Tribunal Awards £40K to Mechanic Fired Via WhatsApp

Published : August 14, 2025

In Mr Adam Gajdosy v Big Issue Sharebike Ltd (In Liquidation), a mechanic with chronic back pain has been awarded over £40,000 after he failed to receive reasonable adjustments before being fired via WhatsApp. Despite his employer’s promise to provide a suitable workplace, Mr Gajdosy had to resort to using a children’s chair and a “wholly unsuitable” IKEA cabinet.

Below, we examine what happened and the reasoning behind the employment tribunal’s judgment. We then discuss how employees can ensure a fair dismissal process and what they can do if one isn’t followed.

If you have any questions about this case or want help with your own employment tribunal claim, contact us now. Redmans Solicitors are employment law specialists, and following a brief consultation, we can answer your questions and discuss your possible options.

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The Facts in Mr Adam Gajdosy v Big Issue Sharebike Ltd (In Liquidation)

Background to Being Fired via WhatsApp

Mr Adam Gajdosy (“the Claimant”) worked as an E-bike Technician for Big Issue Sharebike Ltd (“the Respondent”) from 7 November 2022. He applied for this role after being unable to continue his previous job due to a degenerative back condition. 

During his interview, he disclosed his disability and was informed by Mr Jan Tore Endresen, one of the Respondent’s directors, that adjustments would be made. These adjustments included a worktable, a stool, and a ramp. However, after commencing his employment, the adjustments never materialised, despite the Claimant’s frequent requests. 

By December, he learned that the Respondent had insufficient funding to purchase the equipment and was advised to use an IKEA kitchen cabinet instead. This setup was described in the employment tribunal hearing as “wholly unsuitable”.

After months of failed progress in obtaining the necessary adjustments, the Claimant resorted to using a children’s chair he’d borrowed from his sister. This setup impacted his workplace efficiency and led to difficulties moving and exerting force. Over time, he experienced “greater fatigue” at the end of each day and felt his mental well-being had deteriorated.

Claimant is Dismissed Via WhatsApp

In addition to the difficulties with his setup, the Claimant found his working environment “intolerably cold.” He expressed concern about this and the safety of a work van on various occasions. In particular, he claimed that the cold conditions were “affecting his health.”

Despite emailing his concerns on 19 February 2023, the Respondent didn’t reply until 15 March. However, rather than having his issues addressed, the Claimant learned that he’d been fired via WhatsApp that day. This came “without any prior warning” or “any formal procedure,” and was later confirmed in writing.

Mr Endresen explained the decision, stating that the Claimant didn’t “fit” the Respondent’s environment, with many mechanics allegedly finding it “very hard” to work with him. Surprisingly, though, none of these issues had previously been raised with the Claimant.

He subsequently initiated an employment tribunal claim on 21 August, alleging automatic unfair dismissal and disability discrimination, among other things. While the Respondent initially defended itself, it went into liquidation on 30 August 2024, and didn’t appear in the recent tribunal hearing.

The Employment Tribunal’s Judgment

Tribunal Rules Reasonable Adjustments Should’ve Been Provided

Following the proceedings, the employment tribunal first addressed the claim of disability discrimination. Under the Equality Act 2010, sometimes unofficially referred to as the “Disability in the Workplace Act,” employers have a legal duty to provide reasonable adjustments for disabled individuals to ensure they aren’t placed at a significant disadvantage relative to those without disabilities.

At a preliminary hearing, it was determined that the Claimant was a “disabled person” at the relevant time. Since the physical work undertaken placed the Claimant at the required disadvantage, the Respondent ought to have provided adjustments, including the worktable, stool, and ramp promised. As it failed to do so, it breached its legal obligation; therefore, the tribunal upheld the disability discrimination claim.

Claimant Awarded £40k After Being Unfairly Dismissed via WhatsApp

Moving on, the tribunal then assessed the claim for unfair dismissal. This was a case of automatic unfair dismissal, as the Claimant asserted he was dismissed for making protected disclosures—highlighting well-being concerns regarding the working environment’s temperature and the safety of a work van.

To make a qualifying disclosure, an individual must, among other things, disclose information they believe involves relevant wrongdoing and serves the public interest. In this case, the tribunal held that the Claimant had made relevant disclosures.

When the Claimant was fired via WhatsApp, the Respondent reasoned this was because he didn’t fit the work culture and was challenging to work with. However, no such concerns had been raised with him prior, leading the tribunal to rule that this explanation was “wholly without foundation.” Instead, the tribunal found he’d been dismissed for the disclosures he’d made, making it unfair.

Following his successful employment tribunal claim concerning disability discrimination and unfair dismissal, the Claimant was awarded £40,645.41.

What Does a Fair Dismissal Process Look Like?

In the above case, where the Claimant was fired via WhatsApp, the dismissal was deemed automatically unfair as it followed a protected disclosure. It’s important to note, though, that many factors can make a dismissal unfair. And while employers must have a valid reason to dismiss, they must also follow a fair process.

Typically, a fair process involves an employer adhering to its internal policies, in addition to the Acas Code of Practice on Disciplinary and Grievance Procedures. To achieve this, some of the steps the employer should take include:

  • Comprehensively investigating the matter
  • Providing the employee with complete written details of any concerns, complaints or evidence
  • Establishing the employee’s entitlements, including the right to be accompanied by a colleague or union representative at any hearing
  • Holding a meeting to enable the employee to ask questions and present their case
  • Considering reasonable alternatives to dismissal, before confirming its decision in writing

What to Do if You’ve Been Dismissed via an Unfair Procedure

If an employee believes they were dismissed unfairly, they may be able to bring a claim for unfair dismissal. In most cases, this requires at least two years of continuous service, unless the dismissal is classified as automatically unfair, in which case no minimum service is required.

Before pursuing a claim, though, it’s worth attempting to resolve the matter internally via a complaint or appeal. Doing so would not only eliminate the costs of legal action but also avoid the stresses associated with formal procedures.

However, should internal remedies prove ineffective, individuals could then consider initiating an employment tribunal claim. Acas early conciliation would first need to be undertaken, but if this also fails, a claim could then proceed.

It’s worth noting that seeking legal advice is wise before making a decision. A specialist can assess the strength of one’s case, explain their options, and help maximise any potential compensation.

Fired via WhatsApp? Get Help with Redmans

If you’ve been dismissed via WhatsApp or similar means and believe your dismissal was unfair, contact us today. Redmans Solicitors are experts in the employment sector, and following a brief consultation, we can provide specialist advice.

To learn how we can help you now, please:

The information on this page is intended for general informational purposes only and does not constitute legal advice.