No jurisdiction (status / service / coverage)

Agency worker v Syft Online Limited

An agency worker who worked for less than two years had his unfair dismissal, unpaid wages, and breach of contract claims dismissed by the tribunal, along with human exploitation allegations which the tribunal had no power to hear.

Taxi driver (private hire vehicle) v Mr R Tidman

A private hire taxi driver was found to be an employee of the vehicle owner and a worker of the dispatch company. He was awarded £5,181.48 for unlawful deduction of wages, but his age discrimination claim was dismissed.

Payments consultant (via limited company) v Paymentsense Limited

A tribunal has granted a payments consultant permission to amend his claim to include wrongful dismissal and National Minimum Wage complaints, but refused to add automatic unfair dismissal. The case highlights the hurdles of bringing claims when working through a limited company.

Former employee v Munro Leisure Investments Limited

A former employee's unfair dismissal and disability discrimination claims have been struck out after he failed to attend a preliminary hearing and did not comply with tribunal orders to provide evidence.

Chief Executive Officer (3 years' service) v Marval Software Limited

A chief executive who lived in Poland and worked remotely for a UK software firm had his unfair dismissal claim thrown out because the tribunal lacked territorial jurisdiction.

Former employee (17 months' service) v Goldman and Fine Group Ltd

A former employee with less than two years' service had her unfair dismissal and unpaid wages claims dismissed after the tribunal found the pay arrangement was tainted by illegality.

Commodities inspector (consultant) v DRUM Risk Limited

A commodities inspector who never set foot in Great Britain for work has had his unfair dismissal, unlawful deductions and breach of contract claims thrown out. The tribunal ruled it had no jurisdiction because the rights he relied on did not apply to him.

Site Manager (8 months' service) v Petrogas Group UK Limited

A site manager who was dismissed after just eight months had his unfair dismissal claim struck out for lack of qualifying service. His race discrimination claims were allowed to proceed but subject to a £100 deposit order.

Former employee v Senol & Senol Ltd

A former employee's unfair dismissal claim was dismissed for lack of continuity of employment, and his race discrimination claim was thrown out as out of time. Other claims were struck out for failing to actively pursue them.

Agency worker (customer service advisor/analyst) v Supply Chain Coordination Limited (1), Unipart Group Limited (2)

An agency worker who claimed unfair dismissal, sex discrimination and equal pay against the end-user and hirer lost all claims after the tribunal found he was not an employee of either respondent.

Former employee v University of Bradford

A former employee of the University of Bradford had his unfair dismissal claim struck out because he had less than two years' service. His harassment and disability discrimination claims were also struck out for procedural failures.

Former CEO and entrepreneur v Print .Inc Group Limited

A former CEO who founded the business could not show he was an employee of the transferor company, so his unfair dismissal claim was struck out for lack of continuous service.

Former employee v Velocity Delivery Services Limited

A former employee who had worked for Velocity Delivery Services Limited for less than two years had their unfair dismissal and redundancy claims struck out, but was awarded £1,985.61 for an unauthorised deduction from wages.

Former employee v Fox Networking UK Ltd

A former employee who was dismissed without notice after less than two years' service had their unfair dismissal claim struck out, but won £1,514 for notice and holiday pay.

Project Manager (2 months' service) v Phoenix Social Enterprise Ltd

A tribunal ruled that a Project Manager who worked for just two months at Phoenix Social Enterprise Ltd was a worker, not an employee, meaning she can claim unpaid wages and holiday pay but not unfair dismissal.

Independent clerk to school admission appeals panels v Royal Borough of Greenwich

A long-serving independent clerk who worked for Royal Borough of Greenwich for 28 years was found to be a worker rather than an employee, meaning her unfair dismissal claim could not proceed. Her remaining claims for holiday pay and expenses were also dismissed as too late.

Former employee v Esto Es Espana Ltd

A former employee of Esto Es Espana Ltd had their unfair dismissal claim thrown out because they had worked for less than two years. However, they were awarded £953 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

Self-employed contractor (via personal service company) v Caudwell Properties (CP109) Ltd

A self-employed contractor who provided services through his own limited company was not an employee and therefore could not bring an unfair dismissal claim. The tribunal dismissed the claim.

