Claim dismissed

Night team member at a hotel v Whitbread Group PLC

A tribunal struck out a constructive unfair dismissal claim from a night team member who waited 2.5 months after the last alleged breach before resigning, finding he had affirmed the contract.

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.

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.

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.

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.

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.

Senior Financial Planning and Reporting Manager (8 years' service) v North West London Integrated Care Board

A senior manager's unfair dismissal claim was struck out after he failed to disclose documents about his new job. The tribunal ordered him to pay £6,853 in costs for unreasonable conduct.

Former employee and one-third shareholder v Yellowcoat Holdings Limited

A former employee and shareholder sought extensive disclosure of communications between his employer and an external investigator. The tribunal refused, finding the request was not necessary for fair disposal.

Former employee v Marks and Spencer PLC

A former employee's unfair dismissal and disability discrimination claims against Marks and Spencer were struck out after she failed to comply with tribunal orders and did not actively pursue her claim.

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.

Former employee v Kings College London Florence Nightingale Faculty of Nursing, Midwifery and Palliative Care

A former employee's unfair dismissal claim against Kings College London was struck out because they did not have the required two years' service. Their discrimination claims were dismissed after a hearing.

Former employee v Mammoet UK Limited

A former employee's claims for constructive unfair dismissal, disability discrimination, and age discrimination have been struck out after repeated failures to comply with tribunal orders and participate in hearings.

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.

Lead Software Consultant (6 years' service) v ICT Infotech Ltd

An employment tribunal struck out a Lead Software Consultant's whistleblowing detriment and automatically unfair dismissal claims, leaving only an ordinary unfair dismissal claim to proceed. The tribunal also refused the employer's bid to strike out the remaining claim due to the claimant's conduct.

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.

Former employee v Gateshead Health NHS Foundation Trust

A former employee's unfair dismissal claim against Gateshead Health NHS Foundation Trust was struck out after he failed to comply with tribunal orders and did not respond to correspondence. He was ordered to pay £187.50 in costs.

Senior Contracts Attorney v Calabrio UK Limited

A senior contracts attorney lost her bid for interim relief after the tribunal found her redundancy was decided before she made protected disclosures about sanctions risks. The claim was dismissed.

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.

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.

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.

Former employee v Amey Services Limited

A former employee who sent threatening emails to colleagues and called a witness a liar outside the tribunal room had his unfair dismissal claim struck out. The tribunal said a fair trial was no longer possible.

Former employee (funeral director, 31 years' service) v Estate of D B Roberts t/a Gwyn Jones Funeral Directors

An employment tribunal has ruled that a funeral director with 31 years' service was not a disabled person under the Equality Act, dismissing his disability discrimination claims.

Former employee v SFF Realisations 2022 Limited (formerly Sheringhams Fine Foods Ltd) (in creditors voluntary liquidation)

An employment tribunal dismissed a former employee's unfair dismissal claim after he failed to attend the final hearing for the third time and had not engaged with the claim for over a year.

Former employee (housing officer) v Equans Regeneration Limited

A former housing officer's unfair dismissal and discrimination claims were struck out after she repeatedly failed to serve a witness statement, despite extensions and warnings. She was also ordered to pay £3,870 in costs.

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.

Consultant Clinical Scientist Head of Service (23 years' service) v Nottingham University Hospital NHS Trust

A consultant clinical scientist with 23 years' service resigned after a 'retire and return' scheme reduced her role. The tribunal struck out her breach of contract and age discrimination claims, but allowed her unfair dismissal claim to proceed.

Former employee v CSH Surrey

A former employee's disability discrimination claim against the CEO of CSH Surrey was struck out after she failed to particularise any specific allegations against him. The tribunal found the claim had no reasonable prospects of success.

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 The Restaurant Group PLC

A former employee who failed to attend hearings and ignored tribunal orders had his unfair dismissal claim struck out. The tribunal also noted he had less than two years' service, which normally bars such claims.

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.

Hairdresser (9 years' service) v Langley & Brading Ltd

A hairdresser's unfair dismissal claim was struck out because she presented it too late, despite her premature baby and autism. The tribunal found no reasonable prospects of showing it was not reasonably practicable to claim earlier.

Former HGV driver v George Walker Transport Manchester Limited

A former HGV driver's unfair dismissal and disability discrimination claim was dismissed after he continued using abusive language, breaching an unless order. His application to set aside the order was refused.

Head of Trade and Data (over 5 years' service) and Head of Finance (over 7 years' service) v Hallett Retain Services Ltd (in voluntary liquidation)

Two former employees who brought claims for unfair dismissal, discrimination and redundancy had their cases thrown out after failing to attend the final hearing or provide any evidence.

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 Scope it Ltd

A tribunal dismissed a former employee's unfair dismissal claim after he failed to attend the final hearing, telling staff that caring for his wife after a car crash was more important than the case.

Legal services provider (locum lawyer) v Hogan Lovells International LLP

A locum lawyer's claim for automatic unfair dismissal over alleged whistleblowing was struck out because the disclosure came months after his engagement ended. He was also ordered to pay £8,000 in costs for unreasonable conduct.

Restaurant server (9 months' service) v London XXI Limited t/a ME London

A restaurant server with less than two years' service had his unfair dismissal claim struck out after he failed to attend hearings or comply with tribunal orders. The tribunal also dismissed his race discrimination claim due to unreasonable conduct.

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.

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.

Former employee v London & Quadrant Housing Trust

The tribunal struck out all remaining claims brought by a former employee against London & Quadrant Housing Trust after she failed to provide required details, despite having dyslexia.

Shift Leader (17 years' service) v Tesco Stores PLC

A shift leader with 17 years' service had his unfair dismissal claim struck out after he failed to provide a witness statement, disclosure, or a schedule of loss, and did not engage with the respondent or the tribunal.

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.

Media Sales Operator (10 years' service) v Discovery Communications Europe Limited

A Media Sales Operator with 10 years' service had his unfair dismissal and discrimination claims struck out after repeatedly failing to comply with tribunal directions. The tribunal awarded costs against him.

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 employee v Navaratna South Indian Restaurant Ltd.

A former employee's unfair dismissal claim against Navaratna South Indian Restaurant Ltd. was struck out after she failed to attend a hearing and did not comply with case management orders. No compensation was awarded.

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.

Project Engineer (1 year 9 months' service) v Armour Home Electronics Limited

A tribunal struck out a project engineer's unfair dismissal, sexual orientation discrimination, and wrongful dismissal claims after he was sacked for sending a confidential email to colleagues. His sex discrimination claim survived but required a £200 deposit.

