Know Your Rights: Employment Tribunal awards £50,000+ remedy against Lidl Discrimination case

Being made redundant is never easy; but what happens when the process isn’t fair or when your experience and age seem to count against you? That’s exactly what Mr. Wayne Norman encountered as he took his former employer, Lidl Great Britain Ltd, to Sheffield’s employment tribunal.

Mr. Norman had worked for Lidl for over two decades and at 63 he was a senior construction consultant at Doncaster’s regional distribution centre. The respondent, Lidl, began a restructuring process that involved cutting down the existing senior construction consultants, from three to just one. In an attempt to determine which employee maintained their title and who would be made redundant, a scoring system was used. The process was led by one key factor; Whether an employee had a construction-related degree. Mr. Norman didn’t, which is not unusual for someone of his age group, especially in a hands-on industry like construction. His two younger colleagues, both in their 30s, had degrees and scored higher leading to the dedicated Mr. Norman being selected for redundancy.

Why did the tribunal rule in his favour?

The tribunal found that the selection process indirectly discriminated against Mr. Norman because of his age. While having a degree might seem like a neutral requirement, it unfairly impacted older workers who may have built their careers through experience rather than formal education. That made it indirectly discriminatory under the Equality Act 2010.

However, the issue extends further as Mr. Norman was initially told he couldn’t challenge the scores he received, a clear red flag. Even when Lidl changed its stance, the manager leading the consultation couldn’t explain how the scores were decided. The meeting in question, lasted just six minutes, with the employee labelling it as a “tick-box” exercise, not a proper consultation.

Compensation awarded

Mr. Norman received over £50,000 in compensation:

• £46,280.63 for unfair dismissal, though reduced by 50% to reflect that a fair dismissal might still have occurred under proper procedures.

• £4,000 for injury to feelings due to age discrimination.

• Additional interest for delays in payment.

The tribunal acknowledged that Mr. Norman might have still been made redundant but emphasised that the process used was legally flawed and unfair.

What You Should Know as an Employee

If you’re facing redundancy — or suspect discrimination during any part of your employment, this case highlights some critical points:

• You can challenge criteria used in redundancy decisions, especially if they put you (or a group your part of) at a disadvantage.

• Age discrimination doesn’t have to be direct. Even neutral rules, like asking for a degree, can be unlawful if they disproportionately affect older workers.

• Consultations must be genuine. You have the right to ask questions, challenge scores, and be given a meaningful say.

Wayne Norman’s case is more than just a legal win - it’s a reminder to all employees: redundancy must be fair, and your experience should be valued, not used against you. If you ever feel sidelined, overlooked, or dismissed unfairly, don’t stay silent. Seek advice. You may have more rights than you realise.

If you believe you have a situation where you require legal advice, please contact us on telephone 0116 212 1000 or 01858 445 480, alternatively complete the free Contact Us form and we will get in touch as soon as possible.

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