Out of time

Bank employee v Lloyds Bank Plc

A bank employee's unfair dismissal claim was dismissed as out of time, even though the tribunal accepted her severe mental health made it not reasonably practicable to claim within the first three months.

Qualified social worker (over 20 years' experience) v Devon County Council

An experienced social worker's race discrimination and constructive dismissal claims against Devon County Council were dismissed because she presented her claim too late, and the tribunal refused to extend time.

EFL Teacher (18 years' service) v Golders Green College & School of English Ltd

An EFL teacher with 18 years' service was constructively dismissed after her employer unilaterally imposed a zero-hours contract and refused union representation. The tribunal awarded £39,208.47.

Housekeeping Assistant (2 years' service) v Athlone House Limited

A housekeeping assistant's unfair dismissal claim was struck out because UK sanctions on the company's owner made it illegal to pay her. The tribunal said the claim had no reasonable prospect of success.

Former employee (15 years' service) v Greggs plc

A former employee of Greggs plc who resigned after grievances were not upheld had her unfair dismissal claim dismissed because she presented it 26 days after the three-month time limit.

Healthcare assistant (1 year 6 months' service) v Barchester Healthcare Limited

A healthcare assistant who waited over two years to bring a whistleblowing and discrimination claim after his dismissal had his case dismissed as out of time. The tribunal found it was reasonably practicable to have presented the claim within the statutory time limit.

Former Uber driver v Uber London Limited

A former Uber driver who waited four years to bring an unfair dismissal claim had it dismissed as out of time. The tribunal ruled it was reasonably practicable for him to have claimed within three months of his engagement ending.

Cleaning operative (1 year 4 months' service) v C&D Cleaning Services Limited

A cleaning operative who filed two unfair dismissal claims after the three-month deadline has had both claims dismissed. The tribunal found it was reasonably practicable for him to have filed in time.

Former employee v T. Cribb & Sons Ltd

A former employee's unfair dismissal claim was dismissed because she presented it 12 days after the three-month deadline. The tribunal found it was reasonably practicable for her to have claimed on time.

Branch Care Manager (18 months' service) v MIDSHIRES CARE LTD T/A HELPING HANDS HOME CARE

A Branch Care Manager's claim for direct race discrimination and victimisation was dismissed because she presented it 28 days late. The tribunal refused to extend time, finding no just and equitable reason.

Former employee v Away Resorts Limited

A former employee's breach of contract claim against Away Resorts Limited was struck out as out of time. The tribunal found it was reasonably practicable for him to present the claim on time, despite his son's hospitalisation and home flooding.

Former employee v Secretary of State for Justice

A former employee who claimed he was victimised for leaving work to take a COVID-19 test had his case struck out for being out of time and having no reasonable prospect of success. He was also ordered to pay £50,186.50 in costs.

Former employee v Park Holidays UK Limited

A former employee's claims of automatic constructive unfair dismissal and sexual orientation harassment were struck out after he presented his claim nine months late, despite having initially filed on time but without an ACAS certificate.

Registered Manager (domiciliary care) v Allwell Care Company Ltd

A registered care manager with emotionally unstable personality disorder was harassed by his employer through a derogatory 'chimp' comment, a push, and a detrimental reference. The tribunal awarded £22,966.72.

Chef (3 years' service) v Farmhouse Kitchen Huntleys Limited

A chef was automatically unfairly dismissed when her employer fired her by message after she requested time off for pregnancy-related bleeding. The tribunal awarded £18,479 for unfair dismissal, discrimination, and unauthorised deductions.

Former child actor v The Walt Disney Company Limited

An 11-year-old's unfair dismissal claim against Disney was struck out because it was filed over 10 months after the deadline. The tribunal said it was not just and equitable to extend time.

Dental lab manager (9 years' service) v The Town Hall Group Ltd

A dental lab manager with nine years' service was constructively unfairly dismissed after his employer cut his hours from 43 to 18 per week without any consultation. The tribunal found the employer's conduct amounted to a repudiatory breach of contract.

Former employee v The Energy Comparison Service Limited (in creditors voluntary liquidation)

A former employee was awarded over £37,000 after colleagues repeatedly called him 'old man' and 'grandpa', and the company made unauthorised deductions from his wages and failed to pay holiday pay.

Former employee v The Langley Hall Primary Academy Trust

A former employee's unfair dismissal claim was thrown out because he contacted ACAS one day late and submitted his claim about a week outside the time limit. The tribunal found no evidence to extend time.

Assistant Practitioner (22 Jan 2019 – 17 Dec 2020) v Norfolk and Suffolk NHS Foundation Trust

A tribunal dismissed a former NHS assistant practitioner's racial harassment claims, finding the allegations were not supported by evidence and were brought too late. The claimant was ordered to pay £5,000 costs for unreasonable conduct.

Former employee v Environment Agency

A former employee's unfair dismissal, sex discrimination and whistleblowing claims were thrown out after he presented them almost six years after his employment ended. The tribunal also ordered him to pay £400 in costs.

Former employee v Qioptiq Limited

A former employee's unfair dismissal claim against Qioptiq Limited was dismissed after he submitted it nearly two months late and failed to provide medical evidence for the delay despite multiple opportunities.

Senior nurse (3 years' service) v Barchester Healthcare Ltd

A tribunal struck out a senior nurse's unfair dismissal and disability discrimination claims because she filed them more than four years after the deadline, despite knowing the time limits.

Taxi driver (2 years 9 months' service) v Uber Britannia Limited

A taxi driver who waited over six months to bring his claim after Uber deactivated his account has had his case thrown out by the Nottingham tribunal for being well outside the three-month time limit.

Former employee v AM Construction and Engineering Limited

A former employee's unfair dismissal claim was thrown out because he relied on the Citizens Advice Bureau to submit his claim, but the three-month deadline had already passed.

Former employee (10 days' service) v MacBeattie Recruitment Ltd t/as ROC Recruitment

A tribunal dismissed a former employee's race discrimination claim after she filed it two weeks past the extended deadline, finding no credible reason for the delay and describing the claim's merits as weak.

Bureau operator (19 years' service) v Thales DIS UK Limited

A bureau operator with 19 years' service had his claims for breach of contract and discrimination thrown out because they were lodged over four years after his dismissal.

Former employee v Keepmoat Homes Ltd

A tribunal dismissed a former employee's claims for unfair dismissal, breach of contract and unlawful deductions because they were presented one day late, and it was reasonably practicable to file on time despite dyslexia and Covid-19.

Cleaner (evening, 6 hours/week, 3 years' service) v Razors and Blades Limited

A part-time cleaner who was dismissed after asking to be furloughed has won her unfair dismissal claim after her employer failed to submit a response to the tribunal.

Former employee v Just Paper Tubes Ltd

A former employee's unfair dismissal claim was struck out as out of time after she emailed her ET1 form and failed to read the tribunal's automatic reply stating that claims cannot be accepted by email.