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.

HGV Class 1 Night Driver (10 years' service) v Maritime Transport Limited

An HGV driver with 10 years' service was dismissed for gross misconduct after a member of the public complained he was watching videos on his phone while driving. The tribunal struck out his unfair dismissal claim as having no reasonable prospect of success.

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.

Former employee v Dunton Environmental Limited

A former employee who claimed disability discrimination based on ADHD had her claim dismissed after the tribunal found she had not proven she had the condition on the balance of probabilities.

Former employee v Paragon Network Services Limited (Previously Core Network Services Limited)

A former employee's unfair dismissal claim faced a setback when the tribunal granted the employer extra time to respond, due to an incorrect address on the claim form.

Former employee v North East Autism Society

Two former employees of North East Autism Society who refused the Covid-19 vaccine had their unfair dismissal and discrimination claims struck out after failing to attend a preliminary hearing and comply with tribunal orders.

Former employee v Selfridges Retail Ltd

A tribunal struck out a deaf former employee's disability discrimination claim after she failed to comply with directions and attempted to add new claims that went beyond her original ET1.

Former employee v Openwork Limited

The employment tribunal struck out all three claims brought by a former employee against Openwork Limited after he failed to pay a deposit order. The tribunal also refused his applications for an extension of time and reconsideration.

Former employee v Sainsbury’s Supermarkets Ltd

A former employee's unfair dismissal claim against Sainsbury’s was struck out after she failed to attend the final hearing and did not provide a witness statement as ordered. The tribunal refused her application for reconsideration.

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 Nuffield Health

A former employee's disability discrimination claim against Nuffield Health was struck out after he failed to actively pursue it for eight months, despite being given extra support due to his autism.

Former employee v Brian Colledge

A former employee's unfair dismissal claim was struck out after he and his son repeatedly failed to attend hearings and did not comply with tribunal directions.

Warehouse operatives v Euro Car Parts Ltd

Two warehouse operatives had their automatic unfair dismissal claims for whistleblowing struck out because the alleged breaches happened before they made their protected disclosure. The tribunal said the claims had no reasonable prospects of success.

Former employee v A&A Enterprises London Ltd

A former employee who signed a settlement agreement and later brought new claims had her case struck out as an abuse of process. The tribunal found she had mental capacity when signing.

Chartered Surveyor (self-employed consultant) v Clements Agency Limited

A chartered surveyor who worked for Clements Agency Limited for nearly 30 years on a self-employed basis had his claim for unfair dismissal and discrimination struck out. The tribunal found he had no reasonable prospect of proving he was an employee.

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.

Head of Workforce Development and Engagement (resigned) v North Tees and Hartlepool NHS Foundation Trust

A head of workforce development who resigned alleging constructive dismissal and whistleblowing had her claims struck out after she repeatedly failed to comply with case management orders and stopped engaging with the tribunal.

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.

Property Operations Manager (self-employed) v Holborn Assets Insurance Brokers LLC

A property operations manager who worked from home for a Dubai-based firm was found by the tribunal to be self-employed, not an employee or worker, meaning his claims could not proceed.

Former employee v Serco Ltd

A former employee's unfair dismissal and disability discrimination claims were struck out after they failed to attend hearings, comply with case management orders, or contact the tribunal for over six months.

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.

Former employee v The A&S Leisure Group Ltd (t/a Napoleon’s Casino Bradford)

A tribunal struck out a former employee's claims of unfair dismissal and disability discrimination after she admitted inappropriate touching, failed to attend hearings, and ignored tribunal communications.

Former employee v Cinzia Morris and Ian Morris

A former employee's race and religion discrimination claims were struck out after she failed to provide a properly constructed amendment despite a tribunal order. Her solicitor's last-minute postponement request was refused.

Senior Lecturer v Teesside University

A tribunal struck out a Senior Lecturer's unfair dismissal and race discrimination claim after he failed to attend a preliminary hearing and did not comply with orders to explain his absence. His application to reconsider was refused.

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.

Former store manager v Co-operative Group Limited

A former store manager's unfair dismissal claim against Co-operative Group Limited was struck out after he failed to provide a witness statement or attend the final hearing.

Former employee v Samuel Smith (Southern)

A former employee's unfair dismissal claim against Samuel Smith (Southern) has been struck out for failing to comply with tribunal orders and not actively pursuing the case.

Former employee v CL Davies Leisure Limited

An employment tribunal dismissed an unfair dismissal claim after the former employee failed to attend the hearing and did not provide sufficient medical evidence to explain her absence.

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 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.

Former employee v LHR Airports Limited

A former employee who threatened to reveal damaging information unless his claim was settled has been ordered to pay £750 costs after withdrawing his claim minutes before a hearing.

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.

Former employee v Office Holdings Ltd

A former employee's unfair dismissal claim was thrown out after she failed to attend a preliminary hearing, despite being warned that the hearing would proceed in her absence.

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.

Former employee v Mitchells & Butlers Retail Ltd.

An employment tribunal struck out a former employee's unfair dismissal claim after she failed to comply with any part of a case management order, leading to cancellation of the full hearing.

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.

Recruitment agency worker (1 year 7 months' service) v Pertemps Recruitment Partnership Ltd

A recruitment agency worker who resigned after a return-to-work meeting could not bring an unfair dismissal claim because he had less than two years' service and presented his claim too late.

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 Beaver-Visitec International Limited

A former employee's harassment and victimisation claims against her employer were deemed in time if there was conduct over a period, but time was extended for a harassment claim against the individual manager.

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.

Passenger Assistant (3 years 6 months' service) v Elizabeth Abbots T/A Ladybirds Travel

A tribunal found a passenger assistant with sciatica was not disabled at the time of her dismissal, because her symptoms had not lasted 12 months and there was no evidence they would. The disability discrimination claim was dismissed.

Former employee v Conwy County Borough Council

An employment tribunal refused to strike out Conwy County Borough Council's response despite persistent delays in providing a List of Issues and disclosure, finding a fair trial was still possible.

Sales & Customer Service Supervisor (Felton, 18 years' service) and Sales & Customer Service Assistant (Smith, 7 years' service) v Britannia Driving School Limited

Two employees who claimed constructive dismissal and unfair dismissal against Britannia Driving School Ltd had their claims dismissed after the tribunal found a TUPE transfer had already moved their employment to another company.

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.

Driver v Conexim Solutions Ltd

An employment tribunal struck out a driver's unfair dismissal and age discrimination claims after he failed to attend a case management hearing and did not comply with orders to provide details of his case.

