Professional footballer's unfair dismissal claim out of time but discrimination claims allowed to proceed
A tribunal ruled that a QPR footballer's unfair dismissal claim was brought too late, but allowed his race and harassment claims against the club, manager John Yems and Crawley Town to go forward due to his severe depression.
2 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by QPR as a professional footballer until 30 June 2022.
- The claimant was loaned to Crawley Town FC during the 2021/22 season.
- The claimant alleged racist and religious harassment by manager John Yems.
- The claimant's contract was not renewed by QPR on 15 May 2022.
- The claimant suffered from Major Depressive Disorder between March 2022 and January 2023.
- The claimant first learned of his right to bring an employment tribunal claim on 16 January 2023.
Timeline
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Loan to Crawley Town
QPR loaned the claimant to Crawley Town FC for the first half of the 2021/22 season.
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Return to QPR
The claimant returned to QPR in January 2022 but was then loaned again to Crawley Town for the second half of the season.
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Complaint to QPR
The claimant told QPR's Chris Ramsay about racist banter at Crawley Town.
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John Yems suspended
John Yems was suspended by Crawley Town following allegations of racism.
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Contract not renewed
QPR did not exercise its option to renew the claimant's contract.
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Statement to FA
The claimant gave a statement to the FA about John Yems' conduct.
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FA disciplinary hearing
The FA Disciplinary Commission heard the case against John Yems.
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Meeting with PFA
The claimant met with Mr Rehman of the PFA and first learned of his right to bring an employment claim.
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Contacted ACAS
The claimant contacted ACAS to begin early conciliation.
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Claim presented
The claimant's ET1 was received by the Employment Tribunal.
The legal issue
The tribunal had to decide whether the footballer's unfair dismissal claim was presented within the three-month time limit, and if not, whether time should be extended for his discrimination claims under the Equality Act 2010 on just and equitable grounds.
The outcome
The tribunal dismissed the unfair dismissal claim as out of time, finding the footballer knew of his dismissal on 15 May 2022 and should have presented his claim by 14 August 2022. However, it extended time for all discrimination claims against QPR, John Yems and Crawley Town, ruling that the footballer's Major Depressive Disorder from March 2022 to January 2023 made it not reasonably practicable for him to bring claims earlier. The tribunal also rejected QPR's bid to strike out the race discrimination claims.
No compensation was awarded at this stage as the claims are proceeding to a full hearing.
Lessons & takeaways
- Time limits for unfair dismissal are strict: you generally have three months from the effective date of termination to present your claim.
- If you suffer from a serious mental health condition, the tribunal may extend time for discrimination claims if it is just and equitable to do so.
- Seek legal advice as soon as possible after dismissal, especially if you suspect discrimination, to avoid missing deadlines.
- Employers should not assume that a loan arrangement shields them from liability for harassment by another club's manager.
This case shows how strict time limits can trip up even the most serious claims. The footballer, a professional at Queens Park Rangers, was loaned to Crawley Town where he alleged racist and religious harassment by manager John Yems. When QPR did not renew his contract in May 2022, he was devastated and fell into a severe depression that lasted until January 2023. He only learned he could bring an employment claim in January 2023, and his unfair dismissal claim was presented over six months late.
Why the unfair dismissal claim failed
The tribunal found that the footballer knew his contract would not be renewed on 15 May 2022, so the three-month clock started ticking then. Even though he was seriously ill, the law on unfair dismissal time limits does not allow a general 'just and equitable' extension – only a 'reasonably practicable' test. The tribunal ruled that it was reasonably practicable for him to have presented a claim by August 2022 because he had family support and could have instructed solicitors earlier. This is a harsh lesson: mental health struggles do not automatically pause time limits for unfair dismissal.
Discrimination claims saved
However, the discrimination claims under the Equality Act 2010 have a different test: the tribunal can extend time if it is 'just and equitable'. Here, the footballer's Major Depressive Disorder, diagnosed by a consultant psychiatrist, meant he was unable to focus or take action until January 2023. The tribunal accepted that he acted promptly once he met with the PFA. As a result, his race discrimination, harassment and victimisation claims against QPR, John Yems and Crawley Town will proceed to a full hearing.
What this means for similar cases
For employees, the key takeaway is to act fast on unfair dismissal claims – even if you are unwell, the tribunal may expect you to seek help. For discrimination claims, the tribunal has more flexibility, but you still need to show why you could not bring the claim sooner. For employers, this case is a reminder that loan arrangements do not insulate you from liability: QPR faces claims about harassment that occurred while the footballer was at Crawley Town, because they remained his employer.
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