CASS CF10 & Senior Risk Manager (12 days' service) v Global Prime Partners Ltd

A senior risk manager who worked for Global Prime Partners Ltd for just 12 days had her unfair dismissal and race discrimination claims thrown out after the tribunal ruled she was not an employee and her discrimination claim was over three years late.

Software engineer (India-based) v Alten Limited

An Indian-based software engineer who worked for an Indian subsidiary of Alten Limited has had his unfair dismissal and discrimination claims dismissed because the UK tribunal lacked territorial jurisdiction.

Finance Manager (11 years' service) v Heritage Oil & Gas Limited

A finance manager who lived and worked in Uganda and Nigeria for over a decade failed to bring his unfair dismissal and discrimination claims in the UK. The tribunal ruled his employment lacked a sufficient connection to Great Britain.

Former employee (less than 2 years' service) v Baxi Heating UK Ltd

A former employee with less than two years' service had her unfair dismissal complaint struck out by the tribunal. Other discrimination claims remain pending.

Former employee v Independent Office for Police Conduct

A former employee's unfair dismissal claim against the Independent Office for Police Conduct was thrown out at a preliminary hearing because she had not worked there long enough to qualify for protection.

Recruitment assessor (worker status) v College of Policing Limited

A recruitment assessor who claimed unfair dismissal lost his case after the tribunal ruled he was a worker, not an employee, because the College of Policing had no obligation to provide work and he could refuse assignments.

Former employee v Serco Limited

A former employee of Serco Limited had their unfair dismissal claim struck out because they had worked for less than two years. The tribunal confirmed the two-year service requirement applies to constructive dismissal claims too.

Former employee v Shane Finnegan t/a Harp Renewables Ltd

A former employee who could not bring an unfair dismissal claim due to short service was awarded over £21,000 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

Self-employed DJ v Chelmsford Hotels Limited

A DJ who provided services to a hotel for six years was found to be self-employed, not a worker or employee, and his unfair dismissal claim was dismissed.

Former employee (10 years' service) v National Westminster Bank Plc

A former employee who settled her unfair dismissal claim and signed a withdrawal agreement could not bring a second claim about a detrimental reference or reopen the original case. The tribunal struck out the claim for lack of jurisdiction.

Academic Manager (overseas, Qatar) v BAE Systems plc

An Academic Manager working in Qatar for a BAE Systems subsidiary failed to establish that her employment had a sufficiently close connection to Great Britain. The tribunal struck out her claims of unfair dismissal, sex discrimination and whistleblowing.

Security worker v Effective Security Services Ltd T/A Professional Security

A security worker who knew he lacked two years' continuous employment pursued an unfair dismissal claim anyway. The tribunal dismissed the claim and ordered him to pay £8,696 in costs.

Technical Development Manager (less than 2 years' service) v Belfield Furnishings Ltd

A technical development manager who believed he was on garden leave had his unfair dismissal claim struck out because he had less than two years' service and the effective date of termination was clear.

Course instructor (international sailing federation) v World Sailing (UK) Limited

A course instructor who lived permanently in South Africa and worked mainly abroad had his unfair dismissal claim struck out because the Employment Tribunal lacked territorial jurisdiction.

Former employee v Sterling Studios Ltd

A former employee with less than two years' service had their unfair dismissal claim struck out, but secured £126.89 in contractual holiday pay.

Former employee v Collect Investments Limited

A tribunal dismissed an unfair dismissal claim after the employee withdrew it, having less than two years' continuous service. The correct employer was identified as Collect Investments Limited, not Selected Property Limited.

Broadcast journalist (5 years' service) v Cable News International, Inc.

A British broadcast journalist who worked for CNN across Asia and London has won the right to bring unfair dismissal and discrimination claims in the UK, after a tribunal ruled she had sufficient connection to Great Britain during her medical leave.

Managing Director (21 years' service) v Robert Woodhead Ltd (in liquidation)

A preliminary hearing determined that a managing director who worked across four group companies was employed only by the first respondent. Claims against the other three were dismissed for lack of jurisdiction.

Casual worker (5 years' intermittent service) v Miracle Art and Inspired Sanity Ltd

A casual worker with Asperger Syndrome failed to prove disability discrimination or harassment, but the tribunal ruled she was a worker entitled to holiday pay.