Lunchtime supervisor (20 years' service) v Diocese of Ely Multi-Academy Trust

A lunchtime supervisor with 20 years' service resigned claiming constructive dismissal but filed her claim 117 days late. The tribunal dismissed the claim for lack of jurisdiction and struck out discrimination claims as having no reasonable prospect of success.

Former employee v C A Leith (Opticians) Limited

A former optician employee's disability discrimination claims were dismissed because they were filed too late. The tribunal refused to extend the time limit, finding it was not just and equitable to do so.

Sales assistant (7 months' service) v Electronic Wholesale Suppliers (Guildford) Limited

A sales assistant who was dismissed for unauthorised absence the day after submitting a fit note for mixed anxiety and depressive disorder has won a disability harassment claim. The tribunal awarded £22,178.95.

Former employee v Shaw Trust Ltd

A former employee's breach of contract claim against Shaw Trust Ltd was dismissed because he filed his claim one day late, despite receiving advice from ACAS and an independent advisor who failed to mention the time limit.

Global IT Finance Planning and Analysis Manager (5 years' service) v Walgreens Boots Alliance Services Limited

A tribunal dismissed a manager's race and sex discrimination claims because they were presented too late, finding that separate promotion decisions were not part of a continuing act and that it was not just and equitable to extend time.

Director (solicitor, 2 years' service) v Duncan Lewis Solicitors Limited

A director with extreme fatigue was dismissed for unauthorised absence without any medical evidence or occupational health referral. The tribunal found unfair dismissal and disability discrimination.

Relief pharmacist (11 years' service) v Boots Management Services Limited

A relief pharmacist with 11 years' service was subjected to racial harassment by colleagues and then constructively dismissed after his employer mishandled his grievance. The tribunal awarded £45,263.11.

Delivery driver v Euro Car Parts Limited

A delivery driver with ADHD was dismissed for persistent lateness while on a final warning. The tribunal rejected her claims of unfair dismissal and disability discrimination, finding the employer acted reasonably.

Senior doctor (consultant cardiac surgeon) v Liverpool Heart and Chest Hospital NHS Foundation Trust

A consultant cardiac surgeon who presented his unfair dismissal claim five months after the deadline was refused an extension. The tribunal found it was reasonably practicable for him to have claimed in time, despite his health issues and lack of awareness of the time limit.

Nurse (3 years 3 months' service) v Quality Care Management Ltd

A nurse who was dismissed for gross misconduct in 2021 waited over two years to bring her claim. The tribunal refused to extend time, striking out both her unfair dismissal and race discrimination claims.

Former employee v London Borough of Newham

A former employee's unfair dismissal claim was thrown out because he contacted ACAS two days after the three-month deadline, even though he read his dismissal email the day after it was sent.

Support worker (3 years' service) v Acorn Care Home

A support worker who missed the three-month deadline to bring an unfair dismissal claim because her legal representative failed to act in time has had her case dismissed. The tribunal ruled it was reasonably practicable for her to have filed on time.

Lead learning support assistant (11 years' service) v The Windsor Forest Colleges Group

A tribunal struck out a constructive dismissal claim presented five months after resignation and ordered the claimant to pay £1,013.48 in costs. The earlier age discrimination claim survived a strike-out application.

Former employee v North Norfolk District Council

A former employee's unfair dismissal claim against North Norfolk District Council was struck out after he issued proceedings over 16 months after the time limit expired. The tribunal rejected his argument that his dyslexia and ACAS's failure to explain the time limit made it not reasonably practicable to claim in time.

Estate agency employee v Farrell Heyworth Limited

An estate agency employee who mistakenly emailed her claim form to ACAS instead of the tribunal has been given permission to proceed with her constructive unfair dismissal claim, even though it arrived five days after the deadline.

Former employee (kitchen designer) v Leighton Buzzard Self Storage Ltd t/a Cinch Self Storage

A former kitchen designer's constructive unfair dismissal claim was thrown out after he filed it four months late, with the tribunal finding he could have acted sooner despite seeking advice.

Voting and Engagement Analyst (6 months' service) v Federated Hermes Limited

A fixed-term employee who knew the deadline but delayed because he was unhappy with his draft claim form had his unfair dismissal and discrimination claims thrown out by the tribunal.

Former employee v British Telecommunications plc

A tribunal struck out a former employee's claims because they were presented five months late, and refused to extend time even after the employee submitted additional medical evidence.

Security Officer (1 year 9 months' service) v Alpha Response (2004) Ltd t/a Red Support Services

A security officer who tried to add two new protected disclosures to his unfair dismissal claim 16 months after presenting his claim was refused by the tribunal, which found it was reasonably practicable to have included them earlier.

Deputy General Manager - Operations (12 years' service) v Artionis (UK) Ltd

A deputy general manager with 12 years' service failed to prove constructive dismissal after her employer changed her role while she was on maternity leave. The tribunal found the employer's actions were reasonable and most claims were brought too late.

Former employee v Portobello House Ltd

A former employee's unfair dismissal and discrimination claims were struck out after the tribunal found they were presented too late, even though she had started early conciliation.

Process and Technical Manager (11 years' service) v Slicker Recycling Limited

A tribunal dismissed a claim for unfair dismissal and discrimination after the claimant presented his case one day late and failed to attend hearings or provide any explanation for the delay.

Former employee (less than 1 year service) v Churston Court Inn Ltd

A tribunal has awarded nearly £30,000 to a pregnant employee who was dismissed by text message after complaining about derogatory comments and a failure to provide support with lifting.

Former employee v Secretary of State for Work and Pensions

A former employee's unfair dismissal claim was dismissed after she failed to attend a preliminary hearing and did not contact the tribunal. The claim was also presented well out of time.

Former employee (permanent executive platform secretary, 1976-1983) v Bank of America NA

A former employee's unfair dismissal claim against Bank of America NA was dismissed as out of time after she presented it nearly 40 years after her employment ended. The tribunal found no reasonable explanation for the delay.

Teaching assistant v Hospital and Home Education

A teaching assistant who resigned in September 2021 waited over 11 months to start ACAS early conciliation. The tribunal refused to extend time, dismissing her disability discrimination claim as out of time.

Former employee v Whitbread Group Plc

A tribunal has dismissed a former employee's claims of constructive unfair dismissal, unpaid wages and race discrimination against Whitbread Group Plc because they were brought too late.

Former employee v DHL Services Limited

A former DHL employee's unfair dismissal claim was thrown out after being filed one day late. The tribunal found it was reasonably practicable to submit on time, rejecting ADHD and technical difficulties as excuses.

Former ambulance service employee v South Central Ambulance Service NHS Foundation Trust

A former ambulance service employee had her unfair dismissal and disability discrimination claims struck out after lodging them over three weeks late. She was ordered to pay £4,305.48 in costs.

Former employee v BUPA Care Homes (ANS) Limited

A former employee's unfair dismissal claim against BUPA Care Homes was dismissed because she presented it nearly seven months after her dismissal, well beyond the three-month time limit. The tribunal found it was reasonably practicable for her to have brought the claim in time.

