An employment tribunal in Belfast has dismissed all claims brought by Tanya Fisher against her former employer, Greenview Group Holdings Limited, following her resignation in August 2024. Fisher had alleged constructive unfair dismissal and disability discrimination, including a failure to make reasonable adjustments.

Fisher had worked for the company from 27 November 2017, latterly as Group Human Resources Manager. She resigned on 29 August 2024 during an ongoing redundancy process that had not concluded. She lodged her tribunal claim on 13 January 2025.

Greenview Group Holdings is a holding company providing HR, health and safety, and IT support to a number of businesses in the construction sector. In 2024, the company was acquired by German private equity firm Mutares SE and Co. KGaA following a period of financial difficulty. Mutares proceeded to restructure the business, appointing a Chief Restructuring Officer and an Associate Director based full-time at the company's Belfast operations. A 100-day plan was put in place to reduce costs and improve efficiency.

The tribunal, chaired by Employment Judge N Kelly, found that Fisher had diagnoses of ADHD, rheumatoid arthritis, fibromyalgia, sleep apnoea and anxiety, and that she met the definition of a disabled person under the Disability Discrimination Act 1995 throughout the relevant period. Her former line manager, Group Operations Director Sharon Patterson, who left the company in November 2023, had previously provided adjustments including working from home and additional time to complete tasks.

On the constructive unfair dismissal claim, the tribunal found that Fisher had not established prima facie evidence of a fundamental breach of contract before her resignation. The tribunal noted that a potential breach relating to contractual sick pay - which had been suspended during the company's financial difficulties - had occurred in June 2024, but that Fisher did not resign until more than two months later. The tribunal found that delay to be fatal to the claim.

On the disability discrimination claim, the tribunal found that Fisher had failed to identify any specific reasonable adjustment that had been requested and refused following the Mutares acquisition. The tribunal noted her evidence amounted to a general assertion that she had repeatedly sought modifications, without particulars of when requests were made, to whom, or what response was received.

The tribunal was critical of both parties' handling of the case. The respondent was unrepresented at the final hearing on 28 April 2026, with CEO Michael Burke serving as the sole witness. Burke did not cross-examine Fisher and could not address many of the issues set out in the agreed list of factual and legal issues. The tribunal described the respondent's approach as grossly unsatisfactory. Fisher, for her part, did not call colleagues who had attended key meetings with her and whose evidence could have supported her account. The tribunal found her witness statement vague and unparticularised, consisting largely of unsupported assertions. All claims were dismissed.