Therapist (self-employed) v The Chief Constable of Greater Manchester Police

A therapist who provided counselling to police staff was found to be self-employed, not a worker or employee, and his claims for unfair dismissal and holiday pay were dismissed.

Former employee v Unique Training Group Ltd

A former employee won over £4,100 in unpaid wages and notice pay, but their unfair dismissal claim failed for lack of two years' service.

Former employee (less than 1 year's service) v Mitie Care and Custody Ltd

A former employee who returned to Mitie Care and Custody Ltd after a three-month break was unable to bring an unfair dismissal claim because his continuous service reset, leaving him short of the two-year qualifying period.

Night watchman/security (former employee) v JP&S Services Ltd

A former night watchman who waited 10 months to bring an unfair dismissal claim after being sacked while on sick leave has had his case dismissed as out of time. The tribunal refused to extend the deadline, ruling it was reasonably practicable for him to have claimed sooner.

Former employee (marketing agent through own company) v Vatech Dental Manufacturing Limited

A former employee who worked through his own company before becoming an employee had his unfair dismissal claim struck out because he had less than two years' continuous service as an employee.

Taxi driver (school transport driver, 9 years' service) v KingKabs Ltd (formerly Vedamain Ltd)

A tribunal awarded £3,361.96 to a taxi driver who was denied holiday pay and had unauthorised deductions made, but rejected her claims of sex discrimination and detriment for whistleblowing.

Logistics Administrator (8 years' service) v Sample Logistics Ltd

An employment tribunal has dismissed a logistics administrator's constructive dismissal and discrimination claims, ruling that his connection to the UK was insufficient to establish territorial jurisdiction.

Warehouse operative v Great Bear Distribution Ltd

A warehouse operative who claimed disability discrimination due to PTSD, abdominal pain and a necrotic hip has had her case dismissed after the tribunal found she was not disabled at the material time.

Former employee v Forefront Utilities Ltd

A former employee who tried to add whistleblowing and harassment claims months after her unfair dismissal claim was struck out for lack of two years' service. The tribunal refused the amendment due to delay and prejudice to the employer.

Former employee v The Cultural Bureau of the Royal Saudi Embassy in London

A former employee of the Saudi embassy in London had most of his claims struck out due to state immunity, but his EU-law-based holiday pay claim was allowed to proceed.

Field agent (self-employed) v 360Globalnet Ltd

A self-employed field agent who claimed he was dismissed for whistleblowing lost his case after the tribunal ruled he was a worker, not an employee, and that no protected disclosure had caused detriment.

Army Reservist v Ministry of Defence

An Employment Tribunal has dismissed age discrimination, whistleblowing and unlawful deduction claims brought by a serving Army Reservist, ruling that the law excludes armed forces members from bringing such claims.

Agency worker (NHS trust placement) v MerseyCare NHS Foundation Trust

An agency worker who spent nearly three years at an NHS trust was unable to bring an unfair dismissal claim because the tribunal found no implied employment contract existed. The claim was dismissed.

Warehouse operative (agency worker) v Taylor Made Golf Limited

A warehouse operative who worked via an agency was not an employee of Taylor Made Golf, but her pregnancy discrimination claim as a contract worker was allowed to proceed despite being nearly a year late.

Finance Manager (cruise ship) v Carnival plc (t/a "Carnival UK")

A finance manager who worked on Carnival cruise ships for five years had his unfair dismissal and whistleblowing claims thrown out because his legal employer was a separate Bermuda-based entity, not Carnival plc. The tribunal also found the claims were out of time.

Former employee v Euroselect

A former employee's pregnancy discrimination and unfair dismissal claim was thrown out because she lodged her claim without an Acas early conciliation certificate. The tribunal ruled it had no jurisdiction.

Director and shareholder (co-founder) v Capital Computer Care Ltd

A director and 45% shareholder who received a fixed monthly PAYE payment for over 30 years was found not to be an employee or worker. The tribunal ruled it had no jurisdiction over his unfair dismissal claim, but his age discrimination claim can proceed as an office holder.

Non-practising solicitor v Solicitors Regulation Authority Limited

A non-practising solicitor failed to prove disability and had his discrimination and victimisation claims against the Solicitors Regulation Authority dismissed after the tribunal found it lacked jurisdiction over most allegations.