Former employee (security guard) v Wanis Management Services LLP

A former security guard's unfair dismissal claim was dismissed after he presented it two months after the deadline. The tribunal ruled it was reasonably practicable for him to have filed on time despite his mental health issues and lack of legal knowledge.

Residential support worker (nearly 5 years' service) v Evolve Child Care Ltd

A residential support worker who resigned after a co-worker's Alzheimer's joke was not constructively dismissed, the tribunal has ruled. The claim for harassment related to age also failed.

Former employee v Carbolite Gero Limited

A former employee who resigned and then waited until after his grievance appeal to bring an unfair dismissal claim was too late. The tribunal ruled it had no jurisdiction to hear the claim, which was presented over two months after the three-month time limit expired.

Crane Operator and Warehouse Assistant v Barrett Steel Limited

A crane operator who thought his unfair dismissal claim deadline ran from the appeal outcome lost his case when the tribunal ruled the clock started ticking from the original dismissal letter.

Former employee v Best Time Limited

A former employee's unfair dismissal claim against Best Time Limited was struck out after she missed the time limit to contact ACAS and failed to explain the delay.

Senior Sales Consultant (2 years' service) v Ninety Watches and Jewellery Limited

A tribunal dismissed a former sales consultant's race and religion discrimination claims because they were presented more than six months after her dismissal, and it was not just and equitable to extend time.

Conveyancing solicitor v A A Holmes Limited

A conveyancing solicitor who resigned after her employer threatened a 25% pay cut without agreement has won £11,657 in notice pay. The tribunal found the employer's unilateral salary reduction was a fundamental breach of contract.

Firefighter (3 years' service) v London Fire Commissioner

A firefighter who waited over a year to bring unfair dismissal and race discrimination claims after his misconduct dismissal had his case struck out by the tribunal as out of time.

Former employee v Real Life Oldham Limited

A tribunal found that a former employee was unfairly dismissed because of her pregnancy, and awarded over £23,800 including £12,000 for injury to feelings.

Former employee (3 years' service) v Sage UK Ltd

A former employee's claims of constructive unfair dismissal and pregnancy/maternity discrimination were dismissed after the tribunal refused to extend the time limits, finding the claims were presented too late.

Parts Sales Manager (14 years' service) v Chassis Cab Ltd

A tribunal dismissed an unfair dismissal claim from a Parts Sales Manager with 14 years' service because he presented it over four months late, ruling it was reasonably practicable for him to have done so in time.

Domestic worker (overseas domestic worker visa) v Mr R K Jain

A domestic worker who was paid far below the minimum wage and worked seven days a week had her claims dismissed because they were presented to the tribunal three months late.

Kitchen designer (5 months' service) v Wilmslow Kitchen Interiors Limited

A kitchen designer who was dismissed by text message after just five months had her entire claim dismissed because she presented it after the statutory time limit. The tribunal found it was reasonably practicable for her to have claimed earlier.

Trainee bus driver (9 days' service) v Warrington Borough Transport Limited

A trainee bus driver who presented his race discrimination claim one day late has had his case dismissed, with the tribunal refusing to extend time due to a lack of medical evidence explaining the delay.

Former employee v Lloyds Bank Plc

A former employee of Lloyds Bank who omitted her full postal address from an online ET1 form had her unfair dismissal claim accepted out of time after the tribunal ruled it was not reasonably practicable to present it correctly.

Former employee v Imperial College Healthcare NHS Trust

A former employee's unfair dismissal and most disability discrimination claims were struck out after he presented his claim two days late, due to a misunderstanding of the time limit.

Senior Social Media Manager (2 years 7 months' service) v Herbalife Europe Limited

A tribunal struck out several race harassment and victimisation allegations from a senior social media manager against Herbalife Europe, ruling they were brought too late. Other claims will proceed to a final hearing.

Learning Manager (12 years' service) v Delta Acadamies Trust

A learning manager with 12 years' service had her unfair dismissal and disability discrimination claims thrown out by a tribunal because she presented them nearly a month late, despite being aware of the time limit.

Part-time lecturer v De Montfort University

A part-time lecturer who waited over a year to bring an unfair dismissal claim after his employment ended due to right-to-work issues has had his case dismissed as out of time.

Former employee v Intimates Lingerie LLP

A former employee who submitted her unfair dismissal claim nearly a year late has been allowed to proceed after the tribunal found she was reasonably ignorant of the correct procedure.

Former employee v North Rutland Health Partnership

A former employee who withdrew claims against two respondents at a case management hearing failed to have the dismissal judgment reconsidered. The tribunal also dismissed her unfair dismissal claim for lack of jurisdiction but allowed disability discrimination claims to proceed out of time.

Hotel manager (4 years' service) v Delfino Logic Limited

A tribunal dismissed a hotel manager's claims for unfair dismissal, disability discrimination and unpaid wages because they were presented over a month late. The judge found that his ADHD did not prevent him from bringing the claim on time.

Deputy Team Manager (social worker, 8 years' service) v East London NHS Foundation Trust

A social worker who resigned claiming constructive dismissal had all her claims struck out after presenting them two weeks late. The tribunal refused amendments and found no reasonable excuse for the delay.

Overseas Detainee Custody Officer (9 years' service) v Mitie Care and Custody Limited

An overseas detainee custody officer who was dismissed after four years of sickness absence had his unfair dismissal and disability discrimination claims rejected because he presented them too late, despite the tribunal accepting he had a good reason for the initial delay.

Former employee v Footballco Media Ltd

A former employee who resigned claiming constructive dismissal had his claim dismissed because it was filed 12 days late, after his solicitors failed to see the ACAS certificate. The tribunal refused to extend the time limit.

Radio Presenter (3 years 9 months' service) v British Broadcasting Corporation

A BBC radio presenter who resigned after a colleague's 'leprechaun' tweet saw all his claims thrown out because he filed his tribunal claim too late, despite receiving incorrect legal advice.

Agency healthcare assistant (agency worker) v Secretary of State for Justice

An agency healthcare assistant's claims against the Secretary of State for Justice were dismissed after the tribunal found it had no jurisdiction over her unfair dismissal claim and her discrimination claims were presented two days late.

Former employee v Teleperformance Ltd

A tribunal dismissed all claims from a former Teleperformance Ltd employee because they were presented too late and the claimant did not attend the final hearing or provide any explanation for the delay.

Care worker (2 years' service) v GP Homecare Ltd t/a Radis Community Care

A care worker who resigned in September 2021 but did not bring her claim until May 2022 had her unfair dismissal and discrimination claims thrown out by the Birmingham tribunal as out of time.

Former employee (7 years' service) v Monster Energy Europe Ltd

A former employee's constructive unfair dismissal and discrimination claims were dismissed because they were presented 5 days late, with no medical evidence covering the relevant period.

Car mechanic v NK MOT Limited

A car mechanic who was summarily dismissed after a missing tool was found in his toolbox had his unfair dismissal claim rejected because he presented it 17 days after the legal deadline.

Social worker (9 years' service) v Ealing Council

A social worker who resigned after a supervision session had her constructive unfair dismissal claim thrown out because she waited too long to bring it. Other discrimination claims were allowed to proceed.