NHS employee v Leicestershire Partnership NHS Trust

An NHS employee who tried to amend her claim three years after presenting it, adding new disability discrimination and whistleblowing allegations, has been refused by the tribunal due to the balance of hardship favouring the trust.

Playgroup employee v The Committee of Pevensey and Westham Playgroup

A playgroup employee's constructive dismissal claim was struck out after she failed to respond to a strike-out warning, ending a case that had already been delayed by a police investigation.

Senior employee (local government) v Liverpool City Council

A senior local government employee's constructive dismissal claim against Liverpool City Council was struck out after he admitted the employer's conduct was not calculated to destroy trust and confidence.

Locum Clinical Neuropsychologist (fixed-term contract) v The Disabilities Trust

A locum clinical neuropsychologist's claim for unfair dismissal after sending a 'Letter of Concern' about a former colleague's dismissal has been struck out. The tribunal found the letter was not a qualifying protected disclosure.

Former employee v Shire Oak International Ltd

Two former employees had their claims dismissed and the employer's response struck out after both sides repeatedly failed to attend hearings and comply with tribunal orders.

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.

Former employee v First Greater Western Ltd

A tribunal found that a former employee had conducted litigation unreasonably but refused to strike out her claim, allowing it to proceed to a final hearing despite delays and disputes over the list of issues.

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.

Sales commission agent (employment status disputed) v S & H Wholesale & Distribution t/a Max Distribution Ent Ltd

A sales commission agent who brought claims against five different employers had most of his case struck out because the claims were out of time and he failed to provide required details. The tribunal also found he lacked the two years' service needed for an unfair dismissal claim.

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.

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 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.

CSS General (20 years' service) v Yodel Delivery Network Limited

A tribunal dismissed unfair dismissal and wage claims from a CSS General with 20 years' service because he waited over five months to contact ACAS, even though he continued to receive salary after dismissal.

Sterile Cleaning Supervisor (former employee) v Mitie Ltd, GlaxoSmithKline Services Unlimited, Draefern Ltd t/as GI Group

A former sterile cleaning supervisor had her disability discrimination claim against an employment agency struck out after she could not identify any discriminatory act by the agency.

SHEQ Advisor (probationary employee) v SMS Connections Ltd

An employment tribunal refused interim relief to a probationary SHEQ Advisor who claimed she was automatically unfairly dismissed for raising fire safety concerns. The tribunal found she did not have a pretty good chance of proving the email was the principal reason for her dismissal.

Job applicant (employment status disputed) v General Mills UK Limited

An employment tribunal struck out a claim after the claimant accused the respondent of orchestrating her eviction, finding the allegations scandalous and vexatious.

Pastry chef (zero-hours contract) v Damask Catering Limited

A pastry chef on a zero-hours contract claimed she was verbally dismissed during a 10-minute meeting, but the tribunal found no dismissal took place and struck out her 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.

Office administrator v Manceps Limited

An office administrator dismissed during her probation period failed to convince a tribunal that her refusal to sign a loan document was a protected disclosure. The interim relief application was refused.

Former employee v Highams Park Academy Trust

A former employee's claims of constructive dismissal and discrimination were struck out after she failed to attend a preliminary hearing and did not provide a witness statement as directed.

Former employees v Disclosure and Barring Service

A tribunal struck out all claims brought by four former employees of the Disclosure and Barring Service, finding their conduct of the litigation was so unreasonable that a fair hearing was no longer possible.

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.

Nursing Assistant (18 years' service) v University College London Hospitals NHS Foundation Trust

A tribunal struck out an unfair dismissal claim by a nursing assistant with 18 years' service after she failed to comply with orders, including providing a witness statement. No compensation was awarded.

Former employee v Works Manager Guarantee Laundries Ltd

A former employee who sent abusive emails to the tribunal and swore at the employment judge has had his discrimination claims struck out for unreasonable conduct.

Asbestos removal workers (former employees) v Kaefer Limited

A group of former asbestos removal workers had their claims against three companies struck out after the tribunal found there was no TUPE transfer of their employment.

Former employee v Sapphire Accounting and Randstad Construction Agency

A former employee's unfair dismissal claim was struck out after he failed to attend a preliminary hearing and did not provide evidence to show his claim was filed in time.

Former employee v Freespee Limited

The tribunal dismissed a former employee's application for specific disclosure of documents, ruling that a foreign qualified in-house lawyer had capacity to give legal advice and that the dominant purpose of the communications was legal advice.

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.

Road sweeper (19 years' service) v Veolia ES (UK) Limited

A tribunal struck out a road sweeper's unfair dismissal claim because his lay representative deleted a WhatsApp message and failed to disclose other relevant documents, making a fair trial impossible.

Former employee (Lead Country Accountant, 4 years' service) v Venator Materials UK Ltd

A former employee's claims for unfair dismissal, race discrimination and whistleblowing detriment have been struck out after he repeatedly failed to comply with tribunal orders and did not attend hearings.

Access Resources Integrated Services Support Officer v London Borough of Enfield

A tribunal struck out a former support officer's unfair dismissal claim against London Borough of Enfield after he failed to confirm whether he wished to pursue it and did not attend hearings.

Former employee v HFD Limited

A former employee who submitted an unfair dismissal claim and then cut all contact has had his case struck out and been ordered to pay £723.80 in costs.

Former employee v Italian Catering Concept Ltd

A former employee's constructive unfair dismissal claim was dismissed after neither he nor his former employer, now in liquidation, attended the final hearing or provided any evidence.

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.

Social worker (12 years' service) v Rotherham Metropolitan Borough Council

A social worker with 12 years' service had her unfair dismissal and disability discrimination claims dismissed after she failed to comply with a deposit order and an unless order. Her application to set aside the dismissal was refused.

Former employee v Jet2.com Limited

A former employee's unfair dismissal claim against Jet2.com was struck out after he failed to comply with case management orders, and his application to set aside the Unless Order was dismissed.

Sales consultant / casual worker v ABM Aviation UK Limited

A sales consultant who refused to participate in the final hearing and repeatedly failed to comply with case management orders had his unfair dismissal and discrimination claims struck out. Costs orders totalling £5,548 were made against him.

Former employee v London Borough of Lambeth Council

Two former employees had their unfair dismissal claims automatically struck out after failing to comply with an Unless Order. The tribunal refused reconsideration, and the claims were ultimately dismissed.

Data Protection Officer (9 months' service) v The Veterinary Defence Society Limited

A Data Protection Officer who alleged he was dismissed for making protected disclosures saw his claim struck out after failing to comply with tribunal orders. His interim relief application was dismissed for not meeting the high threshold of a 'pretty good chance' of success.