Former employee v Real Coffee Bag Company Limited

A former employee's unfair dismissal claim against Real Coffee Bag Company Limited was struck out because she had not worked there long enough. The tribunal also dismissed her other claims after she failed to attend the hearing.

HGV driver (1 year 1 month service) v A R Wholesale Ltd

An HGV driver with just over a year's service was dismissed for misconduct. The tribunal struck out his unfair dismissal claim because he lacked the required two years' continuous service and could not identify any statutory exception.

Locum physiotherapist (agency worker) v Hywel Dda University Local Health Board

A locum physiotherapist who claimed he was unfairly dismissed had his case thrown out after the tribunal found he was a worker, not an employee, and failed to comply with court orders.

Online magazine editor (British citizen, based in Indonesia) v Observatory Southeast Asia Limited

A British citizen who worked remotely from Indonesia for a UK company has won a preliminary ruling that the employment tribunal has territorial jurisdiction over her unfair dismissal and discrimination claims.

Interim contractor (Project Accountant) v The Home Office

An interim contractor who worked for the Home Office for six months had his unfair dismissal claim struck out because he lacked two years' qualifying service. He was also ordered to pay £1,500 in costs after withdrawing his remaining claims on the first day of the final hearing.

Housekeeper (shared domestic arrangement) v Christopher Giddings

A woman who lived in a man's home and performed housekeeping tasks was found not to be an employee or worker, leading to dismissal of her unfair dismissal claim and a costs order of £11,130.

Fleet and Security Manager (4 years' service) v Foreign, Commonwealth & Development Office

A Fleet and Security Manager who worked for the British High Commission in Fiji lost his unfair dismissal claim after the tribunal ruled it had no territorial jurisdiction to hear the case.

Casual road safety trainer (22 years' service) v Lancashire County Council

A tribunal ruled that a casual Bikeability trainer who worked for Lancashire County Council for 22 years was not an employee under a global contract, and her unfair dismissal claim was out of time. However, her redundancy payment claim can proceed.

Former employee v GXO Logistics Drinks Ltd

A former employee's disability discrimination claim against GXO Logistics Drinks Ltd was struck out after he repeatedly failed to comply with tribunal orders to provide details of his claim. His unfair dismissal claim was also dismissed for lack of jurisdiction due to insufficient service.

Stable Lass/Work Rider (2 years 8 months' service) v Richard Fulke Johnson and Eve Johnson Houghton T/A Eve Johnson Houghton Racing

A stable lass who signed a settlement agreement under pressure to get an eviction letter has won the right to bring her pregnancy discrimination claim. The tribunal set aside the COT3 agreement on grounds of duress.

General Manager (36 years' service) v Charles Wares Classic Car Sales and Hire Ltd

A tribunal has allowed age and sex discrimination claims to proceed against a car sales company, while striking out an unfair dismissal claim because the claimant was not employed by the respondent at the time of dismissal.

Waitress (zero-hours contract) v The Aviator Hotel Ltd

A waitress on a zero-hours contract who was excluded from a redundancy process has had her unfair dismissal claim dismissed, after a tribunal ruled she was never an employee.

Former employee v Rayburn Trading Limited

A former employee's unfair dismissal claim was struck out because he did not have two years' continuous service and failed to attend a preliminary hearing or comply with tribunal orders.

Former employee (prisoner work placement) v Bernard Matthews Foods Limited

A former prisoner working at Bernard Matthews had his unfair dismissal, wrongful dismissal and sex discrimination claims struck out because of short service, late presentation and lack of evidence.

Former employee v Yumilicious Ltd

A former employee of Yumilicious Ltd had their unfair dismissal claim struck out because they had worked there for less than two years. They were awarded £880 for unauthorised deductions from wages.

Waking Night Support worker (16 months' service) v BS Project Services Limited t/a BS Social Care

A tribunal confirmed it had no power to hear a waking night support worker's claim for damages after a service user threw a fire extinguisher at him, because the claim was for personal injury – which falls outside the employment tribunal's jurisdiction.

Former employee v Alan Holmes t/a Art Services

A former employee's unfair dismissal claim was struck out because they had worked for the employer for less than two years. However, they won a small award for unpaid notice pay.