Former employee v David Lloyd Leisure

A former employee's unfair dismissal claim against David Lloyd Leisure was dismissed after she failed to attend the hearing and did not respond to tribunal correspondence. The claim also appeared to be out of time.

Office Manager (15 years' service) v A1 Taxis Ilford Limited

A tribunal struck out an office manager's unfair dismissal claim because he presented it more than a year after his employment ended by mutual consent, far beyond the three-month time limit.

Former employee v Al-Khair Foundation

A former employee brought claims for unfair dismissal, disability discrimination, and more against Al-Khair Foundation, but all were dismissed as presented too late.

Former health and well-being coordinator (28 years' service) v Gateshead Council

A tribunal has dismissed an unfair dismissal claim brought by a former health and well-being coordinator with 28 years' service, because she presented her claim 12 days after the deadline. No compensation was awarded.

Former employee v Caffyns Plc

A former employee's unfair dismissal and whistleblowing claims were thrown out after he presented them nearly six months out of time, with the tribunal finding no reasonable excuse for the delay.

HR Advisor/Co-Ordinator (6 years' service) v Felixstowe Dock & Railway Company

A tribunal has dismissed an HR advisor's unfair dismissal and disability discrimination claims because he presented them 12 days late, ruling it was reasonably practicable to have filed on time.

Former employee v Reckitt

A former employee's claim of constructive unfair dismissal and discrimination against Reckitt was dismissed because she presented her claim over five months after her employment ended, missing the time limit by two days.

Compliance Engineer (contractor, 7 months' service) v Jaguar Land Rover Ltd

A contractor at Jaguar Land Rover succeeded in claims of sex-related harassment after a male colleague entered her home while she was in the shower and later sent flowers. The tribunal upheld three of five harassment allegations.

Former employee (IT sector, 3 years' service) v IBM UK Ltd

A former IBM employee won permission to amend his race discrimination claim to include the grievance process, but earlier allegations were struck out as out of time.

Former manager v MS and AC Banbury

A former manager's claims for whistleblowing detriment and unauthorised wage deductions were struck out after she presented them late and failed to attend the preliminary hearing.

Bar staff (3 years' service) v Mitchells & Butlers Retail Ltd

A tribunal dismissed an unfair dismissal and disability discrimination claim from a bar worker with three years' service because she brought it too late, despite her depression and alcohol misuse.

Telephone operator (taxi firm) v Key Cars (Widnes) Ltd (in Liquidation)

A telephone operator who was dismissed for taking a cigarette break 12 minutes into her shift, while other employees who did the same were not disciplined, has won her claim for automatic unfair dismissal related to pregnancy. The tribunal awarded her £17,003.

Specialty anaesthetist doctor v Cwm Taf Morgannwg University Local Health Board

A specialty anaesthetist doctor had his race discrimination and victimisation claims dismissed after the tribunal found he missed the time limits and it was not just and equitable to extend time.

Band 6 mental health crisis team worker (3 years' service) v Rotherham Doncaster and South Humber NHS Foundation Trust

A mental health worker's unfair dismissal and discrimination claims were dismissed as out of time after he waited for union assistance before presenting his claim. The tribunal found he could have acted sooner.

Sales person (8 years' service) v The Quality Koi Company Limited

An employment tribunal dismissed an unfair dismissal, redundancy and notice pay claim because it was presented six days after the deadline, rejecting the claimant's explanation of a postal strike as unsupported by evidence.

Former employee v Atalian Servest Security Ltd

A former employee's claims for race discrimination and unlawful deduction of wages were dismissed because they were brought too late. The tribunal also refused a reconsideration application.

Former employee v T4 Trust

A former employee's unfair dismissal claim was struck out after he presented his claim 15 days after the three-month time limit expired. The tribunal rejected his argument that he relied on advice from his union representative.

Cleaner (two sites, 11 hours per week) v KGB Cleaning & Support Services Ltd

A cleaner who was made redundant after her employer lost two cleaning contracts had her unfair dismissal and race discrimination claims struck out because she presented them to the tribunal more than three months after her dismissal.

Business analyst (4-5 years' service) v Barclays PLC and others

A business analyst who resigned from Barclays in April 2021 but did not bring his claim until August 2022 had his case dismissed as out of time. The tribunal found his mental health condition did not prevent him from acting sooner.

Science teacher v Enrich Learning Trust

A science teacher who filed her tribunal claim 73 days late has had her unfair dismissal and disability discrimination claims dismissed. The tribunal found it was reasonably practicable for her to have claimed on time.

Senior customer service adviser (15 months' service) v Saint-Gobain Building Distribution Ltd t/a Jewson

A senior customer service adviser with less than two years' service had his unfair dismissal claim thrown out for being presented 4.5 months late, but his discrimination claims will proceed to a full hearing.

Consultant haematologist (33 years' service) v Shrewsbury and Telford Hospital NHS Trust

A consultant haematologist with 33 years' service lost his unfair dismissal claim after the tribunal ruled he filed it 89 days late. The claim was struck out because it was reasonably practicable for him to have submitted it on time.

Former employee (bus driver) v Arriva The Shires Limited

A former bus driver's claims for constructive dismissal and race discrimination were struck out after he presented his claim five months late and failed to attend the final hearing.

Former employee v Welbeck House Limited (in liquidation)

A former employee's claim for a protective award after redundancy has been dismissed by the Nottingham tribunal because it was brought well after the three-month time limit and the claimant did not attend the hearing.

Former employee (Nigerian national) v University College London Hospital

A former employee's unfair dismissal claim was struck out because it was presented eight and a half months after the three-month time limit expired. The tribunal found that neither his depression nor the ongoing internal appeal made it 'not reasonably practicable' to file on time.

Skilled labourer (26 years' service) v Balfour Beatty Group Employment Limited

A severely dyslexic labourer who could not read or write was granted an extension to bring an unfair dismissal claim against Balfour Beatty, after the tribunal found it was not reasonably practicable for him to meet the deadline.

General maintenance worker (13 years' service) v A Mead & K Hawke Farming

A general maintenance worker with 13 years' service had his unfair dismissal claim thrown out after submitting it 35 days past the deadline. The tribunal ruled it was reasonably practicable for him to have claimed on time.

Former employee v First Transpennine Express Ltd

A former employee's unfair dismissal claim was dismissed after he presented it one week late and failed to explain the delay or attend the hearing.

Former employee (65 years old at dismissal) v Tarmac Trading Ltd

A tribunal threw out unfair dismissal and age discrimination claims brought 83 days late, finding the claimant had no reasonable excuse for the delay despite having access to ACAS and online resources.

Former employee (supplied via agency) v The Commissioners for His Majesty's Revenue and Customs

A former agency worker who waited over three years to bring an unfair dismissal and race discrimination claim had his case struck out as having no reasonable prospects of success. He was also ordered to pay £4,203 in costs.

