In the case of Eddie Stobart Ltd v Graham [2025], the Employment Appeal Tribunal [EAT] overturned the Tribunal’s award of 10,000 for injury to feelings.
While the case offers further guidance on how claimants can prove eligibility for an injury to feelings award, these types of claims still require extensive evidence. Given how subjective the award is, many may feel discouraged to make a claim.
Tessa Harris, Employment Law Director at Redmans Solicitors, elaborates on how injury to feelings is calculated, why the compensation was considered high in this recent tribunal case, and if it is worth making an injury to feelings claim.
Miss Graham (“Claimant”) had been employed by Eddie Stobart Limited (“Respondent”) for around 10 months as a Planner. She began employment in July 2021 on a gross annual salary of 28,000. Subsequently, in October 2021, she told her employer that she was pregnant.
In March 2022, a formal 30-day consultation period commenced in relation to a proposed redundancy of nine Planners, including the Claimant. There were also talks of creating a new role within the company. The Claimant asserted her right to be offered suitable alternative employment during maternity leave, under Regulation 10 of the Maternity and Parental Leave etc Regulations 1999 (MAPLE Regulations).
However, the Respondent found that the new role was not a suitable alternative and required the Claimant to interview competitively for the post. The Claimant was...
By Matthew Knott and Nick Bonyhady April 19, 2025 — 5.54pm , register or subscribe to save articles for later. Save articles for later Add articles to your saved list and come back to them any tim...