Project Manager (15 months' service) v Keepout Limited (in liquidation)

A project manager who was dismissed after 15 months with Keepout Ltd successfully claimed unpaid wages, holiday pay and notice pay, but his unfair dismissal and redundancy claims were struck out due to insufficient service. The tribunal awarded £9,915.80.

Former employee v Ansdell Institute and Social Club

A former employee's unfair dismissal claim was dismissed because they had less than two years' service, but the employer agreed to pay £284.58 in notice pay.

Organist (locum then permanent) v The Parochial Church Council of the Parish Church of St James and St Basil

A Newcastle tribunal has dismissed an organist's unfair dismissal claim because his continuous employment fell short of the two-year qualifying period by just two days.

Construction workers (self-employed subcontractors) v Capital Contractors Limited

Two construction workers who were not paid for short-term work on a day rate have had their claim for unauthorised deductions dismissed after the tribunal found they were independent contractors, not workers.

Road operative (5 years' service) v Ringway Infrastructure Services Limited

A road operative's unfair dismissal claim was dismissed because his claim form omitted the full early conciliation certificate number and incorrectly claimed an exemption. The tribunal had no jurisdiction to hear the case.

Senior Sector Analyst (2 years' service) v ING Bank N.V.

A Senior Sector Analyst who worked in Moscow for an ING subsidiary could not bring his constructive dismissal claim against the Dutch parent company in the UK. The tribunal ruled it had no territorial jurisdiction.

Scientist (agency worker) v UK Health Security Agency

A scientist who worked for the UK Health Security Agency via an umbrella company was not an employee, the tribunal ruled, striking out her claim for automatically unfair dismissal over protected disclosures.

Accountant (7 months' service) v Tiffany & Co. (UK) Holdings Limited

An accountant who resigned during a redundancy process had his unfair dismissal and redundancy pay claims struck out because he lacked the required two years' continuous service.

Customer service advisor (10 days' service) v ADP Call Centres Ltd

A customer service advisor who was dismissed after just 10 days had his unfair dismissal claim struck out for lack of qualifying service, and his discrimination claims dismissed as having no reasonable prospect of success.

Former employee v Gillian Saleem

A former employee who was not paid for 48 hours of work won her unauthorised deductions claim for £460.80, but her unfair dismissal claim was thrown out because she had less than two years' continuous employment.

Finance Manager/Sales Executive (US-based) v Xexec Ltd

A finance manager who moved to New York for work was unable to pursue unfair dismissal claims in the UK because his employment had stronger ties to the US. The tribunal ruled it lacked territorial jurisdiction.

Former employee v Commissioners for Her Majesty's Revenue & Customs

An employee who worked for HMRC for under two years had their unfair dismissal claim automatically struck out, and their discrimination claims failed on the merits.

Head of Digital, Wordpress Developer (1 year 8 months' service) v Alive Digital Limited

A head of digital who worked for less than two years had her unfair dismissal claim struck out for lack of jurisdiction, and her other claims dismissed after she failed to attend the hearing.

Former employee v The Little School Day Nursery Ltd

A former employee's unfair dismissal claim was struck out because she had less than two years' service. Her wrongful dismissal claim was dismissed after she failed to attend the hearing.

Design co-ordinator (sole director and shareholder of her own company) v Secretary of State for Business, Energy and Industrial Strategy

A design co-ordinator who was the sole director and shareholder of her own company could not claim redundancy or other payments from the National Insurance Fund because she was not an employee. The tribunal dismissed her claims.

Group Chief Technology Officer (CTO) v Telmar Europe Limited

A group chief technology officer who worked for a company via his own limited company before becoming an employee was unable to claim unfair dismissal because his continuous service fell short of two years.

Former employee (just over 1 year's service) v Nubreed Hotels Ltd

A former employee of Nubreed Hotels Ltd who was made redundant after just over a year was unable to claim unfair dismissal due to insufficient service, but won £166 for a two-day shortfall in notice pay.

Former employee v People Solutions Resourcing Limited

A former employee who worked for less than two years had his unfair dismissal claim struck out for lack of jurisdiction. His separate claim for unpaid wages was dismissed as unfounded, and he was ordered to pay £1,000 in costs after leaving the hearing early.