Acting manager (32 years' service) v Hindle Gears Limited

A tribunal dismissed an unfair dismissal claim from an acting manager with 32 years' service because he filed it too late, despite multiple ACAS contacts and an ongoing appeal.

Bar person and keyholder (4 years' service) v Ravensworth Golf Club

A bar person who believed the time limit for an unfair dismissal claim ran from her appeal outcome rather than her dismissal date had her claim dismissed as out of time. The tribunal found it was reasonably practicable for her to have presented the claim on time.

Former employee v Sami Husseyin

A former employee was awarded £26,668 after being dismissed because of pregnancy and pregnancy-related illness. The tribunal found the employer, a sole trader, discriminated against her and unfairly dismissed her.

Temporary employee (agency worker) v Brook Street (UK) Ltd

An agency worker won her claim for unlawful deduction of wages after being paid late for a March 2020 shift, but received no compensation as the sum was paid in May 2020. Her claim that she should have been furloughed was dismissed.

Former employee v Alma Ironcraft Limited (Creditors Voluntary Liquidation)

A former employee who waited over a year to claim a redundancy payment lost his case because he missed the strict six-month time limit. The tribunal refused to extend time.

Teaching and Learning Assistant (18 years' service) v Southend East Community Academy Trust

A teaching assistant dismissed for a Facebook post about her school was too late to bring an unfair dismissal claim. The tribunal ruled it was reasonably practicable for her to have filed in time, despite her stress and anxiety.

Former employee (bus driver) v London General Transport Services Ltd (t/a Go Ahead London)

A tribunal dismissed all claims from a former bus driver because they were brought well after the legal time limits, with no explanation for the delay.

Part-time waitress (3 years' service) v Ocho Steak House Limited

A part-time waitress with 3 years' service was unfairly dismissed when her employer fired her by text message after she said she could not return to work immediately due to depression and anxiety. The tribunal awarded £1,724.84 in compensation.

Field engineer v Openreach Limited

A field engineer who was tricked by a fraudulent adviser into believing his claim had been submitted in time has been granted an extension by the tribunal, allowing his unfair dismissal case to go ahead.

Former employee v Amazon UK Services Limited

A former Amazon employee who wrongly assumed the three-month time limit for an unfair dismissal claim ran from his appeal outcome has had his claim thrown out by a tribunal.

Former employee v Whittington Health NHS Trust

A former employee's unfair dismissal claim against Whittington Health NHS Trust was dismissed as out of time after he contacted ACAS two days late and presented his claim nine days after the deadline.

Neighbourhood Response Officer (13 years' service) v Clarion Housing Group Ltd

A neighbourhood response officer with bipolar disorder had his unfair dismissal claim struck out because he presented it five months late, despite the tribunal accepting his mental breakdown made it impossible to claim on time.

Contact Officer (6 years' service) v The Chief Constable of Devon and Cornwall Constabulary

A police contact officer who waited for his internal appeal to finish before bringing an unfair dismissal claim was out of time. The tribunal dismissed the claim, but allowed his discrimination complaints to proceed.

Former employee v Utility Savings Group Ltd

A former employee's claims for unfair dismissal, holiday pay, and breach of contract were dismissed by the tribunal because they were brought outside the legal time limits and she failed to attend the final hearing.

Pharmacist (3 months' service) v L. Rowlands & Company (Retail) Limited

A tribunal struck out a pharmacist's claim of automatic unfair dismissal because it was presented more than three years after her dismissal, far beyond the three-month time limit.

Prison Custody Officer (2 years 10 months' service) v Serco Limited

A prison custody officer's unfair dismissal claim was struck out because she submitted her ET1 without an ACAS early conciliation certificate, and the defect could not be cured by later providing one.

Surveyor (probationary period) v Mersey Eco Grants Ltd

A surveyor who was dismissed by phone just before his probation ended had his unfair dismissal and discrimination claims dismissed because he presented his claim six days late and failed to comply with tribunal orders.

Cabin crew (former employee) v Virgin Atlantic Airways Ltd

A former Virgin Atlantic cabin crew member who delayed her unfair dismissal claim by six months to preserve her chance of re-employment from a redundancy holding pool has had her claim dismissed as out of time.

Former employee v West London NHS Trust

A former employee of West London NHS Trust had his claims of unfair dismissal, unlawful deduction from wages, and race discrimination dismissed because he filed them too late.

Operations Team Leader (2 years' service) v The Bennie Group Limited

A tribunal extended time for an employee who missed the claim deadline by one day after ACAS gave misleading advice about the deadline. The claims for unfair dismissal and disability discrimination were allowed to proceed.

HART Paramedic (7 years' service) v South Western Ambulance Service NHS Foundation Trust

A HART paramedic with 7 years' service was unfairly dismissed and discriminated against after developing PTSD from a training incident. The tribunal awarded £26,087 in compensation.

Help to claim advisor (3 years' service) v Epping Forest District Citizens Advice Bureau

A help to claim advisor who was made redundant after a TUPE transfer had her unfair dismissal and discrimination claims thrown out because she contacted ACAS four months after her dismissal, well beyond the three-month time limit.

Former employee v Oxleas NHS Foundation Trust

A former employee's unfair dismissal claim against Oxleas NHS Foundation Trust was struck out because she presented it too late. The tribunal found it was reasonably practicable to have filed in time.

Former employee v Wellington for Langley Hall

A former employee's claims of unfair dismissal and disability discrimination were struck out after the tribunal found they were presented over a year after her employment ended, and she failed to attend the hearing.

Part-time shed builder (7 years' service) v Hunt Sheds Limited

A part-time shed builder with bowel cancer was told he hadn't 'a fucking days' work' in him and dismissed. The tribunal awarded £10,610 after the employer failed to defend the claim.

Quality Assurance Expert (approx. 2 years 8 months' service) v CMR Surgical Limited

A Quality Assurance Expert who resigned claiming constructive dismissal had her entire claim thrown out because she waited over three months to begin Early Conciliation. The tribunal found no excuse for the delay.

Former employee v Hydrosphere UK Ltd

A former employee's claims of age and race discrimination against Hydrosphere UK Ltd were dismissed as out of time, and his unfair dismissal claim was struck out for lack of service.

Farm labourer (25 years' service) v Nodewell Farm Partners

A farm labourer with 25 years' service saw his unfair dismissal claim thrown out because he submitted it one day after the deadline, despite having previous tribunal experience.

Former employee v Chris Hayter Haulage Limited

A tribunal dismissed an unfair dismissal and disability discrimination claim after the former employee admitted he knew the time limits but delayed because he hoped for a settlement. The claim was presented 32 days late.

Sales Manager (3 years 8 months' service) v Jansen UK Ltd

A sales manager who was dismissed by phone after insisting on a contractual £3k bonus has been awarded over £39,000 for unfair dismissal. The tribunal found the real reason was the bonus dispute, not poor performance.

Work area manager (11 years' service) v Royal Mail Group Limited

A manager with 11 years' service at Royal Mail had his unfair dismissal claim dismissed because he filed it after the three-month deadline. The tribunal found it was reasonably practicable for him to have filed in time.