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.

Former employee (technician) v Gi Group Recruitment Ltd

A tribunal struck out a former technician's race and religion discrimination claims as out of time and without reasonable prospects. A deposit order was made for a constructive unfair dismissal claim.

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.

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.

Bus driver (7 weeks' service) v Abellio London Limited

A bus driver with only 7 weeks' service was dismissed for gross misconduct after using his mobile phone while driving. The tribunal struck out his unfair dismissal and race discrimination claims.

Area manager (8 years' service) v H B Pizza Ltd (In Creditors Voluntary Liquidation)

An area manager with 8 years' service resigned by email after his grievance was rejected. The tribunal found he was not constructively dismissed because the employer's conduct did not amount to a fundamental breach of trust and confidence.

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.

Food Technology Teacher (4 months' service) v Cavendish Learning Limited

A tribunal struck out Cavendish Learning Limited's response after repeated failures to comply with case management orders, leaving the claimant's unfair dismissal and discrimination claims undefended.

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.

Former employee v Kelvedon Auto Spares 87 Limited

A former employee's unfair dismissal claim was thrown out after he failed to attend the final hearing and had already asked to cancel it. The tribunal also found the claim was presented out of time.

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 v Circle Wood Ltd

A tribunal struck out a former employee's claim that she was discriminated against because of her caring responsibilities for her disabled mother, ruling that section 15 of the Equality Act does not cover discrimination by association.

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.

Seasonal groundsman (14 months' service) v Lickhill Manor Ltd t/a Lincomb Lock Caravan Park

A seasonal groundsman who was dismissed while signed off sick lost his disability discrimination and unfair dismissal claims after the tribunal found he was not genuinely unable to work due to his disability but was instead pursuing his own private businesses.

Clinical director lead veterinary surgeon v Medivet Group Limited

A veterinary surgeon who claimed disability discrimination over her dismissal lost her case because her employer did not know and could not reasonably have known she was disabled due to hypothyroidism.

Former employee v Extreme Networks

A former employee of Extreme Networks had all claims struck out after failing to meet the two-year service requirement for unfair dismissal and not complying with tribunal orders.

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.

Former employee (patient transport/administrative role) v Medicare EMS Group UK Limited

A former employee who brought claims for unfair dismissal and pregnancy discrimination had her case struck out after failing to comply with orders and not attending the hearing.

Former employee (7 years' service) v Equans Services Limited

A former employee with 7 years' service saw his constructive dismissal and age discrimination claims survive a strike-out application, but his disability discrimination claims were dismissed after the tribunal found he was not disabled under the Equality Act.

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.

Traffic Order/Project Engineer (11 years' service) v London Borough of Hammersmith and Fulham

An engineer with 11 years' service resigned by email but the council's IT system quarantined it; the disciplinary hearing went ahead and she was dismissed. The tribunal struck out her discrimination and victimisation claims.

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 (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.

Groom at a stud farm v Hildare Stud Farm Ltd

A groom who named an individual instead of the employing company on her claim form had her unfair dismissal case struck out as out of time. The tribunal found it was reasonably practicable to have brought the claim against the correct employer in time.

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.

Coroner and Claims Officer (4.5 years' service) v North East Ambulance Service NHS Foundation Trust

An employment tribunal dismissed two whistleblower claims after the claimant repeatedly failed to engage with proceedings and did not attend the final hearing.

Groom (stud farm employee) v Hildare Stud Farm Ltd

A groom who named her employer's directors instead of the company has had her unfair dismissal claim struck out, as the tribunal found it was too late to add the correct respondent.

Contract worker (via employment business) v Express Medicals Ltd

A contract worker's claim of disability discrimination against an employment business and a medical assessment company was struck out after the tribunal found he had not pleaded that either was his employer or principal under the Equality Act.

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.

Care home employee v Llysywaun Ltd

A care home employee who was unfairly dismissed for raising food hygiene and safeguarding concerns won her liability case, but the remedy claim was dismissed when she did not attend the hearing.

Former employee v Greene King Retail Services Limited

A former employee's unfair dismissal and disability discrimination claims were struck out after she repeatedly failed to comply with tribunal orders and did not attend the preliminary hearing. She was also ordered to pay £1,000 in costs.

Physiotherapist (12 years' service) v Leonard Cheshire Disability

A physiotherapist with 12 years' service who was dismissed for refusing the COVID-19 vaccine without a medical exemption has failed to prove his anxiety amounted to a disability under equality law.

Beauty Consultant (zero-hours contract) v E’Quipe Japan Limited

A Chinese beauty consultant who claimed she was dismissed because of her race after an argument with Arabic customers has had her claim struck out. The tribunal found no link between her treatment and her race.

Former employee v Riverside Surgery

A former employee's claim for automatically unfair dismissal was struck out after she failed to pay a £500 deposit ordered by the tribunal. The GP surgery also won costs of £3,036.

Former employee v Panther Warehousing Ltd

A former employee's disability discrimination claim against Panther Warehousing Ltd was dismissed after she failed to provide evidence of her diabetes and did not attend the hearing.

Former employee v Change Grow Live

A former employee's unfair dismissal, whistleblowing and discrimination claims have been struck out after being brought too late, with the tribunal also citing unreasonable conduct. The respondent was awarded £5,000 in costs.

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.

Former employee v Bradley Park Waste Management Limited

An employment tribunal struck out a former employee's unfair dismissal claim after he failed to attend the final hearing and ignored all directions, despite being aware of the hearing date.

Former employee v Firstport Property Services Ltd

A former employee's unfair dismissal claim against Firstport Property Services Ltd was struck out after they failed to provide disclosure despite an unless order. The tribunal also ordered them to pay £500 in costs.

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 St John's Nursing Home Limited

A former employee's race and sex discrimination claims were struck out after she and her representative failed to attend a preliminary hearing without explanation. A later bid to reinstate the case was refused.

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 employee v Worker Bee UK Ltd

A tribunal struck out a former employee's claims against Worker Bee UK Ltd after she failed to comply with multiple orders and did not actively pursue her case, making a fair hearing impossible.

Former employee v Department for Education

A former employee who filed eight separate claims against the Department for Education and others has had all claims struck out after the tribunal found his conduct scandalous, unreasonable and vexatious.

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.

Community Engagement Officer (agency worker) v Umbrella-Company Limited

An agency worker who claimed she was dismissed for whistleblowing had her interim relief application refused because she could not show a 'pretty good chance' of proving she was an employee of the respondent.

Former employee v Elizabeth Cardy

A former employee's unfair dismissal and redundancy claims were struck out because she had less than two years' service. Her remaining claims were also struck out after she did not attend the final hearing.

