Withdrawn or settled

Agency worker supplied to NHS Trust v Royal Free London NHS Foundation Trust

An agency worker who withdrew her employment tribunal claims and then tried to revoke the withdrawal has had her case dismissed. The tribunal ruled the withdrawal was valid and could not be undone.

Former employee v Landmark Space Ltd

A former employee who withdrew her unfair dismissal claim against Landmark Space Ltd could not revive it, even after applying for reconsideration. The tribunal confirmed it has no power to set aside a withdrawal.

Fish tank maintenance worker (3 years' service) v Glassbox Trading Limited T/a Aquatechniques

A fish tank maintenance worker who contracted a rare bacterial infection from work was not unfairly dismissed – the tribunal found he agreed to end his employment after being offered a different role with lower pay.

Former employee v G4S Facilities Management (UK) Limited

A former employee's unfair dismissal claim was dismissed after emails purporting to withdraw it were sent from her husband's email account. The tribunal refused her application to reconsider, finding her hacking allegation improbable and unsupported by evidence.

Former employee v Tata Steel UK Limited

A former employee's unfair dismissal claims were dismissed after his solicitor settled via ACAS. The tribunal rejected his argument that the solicitor lacked authority.

Former employee (Pension Section, then Disabled Children's Department) v Hampshire County Council

A former employee who signed a COT3 settlement for £7,000 later tried to set it aside, alleging misrepresentation about redeployment rights. The tribunal struck out all claims as an abuse of process.

Electrician's mate (4 days' service) v Clearfield Recruitment Ltd

A tribunal dismissed claims of race and disability discrimination brought by an electrician's mate who worked for only four days, after the claimant withdrew most allegations.

Casting associate (8 years' service) v BBC Studios Productions Ltd

A casting associate who asked for voluntary redundancy to care for his father lost his unfair dismissal claim. The tribunal held the employment ended by mutual agreement, not dismissal.

Former employee v Reach Active Limited

A former employee who remained employed could not pursue unfair dismissal, and his attempt to add a whistleblowing detriment claim was refused as a new cause of action outside the time limit. However, his race discrimination claim was allowed to proceed.

Former employee v ABM Facility Services UK Limited

A former employee withdrew claims of sex, race and religion or belief discrimination against ABM Facility Services UK Limited, and had her complaint about holiday pay, sick pay and unpaid wages struck out for failing to comply with a tribunal order.

Former employee (Social Work Assistant/Early Help Worker, 2 years 7 months' service) v Kent County Council

A former employee who claimed constructive unfair dismissal lost her case when the tribunal ruled that a binding COT3 settlement had been reached, even though she tried to withdraw before the agreement was signed.

Finance Business Partner (21 years' service) v Network Rail Infrastructure Ltd

A finance business partner with 21 years' service tried to withdraw from a voluntary severance scheme the day after signing. The tribunal upheld Network Rail's refusal, finding no dismissal and no age discrimination.

Former employee v Linde Material Handling (UK) Ltd

An employment tribunal dismissed all claims after finding they were settled by a COT3 agreement, and refused reconsideration. The claimant was ordered to pay £1,750 + VAT in costs.

Former employee v Irubber Ltd

A former employee who withdrew his unfair dismissal claim the day before a preliminary hearing has been ordered to pay £1,200 in costs after failing to comply with tribunal orders.

Student Support Assistant PP Intervention (fixed-term, 8 months' service) v The Priory Federation of Academies

A tribunal dismissed a former Student Support Assistant's unfair dismissal and detriment claims, finding that a COT3 settlement signed after her fixed-term contract ended was valid and not induced by misrepresentation.

Healthcare assistant v Orwell Housing Association

A healthcare assistant withdrew her unfair dismissal claim at a tribunal hearing. The tribunal allowed her to change her discrimination claim from race to religion or belief, but refused to add a disability claim.

Chef (20 hours/week, 3.5 years' service) v The Westerfield Railway Ltd

A chef who asked to be treated as a relief chef and then claimed unfair dismissal when his employment ended has lost his case. The tribunal found the contract ended by mutual agreement.

Centre Manager v Workman Facilities Management Limited

A centre manager who brought unfair dismissal claims against her employer and the shopping centre landlords saw her case dismissed after she withdrew it at a preliminary hearing.

Former employee v Lasercare Clinics (Harrogate) Ltd

A former employee who withdrew her disability and race discrimination claims at a preliminary hearing was unable to have them reinstated, even after finding new evidence. The tribunal refused reconsideration, ruling that a change of heart is not enough.

Head of HR Business Partnering v Catalyst Housing Ltd.

A Head of HR Business Partnering who signed a settlement agreement after resigning was barred from bringing whistleblowing claims. The tribunal struck out her case but refused the employer's costs application.

Agency worker v Hays Specialist Recruitment Ltd and Transport for London

An agency worker who withdrew his unfair dismissal claim was refused permission to add new race discrimination and harassment claims, and ordered to pay costs.