Yard Manager (2 years' service) v A.S.H Elite Equine Ltd

A yard manager was dismissed just weeks after telling her employer she was pregnant. The tribunal awarded over £54,000 for automatic unfair dismissal and pregnancy discrimination.

IT business consultant / service designer (4 years' service) v Experian Limited

An IT consultant who resigned after being placed on performance improvement plans while experiencing menopausal symptoms lost her claims for constructive unfair dismissal and discrimination. The tribunal found Experian's actions were reasonable and not discriminatory.

Chef (2 years' service) v Bills Restaurants Limited

A chef who was dismissed for gross misconduct after an allergen incident saw his unfair dismissal, wrongful dismissal and unlawful deduction claims dismissed because they were presented to the tribunal one day after the statutory deadline.

Former employee v RT Decorators and Builders Ltd

A former employee who brought an unfair dismissal claim without the required two years' service, and a notice pay claim nearly eleven months late, has had both claims dismissed by the London Central Employment Tribunal.

Former employee v Manor Restaurants (UK) Limited

A former employee's claim for unpaid wages and discrimination was struck out after he presented it late and failed to attend the preliminary hearing. No damages were awarded.

Former employee (HR department) v South East Coast Ambulance Service

A tribunal dismissed claims for unfair dismissal and discrimination after the former employee waited over eight months to bring her case, despite being told by her union that the deadline had passed.

Prison Officer (13 years' service) v The Secretary of State for Justice

A prison officer with 13 years' service had her unfair dismissal claim thrown out because she presented it more than two years after being sacked. The tribunal accepted it was not reasonably practicable to claim in time due to mental health issues, but said she did not act quickly enough once able.

Former employee v CBRE Managed Services Ltd

A former employee's unfair dismissal claim was rejected after she presented it 19 days late, citing an IT mistake and mental health issues. The tribunal found no exceptional circumstances to extend the time limit.

Transport Team Leader (16 years' service) v 3663 Transport Limited

A Transport Team Leader with 16 years' service was unfairly dismissed after his LGV licence was revoked due to depression. The tribunal found the employer failed to consider alternative roles or reasonable adjustments.

Former employee (Spare Passenger Vehicle Driver) v Pertemps Recruitment Partnership Limited

A former passenger vehicle driver lost his unfair dismissal, race discrimination, and unlawful deduction claims after the tribunal found they were brought too late and he failed to attend the preliminary hearing.

Gymnastics club employee (7 weeks' service) v AAW Holdings Limited (sued as Leeds Rebound Gymnastics Club Limited)

A tribunal found that a gymnastics club failed to make reasonable adjustments for a dyslexic employee and discriminated against her due to pregnancy, awarding £17,755.05.

Quality assurance engineer (12 years' service) v Bridgehead Software Ltd

A quality assurance engineer with 12 years' service lost his unfair dismissal claim because he filed it one day late, and the tribunal refused to extend time despite his autism spectrum diagnosis.

Former employee v Arcadia Group Limited (in administration)

A former employee of Arcadia Group was automatically unfairly dismissed after being selected for redundancy during maternity leave. The tribunal awarded over £54,000 for injury to feelings and losses.

Former employee (short service) v Phew Limited

A former employee who missed the three-month deadline to bring unfair dismissal and discrimination claims by four months had her case struck out, despite severe depression and an overdose.

Street cleaner (40+ years' service) v Continental Landscape Ltd

A street cleaner who was pressured to resign on his 66th birthday had his constructive dismissal claim dismissed because he filed it almost a year late. The tribunal said it had no jurisdiction to hear the case.

Hygiene Operative (train cleaning contract) v Atalian Servest Limited

A hygiene operative who waited over five months to bring an unfair dismissal claim had his case thrown out as the tribunal found it was reasonably practicable to have filed on time.

Team Leader Clinical Records (11 months' service) v The Hillingdon Hospitals University NHS Trust

A team leader who relied on her union's advice to wait for an internal complaint outcome before bringing an unfair dismissal claim was out of time. The tribunal dismissed her case.

Front of House Supervisor (1 year 5 months' service) v TBB Leisure Limited

A front of house supervisor who named the wrong respondent on her claim form has had her unfair dismissal claim reinstated after the tribunal found the error was compounded by administrative delays.

Communications Officer (9 years' service) v The Commissioner of the Police of the Metropolis

A tribunal struck out a communications officer's unfair dismissal and discrimination claims because she filed her claim one day after the three-month deadline, despite having previous tribunal experience.

Former employee v West Midlands Travel Ltd T/A National Express West Midlands

A former employee's unfair dismissal claim against National Express West Midlands was dismissed because the corrected claim form was submitted 18 days after the rejection notice, putting it outside the time limit.

School employee (16 years' service) v London Borough of Brent

A school employee with 16 years' service who applied for voluntary redundancy had her unfair dismissal claim thrown out because she presented it over three months after the statutory time limit expired. The tribunal found it was reasonably practicable for her to have claimed in time.

Former employee (less than 3 months' service) v Chorley Borough Council and South Ribble Borough Council

A former employee who waited over two years to bring claims for constructive dismissal and discrimination saw his case thrown out by an employment tribunal for being out of time.

Surveyor (zero-hours contract, 8 years' service) v Valunation Ltd

A surveyor on a zero-hours contract lost his unfair dismissal claim after presenting it four months late, but his age discrimination claim was allowed to proceed.

Senior Control Centre Officer (13 years' service) v Waltham Forests Services Ltd

A long-serving control centre officer was unfairly dismissed after he did not report a man drinking on a town hall complex. The tribunal found the employer failed to genuinely believe misconduct had occurred and relied on an unwritten procedure.

Student Nurse / Aspirant Nurse v Guys and St Thomas’s NHS Trust

A student nurse who waited over eight months to bring claims of unfair dismissal and sexual harassment against Guy's and St Thomas' NHS Trust has had all his claims dismissed as out of time.

Former employee v Milton Keynes College

A former employee's constructive unfair dismissal and whistleblowing claims were struck out after she presented her claim 38 days past the deadline and failed to attend the hearing.

Radiographer (8 years' service) v North West Anglia NHS Foundation Trust

An NHS radiographer who was dismissed over right-to-work concerns had her unfair dismissal claim rejected because she presented it 18 days late. The tribunal found she could have filed on time.

Medical Laboratory Assistant (22 years' service) v University Hospitals of Leicester NHS Trust

A Medical Laboratory Assistant with 22 years' service had his unfair dismissal and disability discrimination claims dismissed by an employment tribunal because they were presented about four months after the legal deadline, despite his serious health issues.

Former employee v Every Sensation Care Ltd

A former employee with depression and anxiety was constructively dismissed after her employer contacted her GP without permission. The tribunal awarded over £54,000.

Former governor (14 years' service) v Dolphin School Ltd and Dolphin School 1970 LLP

A tribunal dismissed a former school governor's unfair dismissal and detriment claims because he waited too long to bring them, even though threats to expel his children initially made it impossible to act.