Biomedical support worker (5 years' service) v Leeds Teaching Hospital Trust

A tribunal dismissed a biomedical support worker's disability discrimination claims against former colleagues after he failed to attend a public preliminary hearing, despite having previously withdrawn his unfair dismissal claim.

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.

Supermarket Assistant (3 years' service) v John Lewis plc

A supermarket assistant who was dismissed after nearly two and a half years of sickness absence had his unfair dismissal claim rejected because he presented it too late and failed to attend the preliminary hearing.

Former retail worker v Primark Stores Ltd

A former Primark employee who refused to attend her own unfair dismissal hearing had her claim dismissed under Rule 47. The tribunal also ordered her to pay £400 in costs for unreasonable conduct.

Health Care Assistant v Principle Care Agency Limited

A health care assistant who worked for a care home that closed and reopened was found to have insufficient continuous service to bring an unfair dismissal claim. The tribunal ruled there was a break in employment.

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.

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.

Assistant Restaurant General Manager (12 years' service) v Splendid Restaurants (Colonel) Ltd

A 12-year employee who waited until after his internal appeal to bring an unfair dismissal claim was out of time. The tribunal rejected arguments that his wife's stillbirth and his own ignorance of procedure made it not reasonably practicable to claim earlier.

Sterile specialist (5/6 weeks' service) v Norton Healthcare Ltd t/a Teva Runcorn

A tribunal struck out a sterile specialist's race and age discrimination claims after she admitted posting selfies showing confidential information on social media. The claims had no reasonable prospect of success.

Former employee v Warburtons Limited

A former employee's unfair dismissal and discrimination claims were struck out after he failed to particularize them despite multiple hearings and warnings. The tribunal found no reasonable prospect of success and unreasonable conduct.

Former employee v Ontrak Recruitment and Training

A former employee's unfair dismissal and other claims were struck out after the tribunal found he lacked the two-year qualifying service and failed to comply with orders or attend hearings.

Personal assistant (10 months' service) v Martin F George

A personal assistant who resigned and worked her full notice period had her constructive wrongful dismissal claim struck out for having no reasonable prospect of success.

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.

Online delivery driver v Sainsbury’s Supermarkets Ltd

A Sainsbury's delivery driver who claimed he was unfairly dismissed for discount card misuse had his case dismissed because he presented his claim two months after the deadline.

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 (IT professional, £55k salary) v JP Morgan Chase Bank N.A London Branch

A tribunal struck out a former JP Morgan employee's discrimination claim after he inserted a poem into disclosed documents and sent the tampered version to the tribunal. Most allegations were also dismissed as out of time.

Former employee v Mitie FM Ltd

A tribunal struck out one part of a former employee's race discrimination claim because the alleged discriminatory act was carried out by a third party, but allowed other allegations to proceed.

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.

Former employee v Financial Ombudsman Service Limited

A former complainant who claimed to be an employee of the Financial Ombudsman Service had all his claims struck out after failing to attend a preliminary hearing and providing no evidence of an employment relationship.

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.

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.

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.

Former employee v Norpol Recycling Limited

A former employee who worked for Norpol Recycling Limited for less than two years had his unfair dismissal claim struck out because he did not meet the qualifying period. The tribunal also found his disability discrimination claim was out of time.

Multiskilled operative (11 months' service) v Coastline Housing Ltd

A multiskilled operative who resigned and claimed constructive unfair dismissal for whistleblowing had his claims thrown out because he did not present them in time. The tribunal also rejected his disability discrimination claim for lack of medical evidence.

Former employee v Surrey County Council

A former employee who claimed she was automatically unfairly dismissed for making 11 protected disclosures has been refused interim relief by the tribunal, which found it unlikely she would succeed at the final hearing.

Former employee (Project Manager, Surrey Fire and Rescue Service Pensions) v Surrey County Council

A tribunal has struck out a former employee's unfair dismissal claim after he deliberately misled the tribunal about a medical appointment and failed to comply with case management orders.

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.

Home Care Assistant (5 years' service) v Anchor Hanover Group

A tribunal struck out a home care assistant's race discrimination claim after she failed to pay a £1,200 deposit ordered because her allegations had little prospect of success. The case highlights the risks of bringing claims based on immigration status rather than race.

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.

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.

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 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 v WAC Arts

A former employee's attempt to add a sex discrimination claim based on how her safety concerns were handled compared to a colleague's was refused by the tribunal as out of time and lacking merit.

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 East Lindsey ITeC Ltd trading as First College

A tribunal struck out an unfair dismissal claim because the employee had less than two years' service and failed to comply with orders or pursue the case for over two years.

Former employee v Surrey and Sussex Healthcare NHS Trust

Two former employees of Surrey and Sussex Healthcare NHS Trust had their unfair dismissal and discrimination claims struck out after repeatedly failing to provide details of their case, despite multiple extensions and a warning.

Office Manager (5 years' service) v Astrea Academy Trust

A tribunal struck out an office manager's constructive dismissal claim against Astrea Academy Trust after she failed to provide additional information or a schedule of loss, and did not attend the hearing.

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.

IT support technician (3 years 6 months' service) v Birmingham City University

An employment tribunal struck out the entire claim of an IT support technician who called counsel 'a retard' and discussed evidence on Twitter during the hearing, ruling his conduct made a fair trial impossible.

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.

Deputy Manager (6 years' service) v Cambian Asperger Syndrome Services Ltd

A deputy manager who refused the Covid-19 vaccine on religious and philosophical grounds was fairly dismissed when his employer had a legal duty to require vaccination. The tribunal ordered him to pay a deposit to continue his claims.

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 Aspinalls Club Limited t/a Crown London Aspinalls

A former employee's unfair dismissal and discrimination claims against Aspinalls Club were struck out after repeated failures to provide required documents and respond to tribunal orders.

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.

Former employee v Gatwick Construction Limited

A former employee of Gatwick Construction Limited had their unfair dismissal claim thrown out because they had not worked there for two years. Their other claims for wrongful dismissal and unauthorised deductions also failed.

Former employee v Tesco Stores Ltd

A former employee's claim for constructive dismissal and disability discrimination was struck out after she repeatedly failed to comply with tribunal orders to provide particulars of her allegations.

Warehouse operative (6 years' service) v Tempur UK Ltd

A warehouse operative who resigned after refusing to comply with face-covering and testing rules had his indirect discrimination and constructive dismissal claims struck out after failing to pay a deposit order.

