maximum award for injury to feelings will usually be around £30,000 in the most serious cases.
The awards below start from less serious cases and work up to more serious cases with higher awards.
Parker v Chancery Ltd
Bedford Employment Tribunal
Case No 1201764/07
2 December 2008
IDS Diversity at Work October 2009, p18
Sex discrimination – victimisation – P was a trainee accountant who believed she was paid less than a male trainee – she raised the issue with a partner who told her raising a grievance would make her position difficult and it would be better for her to leave – P later resigned – ET upheld her claim of victimisation by the partner who was treating her less favourably because of her complaint.
Injury to feelings £3,000.
McIntosh v ESL (Reading) Ltd
London South Employment Tribunal
ET Case No 2700388/08
1 October 2008
IDS Diversity at Work September 2009, p21
Age discrimination – direct discrimination – M aged 24 was a driver – M much younger than other drivers aged 35 and over – required to work late at night and when other drivers didn’t want to work – required to become self employed when other drivers not – refused and dismissed for ‘under-achievement’ – employer failed to respond to questionnaire – ET held M treated less favourably on ground of age.
Injury to feelings £3,000
Bibi v Scott
Birmingham Employment Tribunal
Case No 1301516
17 December 2008
IDS Diversity at Work November 2009, p22
Race discrimination – direct discrimination – harassment – B who is of Pakistani origin was employed as a personal carer by S for two months – S referred to all Asians as ‘paki’ and a number of black people as ‘black bastards’ – in a dispute over wages S grabbed her and called B a ‘fucking paki’ – B did not return to her employment – ET upheld B’s claims on the basis that the last incident was the one which caused B most offence.
Injury to feelings £4,000
Craddock v Fontoura
Bristol Employment Tribunal - 11 May 2010
 Equality Law Reports 253
Link to case: http://tinyurl.com/1110craddock1
Sexual harassment - C sales manager - from February 2009 F, who owned the company, continually made comments encouraging C to begin relationships and to sexualise Cs friendships with female employees - C objected but F continued - caused C to avoid female colleagues - F resigned in June 2009 partly because of F's conduct and partly over a disagreement on pay.
Injury to feelings £4,500 - real and tangible upset caused to C - harassment continued for 3 months causing considerable disquiet to C during that period.
Pullen v Mortgage Solutions Swansea Ltd
Cardiff Employment Tribunal
Case No 1604717/08
22 January 2009
IDS Diversity at Work December 2009, p20
Pregnancy discrimination – P worked as a PA – she confidentially told her employer she was pregnant – other workers were told in breach of confidentiality – employer made it difficult to attend medical appointments – absent for 2 days with pregnancy related illness – employer texted her to say she was dismissed because of personality clashes – reinstated after union intervention – made redundant three weeks later – ET held reasons for dismissal fabricated on both occasions and employers behaviour ‘disgraceful’.
Injury to feelings £5,000
Wilson v Provincial Care Services Agency
Belfast Industrial Tribunal - 7 February 2011
 Equality Law Reports 318
Link to case: http://tinyurl.com/wilson1103
Sex discrimination - pregnancy - direct discrimination - W employed as care worker - after return from maternity leave her childcare arrangements broke down - sought to work evenings but start time imposed was impossible for w to do - told manger she would have to resign - manager's response was "This is what happens when you have babies" - W forced to resign - sought other work but failure to provide references meant unsucessful - W spoke to ex-manager who said "she was a big girl who wanted a baby and did not want to work" - failure to provide the reference was less favourable treatment.
Injury to feelings £6,000
Aggravated damages £3,500 - employers evidence referred to a police check 20 years old to try and discredit and humiliate W
Davies v Remploy Ltd
Manchester Employment Tribunal - 8 September 2010
 Equality Law Reports 256
Link to case: http://tinyurl.com/1110davies1
Disability discrimination - harassment - D is a wheelchair user and union official who visited several of the employers workplaces - one manager he visited referred to him as "Ironside" a number of times.
Injury to feelings £6,000 - repeated use of harassing language
Crisp v Iceland Foods
Birmingham Employment Tribunal - 8 May 2012
 Equality Law Reports 618
Link to case: http://tinyurl.com/crisp1206
Disability discrimination - direct discrimination - harassment - failure to make resonable adjustment - supermarket cashier suffered from depression and panic attacks - sickness absence due to mental health - discipinary proceedings and dismissal conducted in absence of C - C's husband not allowed to attend appeal - derogatory conversation between managers accidently left on C's answerphone.
Injury to feelings £7,000 - Managers conversation ridiculed C - no defence that it was not expecetd to be heard by C - not allowing husband to appeal was a failure to make reasonable adjustment.