Music tutor v Rhythmix (in Liquidation) Ltd

A tribunal found that music tutors for a charity were employees despite being treated as self-employed, entitling them to redundancy and holiday pay.

Forklift truck driver (agency worker) v Extraman Limited

A tribunal has ruled that an agency forklift truck driver was not an employee of Extraman Limited, meaning he could not bring an unfair dismissal claim. The victimisation claim also failed.

Former employee v Just One Body

A former employee's unfair dismissal claim was struck out because they had not worked for two years, but the tribunal awarded £2,580.16 for unauthorised deductions and breach of contract.

Leisure centre attendant v Active Northumberland

A leisure centre attendant who was dismissed after less than two years' continuous employment could not bring an unfair dismissal claim. The tribunal ruled his employment started only when he began his first paid shift, not when he did unpaid job shadowing.

Former employee (12 hours/week, less than 2 years' service) v Khlaxon Ltd

A tribunal dismissed a former employee's indirect sex discrimination claim after she lost telephone connection during a preliminary hearing. Her unfair dismissal claim had already been struck out for lack of two years' service.

Senior Account Executive (1 year's service) v AvePoint UK, Ltd

A Senior Account Executive's discrimination and whistleblowing claims were thrown out because he did not obtain an ACAS Early Conciliation certificate and the claimed exemption did not apply.

HR Business Partner (5 years' service) v The British Council

An HR Business Partner who worked for the British Council in Dubai has won the right to bring unfair dismissal and discrimination claims in the UK, after the tribunal ruled that diplomatic immunity in the UAE did not leave her without a remedy.

Former employee (less than 2 years' service) v District Enforcement Limited

A former employee who resigned after less than two years' service had her unfair dismissal claim dismissed and lost claims for notice pay, holiday pay and expenses.

Former employee v Pearce Recruitment Limited T/A Accept Recruitment

A former employee's unfair dismissal claim was struck out because they had worked for the respondent for less than two years. The tribunal also dealt with a default judgment for unauthorised deductions, which was later revoked.

Service Technician (3 years' service) v First Subsea Limited

A service technician who presented an unfair dismissal claim without an early conciliation certificate, claiming an exemption for interim relief that was never applied for, had his claim rejected by the tribunal for lack of jurisdiction.

Former employee v Royal Marsden Hospital NHS Foundation Trust

A former employee's unfair dismissal claim was struck out because she had not worked for the required two-year qualifying period. The tribunal also warned that her discrimination claims would be struck out unless she complied with orders.

Clinical research associate (via limited company) v Astrazeneca UK Limited

A clinical research associate who worked through an agency for three years before being directly employed was unable to bring an unfair dismissal claim because she had less than two years' continuous service as an employee.

Former employee v Revmo Europe Limited

A former employee's unfair dismissal claim was struck out because he had less than two years' service. His claims over stock options and unpaid salary also failed.

Agency driver v DHU Healthcare CIC

An agency driver who was dismissed after his mask exemption led to a dispute with a healthcare provider has won his unfair dismissal claim, but the tribunal found he was not an employee of the company that refused his services.

Social rights activist and community educator v Greater London Authority

A social rights activist who volunteered on an advisory group and a commission for the Greater London Authority was found not to be an employee or worker, so his unfair dismissal and race discrimination claims could not proceed.

Former chief ethics and compliance officer (CECO) at an Afghan university v American University of Afghanistan

An employment tribunal has ruled it has no jurisdiction to hear claims of unfair dismissal, whistleblowing and race discrimination brought by a former chief ethics officer of the American University of Afghanistan, as the connection to Great Britain was insufficient.

Carpentry apprentice v New City College

A carpentry apprentice who alleged discrimination by New City College had his claims struck out because the tribunal had no jurisdiction over a further education college.

Compliance officer (informal arrangement) v Bel-Marking Ltd

A tribunal dismissed claims of unfair dismissal, disability discrimination, and unpaid wages after finding the claimant was not an employee or worker but had an informal business arrangement with Bel-Marking Ltd.

Former employee v Morecambe Bay Wines Ltd

A former employee who worked for less than two years at Morecambe Bay Wines Ltd had their unfair dismissal claim struck out, but won £1,339.64 in an unlawful deduction from wages claim.