Library volunteer (9 years' service) v Fallowfield Library & Community Resource Centre

A long-serving library volunteer who brought unfair dismissal and discrimination claims was unable to proceed because the tribunal found she was not an employee or worker. All claims were dismissed.

Senior financial assistant (35 years' service in local government) v Connah’s Quay Town Council

A senior financial assistant with 35 years' service in local government was told she lacked the two-year continuity needed for an ordinary unfair dismissal claim after just one month with a new council. The tribunal dismissed her argument that her contract preserved her previous service.

Contract worker (social worker) v ICON Clinical Research Limited

A contract social worker's claim that they were automatically unfairly dismissed for making protected disclosures has been struck out by the tribunal, which found it had no reasonable prospect of success.

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.

Civil servant (Higher Officer, Commercial Directorate, HMRC) v HM Revenue and Customs

A long-serving HMRC civil servant who covertly recorded meetings with his manager had his unfair dismissal and whistleblowing claims dismissed after the tribunal found a fair trial was impossible.

Maths teacher (15 years' service) v Ernest Bevin College and London Borough of Wandsworth

A tribunal struck out a maths teacher's unfair dismissal and age discrimination claims after he filed 18 days late and failed to pay a £500 deposit for the weak discrimination claim.

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.

Former employee v ABM Facility Services UK Ltd

An employment tribunal struck out an unfair dismissal claim after the claimant failed to prepare for two hearings and made a last-minute adjournment application based on a minor surgery. The claimant was also ordered to pay £1,000 in costs.

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 (commission-based sales role) v Sera Neon Ltd

A former sales employee's claim for unpaid commission was struck out after she failed to comply with tribunal orders and admitted she had no legal argument to overcome a contractual discretion clause. The tribunal also ordered her to pay £10,000 in costs.

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.

Former employee v Currys Group Ltd

An unfair dismissal claim against Currys Group Ltd has been struck out after the former employee failed to comply with case management orders, did not contact the tribunal or employer for over four months, and did not attend the hearing.

Former employee v ATL Fulfilment Limited

A former employee's claims for constructive dismissal, disability discrimination and protected disclosure detriment were struck out after she failed to comply with an Unless Order requiring further details of her complaints.

Former employee v Société Air France

A former employee's claims for associative race discrimination, constructive unfair dismissal, age discrimination and victimisation were struck out or made subject to a deposit order after the tribunal found they had no reasonable prospects of success.

Former employee v Just Trays Ltd

A former employee who brought constructive unfair dismissal and other claims against Just Trays Ltd had their case dismissed after failing to attend the final hearing or comply with case management orders.

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.

Former employee (6 years' service) v British Airways plc

A former British Airways employee had his unfair dismissal claim thrown out after he failed to attend the final hearing, citing a new job and personal issues. The tribunal also refused the airline's application for costs.

Bid Architect (9 months' service) v ONNEC Group UK Limited

A bid architect with nine months' service claimed his redundancy was a sham to cover up a protected disclosure. The tribunal refused interim relief, finding it unlikely that the principal reason for dismissal was whistleblowing.

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.

Mobile field support driver (10 months' service) v Vorboss Limited

A tribunal ordered a mobile field support driver to pay a £20 deposit for each of her eight sex and race discrimination allegations, finding they had little reasonable prospect of success.

Customer Service Advisor (2 months' service) v Ascensos Limited

A tribunal ruled that a customer service advisor who worked for only two months was not disabled under the Equality Act, dismissing her disability discrimination claims against Ascensos Limited.

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.

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.

Former employee v Whittington Health NHS Trust

A former employee's unfair dismissal claim was struck out after he deliberately ignored tribunal orders and refused to communicate with his employer, Whittington Health NHS Trust.

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.

Former employee (34 years' service) v Ministry of Defence

A former Ministry of Defence employee with 34 years' service had his second unfair dismissal claim struck out for being substantially the same as a 2015 claim he withdrew, and for paying a deposit late.

Postal worker (Operational Postal Grade) v Royal Mail Group Limited

A postal worker who relied on his trade union's incorrect advice about the time limit for bringing an unfair dismissal claim had his case struck out as out of time. The tribunal found it was reasonably practicable for him to have presented the claim within the three-month window.

Warehouse operative (7 months' service) v Amazon UK Services Ltd

A warehouse operative who resigned in a phone call but later claimed he had withdrawn his resignation had his unfair dismissal claim struck out. The tribunal found his words were unambiguous and the resignation stood.

Former employee v Dr French Memorial Home Limited

A former employee's unfair dismissal claim against Dr French Memorial Home Limited was struck out after she failed to attend a hearing and ignored tribunal orders, even after being given a second chance.

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.

Former employee v Mulberry Homes Property Developments Ltd

A former employee's unfair dismissal claim was allowed to proceed after the tribunal ruled that his claim form was correctly presented on 20 April 2022, even though it was initially returned for lacking a postcode and resubmitted one day after the deadline.

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.

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 employee v Digital Barriers Services Limited

A former employee's attempt to strike out the employer's response failed because the employer had put forward an arguable defence and had complied with disclosure obligations.

Studio Manager (9 years' service) v Consol Tanning Limited t/a Consol

A tribunal has dismissed an unfair dismissal claim from a studio manager with nine years' service who was sacked for gross misconduct after repeatedly giving free sunbed sessions without authorisation. The employer's investigation and decision were found to be within the range of reasonable responses.

Former employee v The Commissioners for HM Revenue and Customs

A former HMRC employee who did not attend his final hearing after three postponement requests were refused has had all his claims dismissed by the Newcastle Employment Tribunal.

Dispenser (20 hours per week) v Wyncroft Surgery (A Partnership)

A part-time dispenser who raised patient safety concerns about medication mix-ups and sabotage was summarily dismissed. The tribunal refused interim relief, finding she did not have a 'pretty good chance' of proving her dismissal was due to whistleblowing.

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.

Parking Services Manager (6 years' service) v Crawley Borough Council

A Parking Services Manager with anxiety and depression was not disabled under the Equality Act 2010, the tribunal ruled, striking out his discrimination claims.

Production Operative (3 years 10 months' service) v Kettle Foods Limited

A production operative who was dismissed after over a year of sickness absence has had her unfair dismissal and disability discrimination claims struck out. The tribunal found she was not disabled and her dismissal was fair.

Former employee v West Midlands Ambulance Service University NHS Foundation Trust

A former employee who failed to attend his final hearing and repeatedly ignored tribunal orders has had all his claims dismissed. The tribunal found no realistic prospect of progressing the case.

