A British sales manager named Tanveer Shah secured a major victory in an employment tribunal this week. The ruling found his dismissal from Food Hub unfair after bosses caught him working remotely from Egypt, awarding him £61,419 in compensation on September 22, 2025.
Background of the Case
Tanveer Shah held the role of UK Field Sales Manager at Food Hub, a food delivery app company based in the UK. His job demanded at least four days a week spent in the field, meeting clients and handling sales across the country.
Company leaders grew suspicious when Shah submitted fewer expense claims than his peers, despite his senior position requiring more travel. This led to a review meeting in early 2022 with CEO Ardian Mula, where concerns about his fieldwork time surfaced.
Shah had been a strong performer before this, earning promotions from Field Sales Executive to his managerial spot. The meeting extended his probation in the new role, and soon after, new line manager Simon Farmer uncovered that Shah had been working from Egypt during unauthorized periods.
Evidence showed Shah was in Egypt for several weeks, visiting family, outside of approved vacation time. This discovery prompted his firing later that year.
Details of the Dismissal
The tribunal heard that Shah’s remote work from Egypt violated company policies on location and fieldwork. Food Hub argued this breached trust and hurt performance, leading to his immediate sacking.
However, the investigation process had key flaws. The judge noted a lack of proper procedure, including no fair chance for Shah to explain his side fully.
Shah claimed he maintained productivity and met targets while abroad, using remote tools effectively. He argued the company overreacted without considering his overall contributions.
Company records confirmed Shah’s high performance history, with consistent sales growth under his leadership. Yet, the focus shifted to his location rather than results.
The tribunal examined digital logs and expense reports, revealing no drop in output during his time in Egypt.
Tribunal Ruling and Compensation
Employment Judge Emily Brown presided over the case in London. She ruled the dismissal unfair due to procedural errors and insufficient evidence of misconduct.
The judgment highlighted fundamental flaws in the investigation, such as rushed decisions and biased reviews. Shah received £61,419, covering lost wages, emotional distress, and other damages.
This amount breaks down as follows:
| Compensation Component | Amount (£) | Description |
|---|---|---|
| Basic Award | 5,000 | Standard unfair dismissal payout based on service length |
| Compensatory Award | 50,000 | Lost earnings and future job prospects |
| Additional Damages | 6,419 | Emotional harm and other costs |
The ruling sets a precedent for remote work disputes in the UK, especially post-pandemic.
Food Hub has not appealed yet, but experts predict more cases like this as hybrid work evolves.
Impact on Remote Work Policies
This case reflects growing tensions in remote work arrangements. With many firms adopting flexible policies since 2020, location boundaries remain a hot topic.
UK labor laws require clear guidelines on remote work to avoid unfair dismissal claims. Recent surveys show 40 percent of British workers now operate remotely at least part-time, up from 25 percent pre-2020.
Shah’s situation highlights risks for employees traveling abroad without approval. It also urges companies to update contracts for global remote possibilities.
In Egypt, where Shah worked temporarily, new labor laws in 2025 emphasize worker protections, aligning with international standards. This adds context to cross-border work debates.
Similar cases in 2025 include a London tech firm settling a remote work dispute for £45,000, showing a trend toward employee-friendly rulings.
Public Reactions and Broader Implications
Social media buzzed with opinions on Shah’s win. Many praised the tribunal for upholding fair process, while others debated ethics of undisclosed remote locations.
Key reactions include:
- Support for workers’ rights in flexible setups.
- Calls for clearer company policies on international remote work.
- Warnings about potential tax and security issues when working abroad.
This ruling could influence ongoing debates in the UK Parliament on remote work regulations. As of September 2025, bills propose better protections for hybrid employees.
For businesses like Food Hub, it serves as a reminder to conduct thorough, unbiased investigations before terminations.
What This Means for Employees and Employers
Employees facing similar issues should document performance and seek legal advice early. Tribunals often favor procedural fairness over strict rule-breaking if no harm occurred.
Employers must train managers on dismissal protocols to avoid costly payouts. Updating remote work policies can prevent future disputes.
This case underscores the shift toward results-oriented work cultures, where location matters less than output.
As remote work grows, with projections of 50 percent global adoption by 2030, stories like Shah’s will shape employment norms.
Share your thoughts on this ruling in the comments below, and pass this article along to spark discussions on modern work practices.