Former employee (probationary period) v Manning Gottlieb OMD

A tribunal dismissed an unfair dismissal claim because the employee had not worked for two years, and struck out a race discrimination claim that had no supporting facts.

Support worker (bank contract) v Isand Limited

A support worker who moved to a bank contract with no guaranteed hours lost the continuity needed to bring an unfair dismissal claim. The tribunal ruled it had no jurisdiction to hear the case.

Deputy Home Manager (support worker) v Teen Support Services Ltd

A deputy home manager has won a preliminary ruling that she was employed by Teen Support Services Ltd, not a related company, allowing her whistleblowing and race discrimination claims to proceed.

NHS employee (fixed-term contract) v King's College Hospital NHS Foundation Trust

An NHS employee on a fixed-term contract had their unfair dismissal and redundancy claims thrown out because they lacked the required continuous service. The tribunal had no jurisdiction to hear the case.

Independent Chair of Fostering Panel (13 years' service) v Dorset Council

A tribunal has ruled that an Independent Chair of a fostering panel with 13 years' service was not an employee, meaning she cannot bring unfair dismissal or breach of contract claims.

Bartender (1 year 7 months' service) v Eight Holyrood Limited t/a Nine Lives Bar

A bartender who was required to register as self-employed and paid by invoice has been awarded £2,492 after the tribunal found he was a worker entitled to holiday pay and notice.

Director and shareholder of Pinnacle Support Services Group Ltd v Horizons Plus Ltd

A director and shareholder of a limited company claimed he was a worker for a client of his company. The tribunal dismissed the claim, finding no personal contract existed.

Cleaning supervisor (4 years' service) v Lewis & Graves Partnership Ltd

A cleaning supervisor with four years' service was unable to bring an unfair dismissal claim because her continuous service fell short of the two-year requirement after a TUPE transfer. The tribunal also dismissed her race discrimination and TUPE consultation claims as out of time.

Former employee (alleged Accountant's Assistant) v Accountancy Business Centre Digital Limited

A tribunal has dismissed claims of unfair dismissal, wrongful dismissal, and other employment rights after finding that a woman who received monthly payments from her husband's accounting firm was not an employee.

Former employee v The Riverside Group Limited

A former employee who brought unfair dismissal claims against three separate employers had all claims dismissed because he had not worked for any of them for two years. The tribunal also struck out discrimination claims as out of time.

Warehouse operative (2 months' service) v Heron Foods Limited

A warehouse operative with only two months' service was dismissed for absence during probation. The tribunal struck out his unfair dismissal claim for lack of jurisdiction and ordered a deposit for his disability discrimination claim.

Former employee v Sweet Home by Patrick Ltd

A former employee's claims of unfair dismissal and discrimination were thrown out because the claim form lacked a valid ACAS early conciliation number, and a later certificate could not cure the defect.

Former employee (via personal service company) v Kier Highways Limited

A tribunal has reversed its earlier decision to strike out unfair dismissal and breach of contract claims brought by a worker supplied via his personal service company, allowing the status issue to be heard at a full hearing.

Self-employed IT contractor (director of Consultco Ltd) v Investigo Ltd and Department for Education

A self-employed IT contractor who worked through his own limited company had his unfair dismissal claim struck out after the tribunal found he was neither an employee nor a worker of either respondent.

Train Maintainer (from 24 June 2019) v London Underground Limited

A preliminary hearing ruled that a train maintainer did not have sufficient continuous employment to bring an unfair dismissal claim, as his earlier work was as a self-employed contractor.

Former employee v Huntingdon Performance Tyres Ltd

A former employee's unfair dismissal claim was initially struck out for lack of service, but the tribunal revoked that decision after realising the claimant's representations were overlooked. The dispute over continuous employment will now be heard at a full hearing.

Support worker (5 months' service) v Learning Disability Network London Limited

A support worker who presented her tribunal claim one day before obtaining an ACAS early conciliation certificate had her case dismissed for lack of jurisdiction, despite later rectifying the error.

Administrative employee v London Road Surgery

An employment tribunal has allowed a race discrimination claim to proceed against London Road Surgery, but struck out the unfair dismissal claim because the employee had less than two years' service.