Former employee v Kingdom Services Group Ltd

A former employee's claims for unfair dismissal, breach of contract and unlawful deductions were struck out because they were not presented within the three-month time limit. The tribunal had no jurisdiction to hear them.

Advanced Nurse/Paramedic Practitioner (2 years' service) v North Cumbria Integrated Care NHS Foundation Trust

A nurse who resigned and alleged constructive dismissal had her claim dismissed because she presented it over nine months after the primary time limit, despite relying on union representatives who never told her about tribunal deadlines.

Retail Business Consultant v EE Limited

A retail consultant's unfair dismissal claim was dismissed because he filed it one day late, even though he was waiting for his internal appeal outcome.

Teacher of Modern Foreign Languages v New College Leicester

A teacher who brought claims for unfair dismissal, disability and race discrimination, and failure to deal with a flexible working request had all her claims dismissed because they were presented to the tribunal too late.

Part-time Fundraising Assistant (8 years' service) v The College of St Barnabas

A part-time Fundraising Assistant was dismissed for not being vaccinated against COVID-19, but a tribunal ruled her unfair dismissal claim was in time because she only read the dismissal letter on 23 December 2021, not when it was first sent.

Former employee v Inayya Corp t/a Pizza Hut

A former employee who waited over four months to bring an unfair dismissal claim had it dismissed by the tribunal, which found it was reasonably practicable to have presented it in time.

Former employee v Abellio London Limited

A former employee's unfair dismissal claim against Abellio London Limited was struck out because his ACAS early conciliation application was submitted one day after the three-month deadline. The tribunal found no reason to extend time.

Former employee v TLC Group Limited

A former employee who believed her dismissal only took effect after her appeal was rejected has had her unfair dismissal claim struck out as out of time. The tribunal refused to extend the deadline.

Team Manager (18.5 years' service in a law firm) v Minster Law Limited

An employment tribunal dismissed an unfair dismissal claim from a team manager with 18.5 years' service because it was presented just four days after the deadline. The key issue was the effective date of termination.

Temporary worker (6-month assignment) v Barclays PLC

A temporary worker who was dismissed after two months with Barclays had his race discrimination claim struck out because he presented it over nine months late. The tribunal found no just and equitable reason to extend time.

Former employee v Freight Transport Association Limited (t/a Logistics UK)

A tribunal struck out claims for unfair dismissal, unpaid wages and race discrimination after the claimant failed to attend a preliminary hearing and his claims were presented out of time.

Former employee (previous owner of the company) v Nortim Precision Engineering Limited

A tribunal dismissed a former employee's claims of constructive unfair dismissal and age discrimination because they were brought too late, despite his ill health and furlough.

MOT tester (8 years' service) v Uralmoto (UK) Ltd

An MOT tester with eight years' service was dismissed to facilitate a business transfer, making the dismissal automatically unfair. The tribunal awarded £6,837 in compensation, reduced by 10% for contributory conduct.

Former employee v Ark Schools

A former employee's unfair dismissal claim was dismissed because she presented it 104 days after the three-month time limit. The tribunal found no reasonable excuse for the delay.

Community accountant (21 years' service) v Community Accountancy Self Help

A community accountant with 21 years' service had her pay and hours halved without her agreement. The tribunal ordered the charity to repay £16,893 in unlawfully deducted wages.

Physiotherapist (3 years' service) v Lewisham and Greenwich NHS Trust

A physiotherapist who filed her unfair dismissal claim nearly three years after the deadline had her case dismissed. The tribunal ruled it was reasonably practicable for her to have brought the claim in time, despite family emergencies and a mistaken belief about time limits.

Recruitment agency worker (2 years' service) v PMP Recruitment Limited

A recruitment agency worker's race discrimination claim against Amazon was struck out after he missed the three-month time limit by 15 days. The tribunal declined to extend time on just and equitable grounds.

Social worker v Cumbria County Council

A social worker who waited over a year to bring an unfair dismissal claim after being summarily dismissed for gross misconduct had her case struck out as out of time. The tribunal found it was reasonably practicable for her to have claimed within the three-month limit.

Waitress (22 years' service) v Lornar Ltd

A waitress who worked for Lornar Ltd for 22 years had her unfair dismissal claim rejected because she missed the three-month time limit by several months.

Former employee (made redundant while pregnant) v Janet Sinden & Co

A tribunal has allowed a former employee to bring her unfair dismissal and sex discrimination claims nearly five months late, after she suffered a traumatic birth, lost her partner, and faced pandemic isolation.

Driver (2 years 7 months' service) v Uber London Limited

A driver who was dismissed by Uber and relied on his union for advice missed the three-month deadline by over three months. The tribunal dismissed his claim as out of time, finding it was reasonably practicable for him to have presented it earlier.

MDU engineer (5 years' service) v Sky In-Home Services Limited

An engineer with 5 years' service had his unfair dismissal and race discrimination claims struck out after relying on incorrect ACAS advice that caused an 8-month delay in presenting his claim.

Ductwork manufacturer (11 years' service) v H & V 2000 Limited

A ductwork manufacturer with 11 years' service had his unfair dismissal claim struck out after he missed the three-month time limit by nearly two months, despite his father's death.

Former employee v St George's University Hospitals NHS Foundation Trust

A former NHS employee's unfair dismissal claim was dismissed after she submitted it three days late. The tribunal found it was reasonably practicable for her to have filed on time.

Former school Principal v East London Science School Trust

A former school principal's constructive dismissal claim was dismissed because he missed the three-month time limit, despite later being invited to a post-employment disciplinary meeting.

Senior investment management professional (3 years' service) v CBH Wealth UK Ltd

A tribunal has thrown out an unfair dismissal claim because it was presented 47 days late, finding that the claimant's depression did not make it impracticable to file on time given her ongoing business activities.

Social worker (5 years' service) v London Borough of Enfield

A social worker who was dismissed after being arrested for firearms offences had her unfair dismissal claim rejected because she filed it nearly a year after the time limit expired. The tribunal ruled it was reasonably practicable for her to have brought the claim on time despite her imprisonment.

Administrative Assistant (1 month's service) v CIS Services Limited

An administrative assistant was dismissed just days after telling her employer she was pregnant. The tribunal found the dismissal was automatically unfair and amounted to pregnancy discrimination, awarding £14,884.90.

Former employee v Network Rail Infrastructure Limited

A former employee's constructive dismissal claim was dismissed because she submitted her claim by email on the final day, following incorrect advice from her barrister. The tribunal held it was reasonably practicable to present in time, so it had no jurisdiction.

Driver specialist (12 years' service) v Babcock Land Defence Limited

A driver specialist with 12 years' service had his unfair dismissal and disability discrimination claims thrown out after submitting his claim form four months late, despite having been warned of the time limit.

Administrator/Receptionist (9 months' service) v 9ine Accounting Limited

An administrator/receptionist was awarded £15,436.66 after being dismissed days after requesting maternity leave, with the tribunal finding pregnancy discrimination and automatic unfair dismissal.