Former care home bank worker v Willow Tower Opco1 Ltd

A tribunal dismissed an unfair dismissal claim from a care home bank worker who refused the COVID-19 vaccine citing veganism, ruling she lacked continuity of service and her belief was not a protected characteristic.

Former employee v Kindred (London) Limited

A former employee's whistleblowing unfair dismissal claim was struck out after he repeatedly failed to give specific details of his alleged protected disclosures, despite multiple tribunal orders.

Former employee v Avensis Support Limited

A former employee's whistleblowing unfair dismissal claim was dismissed after he failed to attend a preliminary hearing and emailed the tribunal saying he had a new job and did not want to lose it by being a whistleblower.

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.

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.

Occupational Therapy Technical Instructor (2.5 years' service) v South West London and St George’s Mental Health NHS Trust

An occupational therapy instructor who was unfairly dismissed for gross misconduct saw his claim dismissed because he presented it too late. The tribunal found he could have brought it in time.

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.

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.

Former Grade 7 nurse (cardiovascular health and rehabilitation) v University College London Hospitals NHS Foundation Trust

A former Grade 7 nurse failed to prove constructive unfair dismissal after his role was removed in a restructure. The tribunal struck out his claim and refused to add a disability discrimination claim.

Former employee (engineer, 15 years' service) v Transport for London

A former Transport for London engineer had his whistleblowing detriment claim struck out after trying to relitigate a disclosure already decided by a previous tribunal. He was ordered to pay £2,940 in costs for withdrawing the rest late.

Former employee v Barts Health NHS Trust

A former employee's unfair dismissal and discrimination claim was struck out after he failed to comply with orders, respond to correspondence, or attend the hearing. The tribunal found his delay was intentional and disrespectful.

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.

Former apprentice electrician v Power Up Manchester Limited

A former apprentice electrician had his unfair dismissal and discrimination claims dismissed after he failed to attend a preliminary hearing and ignored tribunal orders. The employer was awarded £760 in preparation costs.

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.

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.

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 Just Ask Estate Services Ltd

A tribunal struck out claims for automatic unfair dismissal and race discrimination after the claimant failed to comply with orders and made no contact for over a year.

Former employee v Whitbread Group Plc

A former employee's unfair dismissal claim against Whitbread Group Plc was struck out after he failed to attend the final hearing and comply with case management orders, but the tribunal later granted reconsideration and restored the claim.

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.

Former crew member (6 years' service) v McDonalds

A former McDonald's crew member lost his unfair dismissal claim because he contacted Acas more than three months after the deadline, despite visiting the tribunal earlier. The claim was struck out as out of time.

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.

Doctor (NHS trainee) v Health Education England

An NHS trainee doctor who flew to India for his mother's surgery after a tribunal refused to postpone a 35-day hearing had his unfair dismissal claim struck out for unreasonable conduct.

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.

NHS consultant (psychiatrist) v South West Yorkshire Partnership NHS Foundation Trust

A psychiatrist's claim for constructive unfair dismissal against an NHS trust was struck out after she failed to pay a £400 deposit ordered by the tribunal. The claim had previously survived a strike-out application.

Former employee v LQS Healthcare Services Ltd

A former employee's unfair dismissal claim against LQS Healthcare Services Ltd was struck out because they had worked there for less than two years, the minimum qualifying period under UK law.

Patient Administrator (6 years' service) v Chelsea and Westminster Hospital NHS Foundation Trust

A tribunal struck out an unfair dismissal claim from a Patient Administrator who was dismissed for allegedly stealing a colleague's bag, after finding CCTV footage left no reasonable prospect of success.

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.

Former employee v Slough Borough Council

A former employee's unfair dismissal claim against Slough Borough Council was dismissed after she and her representative failed to attend the final hearing, despite multiple attempts by the tribunal to contact them.

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.

Former employee v Mr Anthony Goodrich and Openmart Ltd

A former employee's race and age discrimination claims were automatically dismissed after she failed to comply with an Unless Order, and her remaining claims were struck out for non-compliance and lack of active pursuit.

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.

Former employee v Octo Members Group Ltd

A former employee who lost his sense of taste and smell after a brain injury failed to prove he was disabled, as the tribunal found his symptoms were not likely to last 12 months. His disability discrimination claim was dismissed.

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 v Revere Riverside Ltd

A former employee's unfair dismissal claim was struck out after her employer was dissolved and she could not afford the £585 fee to restore it to the register.

Community Hub Director (11 years' service) v Santander UK PLC

A Community Hub Director with 11 years' service was dismissed for gross misconduct after allegedly faking a stolen card. The tribunal struck out his unfair dismissal and race discrimination claims as having no reasonable prospects of success.

Former employee (driver) v Travis Perkins Trading Co Ltd

A former driver's unfair dismissal and discrimination claims were struck out after the tribunal found they had no reasonable prospects of success and were submitted late.

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.

Finance Officer (23 years' service) v The Governing Body of Kingsbury High School

A tribunal struck out claims of unfair dismissal, disability discrimination and victimisation brought by a finance officer with 23 years' service who was dismissed after 32 months' sick leave following a cancer diagnosis.

Night reception team member v Whitbread Plc

A Premier Inn night receptionist was fairly dismissed for gross misconduct after a guest complained someone entered their room. CCTV and key access logs showed the claimant on the floor and using his key twice that night.

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 Malvern Tyres (Wholesale) Limited

A former employee who brought an unfair dismissal claim with less than two years' service had the claim struck out after failing to comply with tribunal orders or respond to warnings.

Former employee v Harrods Ltd

A former Harrods employee's application for interim relief was dismissed by the tribunal, but he was allowed to amend his claim to include ordinary unfair and wrongful dismissal.

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 (8 years' service) v Paperchase Products Ltd (in administration)

A former employee's second unfair dismissal claim against Paperchase Products Ltd was struck out as an abuse of process, and his bid to force the Secretary of State to pay a basic award without a tribunal decision failed.

Head priest (4 years' service) v Singh Sabha London East

A head priest who was paid £390 per month without tax or NI deductions saw his unfair dismissal claim thrown out after the tribunal found the employment contract was illegally performed.

Former employee v South Wales Campers Limited

An employment tribunal dismissed an unfair dismissal claim after the former employee failed to attend the final hearing and did not respond to any tribunal communications. The respondent believed the claim had been settled directly.

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 v London Underground Limited

A former employee who brought claims of unfair dismissal and discrimination against London Underground Limited has had all his claims struck out after failing to attend two preliminary hearings and not responding to tribunal orders.

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.

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 Marian Langford T/A Towyn Capel Residential Home

A former employee who failed to comply with tribunal orders and did not pursue her unfair dismissal claim had it struck out. She was later ordered to pay £1,374.80 in preparation time costs.

