What happened?
In the Employment Tribunal case of Miss Mayuri Manjula v Immigration and Nationality Services Ltd and IANS Solicitors Ltd, a solicitor successfully brought a claim after being dismissed without notice following her resignation.
Mayuri Manjula (a dual-qualified solicitor) had secured a new role and handed in her notice. Her employer reacted aggressively, including raising their voice, criticising her as ‘ungrateful’ and expressing frustration at her decision to leave.
Later that day, the company terminated her employment with immediate effect rather than allowing her to work her notice, which the Tribunal found amounted to dismissal.
The Tribunal found that the employer’s reaction was influenced by the claimant’s immigration status and the circumstances in which she had been sponsored to work in the UK.
The Tribunal ultimately found that this treatment went beyond poor behaviour. It amounted to direct race discrimination under the Equality Act 2010.
What Claims Were Brought and the Tribunal’s Decision
The claimant brought claims for:
- Race discrimination
- Unfair dismissal
- Unlawful deductions from wages
- Failure to provide written employment particulars
The Tribunal upheld the key claims. It found that the employer’s reaction was materially influenced by the claimant’s nationality and immigration status, and that she had been treated less favourably on that basis. The Tribunal rejected the employer’s explanations and found that the treatment was not adequately explained by non-discriminatory reasons. The Tribunal emphasised that resignations are a normal part of working life and do not justify the termination of employment without notice or adverse treatment of this nature.
What Compensation Was Awarded?
The total award was £45,400.
This included awards for injury to feelings and financial losses arising from the successful claims.
The largest element of the award reflected injury to feelings arising from the discriminatory treatment.
Top 5 Lessons for Employers
- Visa sponsorship is not leverage
Sponsorshipdoesn’t create additional rights over an employee or justify different treatment. Linking decisions to immigration status can create discrimination risk. - Handle resignations professionally
Employees leaving is a normal employment event. Emotional or reactive responses can quickly escalate legal exposure. - Get the basics right
Failing to provide written particulars or contractual documentation remains a straightforward but costly compliance risk. - 4.Avoid reactive decision-making
Decisions made in frustration or immediately after resignation announcements can carry significant legal consequences.
- Think ahead
Early, measured responses to employee departures will always put you in a stronger position, reducing both legal risk and reputational damage.
How can Thrive Law help?
At Thrive Law, we support employers to create workplaces where people are treated fairly and consistently, reducing the risk of claims like this.
We can help you:
- Train managers to handle resignations and difficult conversations
- Ensure your contracts and policies are compliant
- Build a people-first culture that protects both your business and your team
Final Thoughts
This case shows that the way an employer responds to resignation can carry significant legal risk. Resignation is part of working life, but how it is handled matters just as much as the decision itself.
Employers who act fairly and consistently are better placed to reduce legal risk and maintain trust within their teams.
Learn how to handle resignations professionally and protect your business. Thrive Law can guide you through policies, training and practical solutions. Contact enquiries@thrivelaw.co.uk for more information.
