Mr A Hamilton v Leo GF Ltd - Leopardo (Scotland : Age Discrimination) [2026] UKET 8001744/2025 (11 March 2026)
- Citation
- [2026] UKET 8001744/2025
- Status
- Judgment
- Jurisdiction
- United Kingdom
- Posture
- Employment Tribunal / Final Judgment
More details
- Posture
- Employment Tribunal / Final Judgment
On this page
Professional case brief
Research organized from the available case record
01
Holding and result
The Tribunal found that the claimant was dismissed because of his age, and the respondent failed to provide a non-discriminatory reason for dismissal. The dismissal was both directly discriminatory and unfair.
Court disposition
Claim upheld
Orders
- The respondent is ordered to pay compensation to the claimant for age discrimination and unfair dismissal.
- The respondent must provide a written apology to the claimant.
02
Material facts
Parties
Mr A Hamilton
Claimant Counsel: Ms J McDonaldLeo GF Ltd - Leopardo
Respondent Counsel: Mr S PatelAmounts and remedies
- Compensation Awarded: GBP 25,000
03
Procedural history
Posture
Employment Tribunal / Final Judgment
04
Questions and positions
Legal issues
- 01
Whether the claimant was subjected to age discrimination by the respondent
- 02
Whether the dismissal of the claimant was unfair under the Employment Rights Act 1996
Party arguments
- Applicant
- The claimant argued that he was dismissed due to his age and that the respondent's actions constituted direct age discrimination and unfair dismissal.
- Respondent
- The respondent denied any discrimination, asserting that the dismissal was based on performance-related issues unrelated to age.
05
Court’s reasoning
Legal principles
- 01
Equality Act 2010, section 13
Direct age discrimination occurs when, because of age, a person is treated less favourably than another is or would be treated.
- 02
Employment Rights Act 1996, section 94
An employee has the right not to be unfairly dismissed by their employer.
06
Ratio, limits and disposition
Ratio decidendi
The Tribunal found that the claimant was dismissed because of his age, and the respondent failed to provide a non-discriminatory reason for dismissal. The dismissal was both directly discriminatory and unfair.
Obiter and limits
- Employers must ensure that performance management processes are applied consistently and without bias related to protected characteristics such as age.
Court disposition
Claim upheld
- The respondent is ordered to pay compensation to the claimant for age discrimination and unfair dismissal.
- The respondent must provide a written apology to the claimant.
Source and reliance status
Official court record
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Judgment reading view
Judgment text
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Court record
Judgment
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