Security officer (zero-hours contract) v G4S Secure Solutions (UK) Limited

A tribunal struck out a security officer's unfair dismissal claim because she was not an employee and had not been dismissed, highlighting the limits of employment rights for casual workers.

Remote Support Technician (3 years' service) v CA Technical Software Ltd t/a Computer Assistance

A tribunal found that a remote support technician was an employee, not self-employed, and awarded £15,758.74 for unfair dismissal, including a 25% uplift for failure to follow the ACAS code.

Former employee v Premier Recruitment Derby

A former employee who worked for less than two years won £1,045 for unlawful deduction of wages and failure to provide written particulars. His unfair dismissal claim was struck out due to insufficient service.

Customer services assistant v Compass Group UK & Ireland Limited

A customer services assistant who claimed she was dismissed from her 0-hour contract had less than two years' service and her claim was dismissed. The tribunal also found her claim was out of time.

Security officer (agency worker) v Knightsbridge Residents Management Company Limited, CN Security Limited, London Portman Hotels Ltd t/a NOBU Hotel

A security officer who worked for only a few weeks had his unfair dismissal claim struck out because he lacked two years' service and had used the wrong company for early conciliation. His discrimination claims were allowed to proceed.

Learning mentor / training course developer v Willing and Able Ltd (in voluntary liquidation)

A tribunal ruled that a learning mentor who developed and delivered apprenticeship courses was an employee, not a self-employed contractor. The case will now proceed to a final hearing on multiple claims including unfair dismissal and discrimination.

Quality Consultant (via limited company) v Benson Viscometers Ltd

A Quality Consultant who provided services through his own limited company was found not to be a worker or employee of the end-user, Benson Viscometers Ltd, so the tribunal had no jurisdiction to hear his claims.

Food packer (variable hours) v Ambitions Ltd

A food packer's unfair dismissal claim was struck out because she was still employed by Ambitions Ltd. Her holiday pay and payslip claims also failed.

Accountant / bookkeeper v Cornerstone Care Solutions Ltd

An accountant who worked for Cornerstone Care Solutions Ltd as a bookkeeper was found to be self-employed, so the tribunal had no jurisdiction to hear her unfair dismissal claim. The respondent's costs application was also refused.

Site supervisor/manager in window fitting v Flexwood Windows Ltd (In Voluntary Liquidation)

A tribunal ruled that a site supervisor who signed self-employed contracts with two agencies was in fact an employee of the end-user, Flexwood Windows Ltd, and awarded over £28,800 for unfair dismissal.

Beauty Therapist v Rebecca Squires

A beauty therapist who worked set hours, wore a uniform and used the respondent's equipment has been found to be an employee, allowing her claims for unfair dismissal and unlawful deductions to proceed.

Security officer v Cordant Security Ltd

A security officer with less than two years' service had his unfair dismissal claim struck out. His claim for unlawful deduction from wages also failed.

Estate Manager v Juniper Hill Ltd

An Estate Manager who was dismissed days before reaching two years' service lost his unfair dismissal claim because the tribunal found the effective date of termination was before the qualifying period.

Former employee v Atiqun Nabi (trading as Econtrol Ltd)

A former employee who was barred from bringing an unfair dismissal claim due to less than two years' service won a breach of contract claim and was awarded £2,595.99.

Cleaner (29 years' service) v Miss B Gurney, Merali's Limited, Fordover Services Limited

A cleaner who worked for 29 years cleaning common parts of a building was found to be genuinely self-employed, meaning the tribunal had no power to hear her unfair dismissal and discrimination claims.

Literary agent (commission-only) v The Andrew Lownie Literacy Agency Ltd

A literary agent paid solely by commission lost his unfair dismissal claim after the tribunal ruled he was not an employee. The case shows the importance of control, mutuality of obligation, and personal service in determining employment status.

Medical doctor (diet clinic) v The Fine Clinic Limited

A medical doctor at a diet clinic was found to be a worker rather than an employee, meaning her unfair dismissal claim failed. However, her whistleblowing claim was allowed to proceed, subject to a £50 deposit order.

Legal counsel (UK qualified solicitor) v Standard Chartered Bank

A British solicitor working for Standard Chartered Bank in the Dubai International Financial Centre had her unfair dismissal and discrimination claims struck out because the tribunal lacked territorial jurisdiction.