Konopelko-Bilecka v Photcopiers Direct Ltd
Watford Employment Tribunal
Case no. 3300478/11
12 December 2012
Equal Opportunities Review June 2013, page 19
Pregnancy discrimination - K-B was a maternity leave replacement - became pregnant - dismissed - employer made up allegations of misconduct.
Injury to feelings - £7,000
Aggravated damages - £4,000 - denied appeal against dismissal - false allegations of misconduct made and persisited with and false documents created
Austin v Samuel Grant (North East) Ltd
Newcastle Employment Tribunal - 29 March 2012
 Equality Law Reports 617
Link to case: http://tinyurl.com/austin1206
Sexual orientation discrimination - religion or belief discrimination - harassment - victimisation - A employed September 2010 to April 2011 - continuously subject to derogatory comments about his perceived sexual orientation - colleagues also discussed Jehovah's Witnesses beief's in unwanted way - A raised grievance about work environment and was then dismissed for poor performance.
Injury to feelings £10,000
Rondeau v G4S Security Services (UK)
Reading Employment Tribunal
Case No 2700843/07
17 February 2007
IDS Diversity at Work December 2009, page 21
Sexual orientation discrimination – harassment – direct discrimination – R is gay – worked as a security guard – suspended after allegations of sexual harassment made by C a female colleague – R complained of harassment – investigation did not interview supporting witnesses – grievance against R not proceeded with – R’s grievance also dismissed – R not advised of return from suspension until two weeks after decision – R off sick during investigation – ET found two incidents of harassment against R when C put R’s hand on her breasts and said ‘you wouldn’t know what to do with a woman anyway’ – employer directly discriminated against R in the way the investigation of his grievance was handled, the delay in lifting his suspension and not giving written confirmation of his exoneration – manager also lied about knowing that R was gay.
Injury to feelings £12,000
Psychiatric injury £10,500 – ET observed that psychiatric injury was real and proved – Individuals with a depressive illness often put a brave face on it before something happens which triggers more serious illness
Wooltorton v Noble Health Consultants Ltd and Scott
Nottingham Employment Tribunal
Case no. 2603744/11
31 August 2012
Equal Opportunities Review June 2013, page 19
Pregnancy discrimination - W was pregnant - fainted at work but not allowed to go home - employer obstructive about hospital appointments - summarily dismissed on grounds of poor performance - no eveidence to support poor performance - in response employer denied knowing of pregnancy until W told him she had an abortion but this was totally untrue.
Injury to feelings - £12,000 - aggravated by employers "callous lie"
Lorking v Inheritance Tax Planning Matters Ltd
London South Employment Tribunal
Case no. 2375332/11
2 April 2012
Equal Opportinities Review June 2013, page 17
Sex discrimination - direct - L was criticised in emails of male colleagues - she was not allowed to put her case about the matters raised and she was treated as guilty - -email refered to L as 'doing the Florence Nightingale' - L felt belittled and humiliated when obliged to apologise - L was dismissed for redundancy shortly afterwards - culture of sexual bias in the organisation.
Injury to feelings - £15,000 - whilst the employment was short L was very upset and lost her job - observation that discriminatory dismissals should be censored by the tribunal and this was "quite a serious case"
Capeling v Devonport Royal Dockyards
Exeter Employment Tribunal
Case No 1700460/08
2 December 2008
IDS Diversity at Work November 2009, p21
Sexual harassment – victimisation – direct discrimination – C was the only woman in a group of 150 dock workers – C was subject to severe harassment and asked for a transfer but did not name the harassers – she was then moved again which affected her work progression – C raised a grievance which was rejected – three months later she raised a further grievance about harassment from V who commented woman should not be in the job – this grievance was also rejected – ET found that C’s second move was victimisation as it only happened because of her previous complaint of discrimination – an assumption that she was not physically up to the job amounted to direct discrimination – the comments from V were harassment.
Injury to feelings £16,000
Aggravated damages £3,000 for high handed treatment by the HR Director during the appeal process
Vij v Sunrise Glazing Ltd
Watford Employment Tribunal - 6 December 2010
Sexual harassment - direct sex discrimination - victimisation - V office administrator - S, a colleague, subjected V to a campaign of sexual harassment over several months - S repeatedly propositioned her for sex and called her "a whore" when she refused - V complained and it was proposed she transferred although this was not followed through (victimisation) - following an altercation S assaulted V - both were dismissed - the dismissal was found to be a further act of direct sex discrimination.