Statman and Induction Lead (NHS employee) v Barnet, Enfield and Haringey Mental Health NHS Trust

An NHS Statman and Induction Lead's unfair dismissal claim was dismissed because she started ACAS Early Conciliation after the three-month deadline, despite being wrongly told by Citizens Advice that pay in lieu of notice extended the time limit.

Hair and beauty salon employee v Mark Mills t/a Elegance Hair and Beauty

A hair and beauty salon employee was unfairly dismissed and awarded over £2,600 in compensation, including unpaid holiday pay, after the tribunal accepted her claim was presented late due to circumstances beyond her control.

Former employee v Paragon Automotive Logistics Limited

A tribunal struck out an unfair dismissal claim because it was presented more than three months after dismissal, with no reasonable excuse for the delay.

Former employee v Network Rail Infrastructure Limited

A former Network Rail employee's constructive dismissal and breach of contract claims were thrown out because he missed the three-month time limit by three days. The tribunal refused to extend time, finding he had not shown it was not reasonably practicable to claim on time.

Former employee v P&O North Sea Ferries Limited

A former employee's unfair dismissal and disability discrimination claims have been dismissed by an employment tribunal because they were presented too late, with no medical evidence to justify the delay.

Former police employee v The Chief Constable of North Wales Police

A former police employee's claims of constructive unfair dismissal, whistleblowing detriment and indirect sex discrimination were dismissed after the tribunal found they were presented too late. She was also ordered to pay £3,672 in costs for causing two abortive hearings.

Former employee v University of Southampton NHS Foundation Trust

A former employee's unfair dismissal and discrimination claims were dismissed after the tribunal found they were presented more than three months after dismissal, without ACAS early conciliation having been started in time.

Human Resources and Systems Analyst (7 years' service) v Rochdale Boroughwide Housing LTD

A human resources analyst who claimed constructive dismissal lost her case because she presented her claim more than three months after leaving her job, and the tribunal ruled it was reasonably practicable for her to have done so in time.

Head of Security Services Management (14+ years' service) v The Health and Social Care Information Centre t/a NHS Digital

A head of security services with 14 years' service had all his claims dismissed because he presented them too late. The tribunal had no power to hear them.

Former employee v The Chief Constable of Avon and Somerset Constabulary

A former Avon and Somerset police employee's unfair dismissal claim was dismissed as out of time, over four years after his dismissal. A bid to blame prescription medication for the delay failed.

Pharmacist v Osbon Ltd

A pharmacist who resigned and later claimed unfair dismissal had her case dismissed because she missed the three-month time limit. The tribunal said ignorance of the law was not a good enough excuse.

Accredited installer/fitter v Climar Industries Ltd

A tribunal found that Climar Industries Ltd discriminated against an installer with ADHD by refusing to allow his mother to accompany him at a disciplinary hearing and dismissing him for behaviour linked to his disability.

Telesales advisor (part-time, 24-hour week) v EE Limited

A telesales advisor who resigned after a flexible working request was refused had her unfair dismissal and discrimination claims thrown out because she submitted her claim five days past the deadline, despite knowing the time limit.

Sales director (self-employed services provider) v Bayleaf Janitorial Supplies Limited

A sales director who provided services as a self-employed worker was dismissed by telephone in July 2020. The tribunal ruled his unfair dismissal claim was presented too late and he was not an employee.

Postwoman (20 years' service) v Royal Mail Group Ltd

A postwoman with 20 years' service was dismissed for breaking COVID self-isolation rules, but her unfair dismissal claim was rejected because she filed it too late. The tribunal also refused to add a disability discrimination claim.

Operations team member (care sector) v IAspire Care Services Ltd

A care sector operations worker was unfairly dismissed and awarded £99,000 after his employer cited loss of trust due to his links with church investors. The tribunal also found he was harassed over his religion.

Digital transformation manager (law degree, previous paralegal experience) v Volkerrail Limited

A digital transformation manager who rejected her boss's romantic overtures was awarded £419,352.94 after the tribunal found the grievance process was itself harassment and refusing to let her withdraw her resignation was victimisation.

Former employee (made redundant after TUPE transfer) v Capita Business Services Limited

A former employee who was made redundant in 2011 had her unfair dismissal claim struck out after she waited nearly a decade to bring it, despite having withdrawn an earlier claim. The Leeds tribunal found no reasonable prospect of extending time.

Finance and Sales Support Administrator / Purchase Ledger Assistant v Anglia Crown Limited

A finance administrator who resigned after six months of sick leave lost her constructive dismissal claim because the tribunal found she had affirmed her contract by waiting too long.

Customer sales assistant v B Ltd

A customer sales assistant who resigned claiming constructive unfair dismissal and discrimination had most of her claims thrown out for being brought too late. The tribunal also ordered her to pay £11,300 in costs.

Newly qualified social worker v Kent County Council

A tribunal dismissed all discrimination claims brought by a newly qualified social worker against Kent County Council, finding no evidence of race, age, or sex discrimination or harassment.

Receptionist (3 years' service) v Dr A. Malik and Mr I. Ali t/a Malik Law Chambers (in intervention)

A receptionist was summarily dismissed after four weeks off sick with pregnancy-related hyperemesis. The tribunal found direct pregnancy discrimination and unfair dismissal, awarding £4,724 in compensation.

Director of Public Services Reform (PSR) v London Borough of Hammersmith and Fulham

A director was dismissed while on sick leave, with the council backdating the dismissal letter to appear to predate her grievance. The tribunal awarded £3.78 million for disability discrimination.

Employee (car sales) v Mon Motors Ltd

An employee who resigned from Mon Motors Ltd and later claimed constructive unfair dismissal and sexual orientation discrimination had his claims dismissed because they were presented too late, despite his mental health difficulties and a family bereavement.

Employee (37 years' service) v The Commissioners for Her Majesty's Revenue and Customs

An employee who resigned after 37 years' service and serious illness had her constructive dismissal claim dismissed because she missed the three-month time limit. The tribunal found it was reasonably practicable to bring the claim in time.

Former employee v Southcoast Scaffolding Limited

A former employee's unfair dismissal claim against Southcoast Scaffolding Limited was dismissed because the claim form arrived at the tribunal over seven weeks after the deadline, and the tribunal found no reasonable excuse for the delay.

Takeaway food shop worker (2 years' service) v Bagelmania London Limited (in liquidation)

A pregnant takeaway shop worker was dismissed after her employer removed her from the rota, then faced a county court claim and threats of police action when she contacted ACAS. The tribunal awarded £40,000 for unfair dismissal, pregnancy discrimination and victimisation.

Full-time union official (firefighter on release) v Fire Brigades Union

A full-time union official was unfairly dismissed by the Fire Brigades Union after speaking at a Leave Means Leave rally. The tribunal awarded £8,308.45 in compensation.

CNC Programmer (6 years' service) v Hydrobolt Group Limited (1), Hydrobolt Limited (2)

A CNC programmer who resigned claiming constructive dismissal had his unfair dismissal claim thrown out because he lodged it four weeks late. The tribunal found it was reasonably practicable to bring the claim in time.