Injury to feelings - sexual harassment £10,000 - serious and not isolated incident
Injury to feelings - victimisation £750 - relatively minor complaint but needs to be recognised in compensation
Injury to feelings - direct discrimination £6000- a single act of discrimination but with significant consequences - loss of a job ver serious and when tainted by discrimination causes considerable distress
Injury to feelings total £16,750
Aggravated damages £2,500 - respondents distainful attitude to proceedings - responded without checking truth of V's claim - attempted to blacken V's character falsely alleging she was flirtatious and responsible for complaints made against the company
Palmer v East and North Hertfordshire NHS Trust
Bedford Employment Tribunal –14 June 2012
 Equality Law Reports 989
Link to case: http://tinyurl.com/palmer1210
Age discrimination – direct discrimination - Consultant surgeon suspended from 2003 until 2009 – notified of employers intention to retire him at 65 – P asked to continue working – ‘technical’ breach of retirement provisions meant default provisions did not apply – employers use of retirement as a mechanism for dismissal was less favourable treatment on grounds of age.
Injury to feelings £15,000 – exclusion from work life and associated social life which P loved – prolonged period of demeaning and hurtful treatment.
Aggravated damages £5,000 – Respondents high handed, insulting and oppressive refusal to allow return to work – lack of apology.
Exemplary damages £5,000 – oppressive and arbitrary acts of public officials – shocking case – “sustained, arbitrary and outrageous use of executive power”
Stone v Ramsay Health Care UK Operations Ltd
Yate Employment Tribunal - 29 November 2011
 Equality Law Reports 93
Link to case: http://tinyurl.com/stone1201
Pregnancy and maternity discrimination - unfavourable treatment - M was a hospital manager - commenced maternity leave for 1 year from February 2010 - maternity cover manager constantly pressuried S for support and advice during maternity leave and raised grievance against her for lack of response - grievance not properly investigated due to S's maternity leave - keep in touch days not agreed - excluded from managers pay review due to absence.
Injury to feelings £18,000
Simpson v BAA Airports Ltd
Reading Employment Tribunal - 24 May 2010
 Equality Law Reports 99
Link to case: http://tinyurl.com/simpson1101
Race discrimination - direct discrimination - harassment - S was a black female employed as a security officer - in September 2008 manager referred to black blood having germs - HR department advised her to deal with it informally with her manager - asked manager to stop - manager made other offensive comments including saying he didn't think black people could spell and that he knew all about her health problems - S brought a grievance but this was dismissed - S subjected to further racist comments from other staff for bringing the grievance - off work sick from March - June 2009
Injury to feelings £18,000 - long period of discrimination - 4 incidents of highly offensive remarks related to colour - employer aware of climate of racial abuse but allowed it to continue - actions of HR department inappropropriate and should have started formal grievance procedure when S complained.
Aggravated damages £10,000 - several offensive remarks made by manager when he knew S was offended and had asked him to stop - managers defence of matter was intended to cause distress to S - employers failure to deal with grievances
Personal injury £10,000 - S sufferd stress and anxiety amounting to psychiatric injury for which she required counselling
Browne v Central Manchester University Hospitals NHS Foundation Trust
Manchester Employment Tribunal - 8 December 2011
 Equality Law Reports 186
Link to case: http://tinyurl.com/Browne1202
Race discrimination - direct discrimination - B divisional director in Trust - discplined for performance issues - detrimental treatment during disciplinary process.
Injury to feelings £20,000
Aggravated damages £5,000 - no apology from employer
Personal injury - £13,000 - treatment causing significant injury to mental health
Dixon v Croglin Estate Co Ltd
Newcastle Employment Tribunal - 4 January 2012
 Equality Law Reports 187
Link to case: http://tinyurl.com/dixon1202
Age discrimination - direct discrimination - D head gamekeeper - dismissed Jun 2011 - aged 58 - employers comments that "it was a young man's job", "set in his ways" and "unlikley to change".
Injury to feelings £20,000
Aggravated damages £4,000 - no dismissal procedure - pressure on witnesses
Michalak v Mid Yorkshire Hospitals NHS Trust
Leeds Employment Tribunal - 15 December 2011
 Equality Law Reports 186
Link to case: http://tinyurl.com/michalak1202
Sex discrimination - race discrimination - direct discrimination - unjustified complaints and criticism as part of plan to get rid of M - long period of suspension prior to dismissal - M developed depression, anxiety and post traumatic stress disorder - unable to return to work as a doctor.
Injury to feelings - £30,000
Exemplary damages - £4,000 - abuse of power in disciplinary proceedings.
Personal injury - £56,000 - severe psychiatric injury