Former employee v Stanhay Webb Ltd

A former employee's claim against Stanhay Webb Ltd was struck out because the claim form was incomprehensible and the claimant failed to clarify it, even after being given a chance.

Optical assistant (10 years' service) v Fairford Opticians Limited

An optical assistant with 10 years' service was dismissed after making a harassing phone call from her employer's line. Her unfair dismissal claim was struck out for having no reasonable prospect of success.

Senior ER Adviser (4 years' service) v St George’s University Hospitals NHS Foundation Trust

A senior ER adviser who claimed unfair dismissal and a redundancy payment had her case struck out because she presented the claim while still employed. The tribunal said it had no reasonable prospects of success.

Former employee v Seqirus UK Ltd

A tribunal struck out a former employee's unfair dismissal, age discrimination, and disability discrimination claims after he failed to respond to case management orders and a strike-out warning.

Former employee v The Collective (Living) Limited (in administration)

A tribunal dismissed a former employee's claim against her employer's insurer, finding the insurer was entitled to avoid the policy because the employer had dismissed her against legal advice. No damages were awarded.

Car mechanic v AJSHM Limited

A car mechanic who claimed unfair dismissal and redundancy pay had his case struck out after he failed to comply with a tribunal order and ignored a strike-out warning. The tribunal decided the claim should be dismissed due to non-compliance.

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.

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.

Prison officer (14 years' service) v Secretary of State for Justice

A prison officer with 14 years' service had his unfair dismissal claim rejected as out of time after a union email was lost in a junk folder, leaving him 10 days late in filing.

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.

Postman (16 years' service) v Royal Mail Group Ltd

A postman with 16 years' service who took undelivered mail home on Christmas Eve had his unfair dismissal claim struck out after the tribunal found his conduct during proceedings was scandalous, unreasonable, and vexatious.

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 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 v Micrologic Property Holdings Limited

A former employee who withdrew their claim shortly before a hearing was ordered to pay £1,200 in costs. The employer's bid to have the award reconsidered has been refused.

Former employee v St Edward Homes Limited

A former employee's claim for protected disclosure detriment was struck out after the tribunal found the alleged acts were covered by judicial proceedings immunity and the claim was an abuse of process. A costs order of £20,000 was made.

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 Nakanojo UK Ltd

A former employee's claims for unpaid wages and race discrimination were struck out after she presented them eight months late, believing the time limit was two years as in Italy.

Former employees v Seychell Engineering and Fabrication Limited (in voluntary liquidation)

Three former employees had their claims for unfair dismissal, redundancy pay and unpaid wages dismissed after they failed to attend the tribunal hearing and provided no evidence.

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.

Former employee v Out and Out Original Limited

A former employee who attended a final hearing by phone, left twice, and refused to return had his unlawful deduction claim struck out for unreasonable conduct.

Former employee v Altran UK Limited

A former employee's claim for breach of contract and unlawful deductions was struck out after he failed to comply with tribunal orders and did not attend the final hearing, citing health reasons without providing medical evidence.

Former employee v Richard Frost

A former employee who withdrew an earlier claim and then brought the same complaints again has had her case struck out. The tribunal ruled it had no jurisdiction to hear the identical allegations.

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.

Technician (4 months' service) v Heaton Park Garage Ltd

A technician who resigned after four months with only one week's notice has had his claim for an unpaid £1,000 signing-on bonus dismissed. The tribunal found that his contract allowed the employer to withhold the bonus if he did not work the required notice period.

Former employee v Sainsburys Supermarkets Ltd

An employment tribunal struck out a former employee's unfair dismissal and discrimination claims after they failed to comply with a deposit order and an order for further particulars. The decision was upheld on reconsideration.

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.

Café Manager (5 weeks' service) v Ms Jean Fox T/A Café 24

A café manager with fibromyalgia saw her disability discrimination claim struck out after her employer entered bankruptcy and she failed to get court permission to continue proceedings.

Warehouse Partner (4 weeks' service) v John Lewis plc

A warehouse partner who was sacked after just four weeks for using a false name and lying about previous employment had his unfair dismissal and whistleblowing claims struck out by the Reading Employment Tribunal.

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 E Limited

A former employee who alleged that photographic evidence was fabricated has had her application for reconsideration refused. The tribunal found no reasonable prospect of the original decision being changed.

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.

Former employee v EDF Energy Limited

A former employee's unfair dismissal and disability discrimination claims were struck out after he repeatedly failed to comply with tribunal orders to provide a disability impact statement, and did not attend any hearings.

Former employee v Active Assistance Limited; Staff Management Limited

A former employee who hung up on the tribunal clerk and ignored repeated attempts to contact her had her unfair dismissal claim thrown out for non-attendance.

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.

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.

Teaching Assistant and Midday Supervisor (10 years' service) v Derbyshire County Council

A teaching assistant who was dismissed on ill-health grounds had her unfair dismissal and disability discrimination claims struck out after presenting them 415 days late. The tribunal found no explanation for the delay and no jurisdiction to hear the case.

Director (full-time working director) v The REC Horsham Limited

An employment tribunal dismissed a director's constructive dismissal claim after finding he was complicit in the company's failure to pay tax and National Insurance and abuse of the furlough scheme.

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.

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.

Chef (part-time) v Rimad Ltd

A part-time chef who was summarily dismissed for threatening a manager with a knife withdrew his unfair dismissal claim at the final hearing. The tribunal also refused his late application to add a harassment claim.

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 Shaw Trust Ltd

A former employee of Shaw Trust had his unfair dismissal and redundancy claims struck out because he had less than two years' service. His race and sex discrimination claims were partially struck out and partially subject to a £5 deposit order.

Former employee v Westminster City Council

A former employee’s attempt to add an equal pay complaint to her existing claim was refused by the tribunal, which found the new claim was out of time and would cause greater hardship to Westminster City Council than to her.

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.

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.

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.

Teacher (former) v National Education Union

A former teacher's sex discrimination claim against the National Education Union was struck out after she filed it two and a half years after the alleged 'please be nice' email. The tribunal found no continuing act of discrimination.

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.

Service controller (5 years' service) v Altegra Integrated Solutions Limited

A service controller's claims of constructive unfair dismissal and pregnancy/maternity discrimination were struck out after she failed to attend a preliminary hearing and did not comply with tribunal orders.

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 (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.

Former employee v Asda Stores Limited

A former employee who failed to comply with tribunal orders and did not attend a preliminary hearing has been ordered to pay £3,120 in costs after his claim was automatically struck out.

Warehouse operative (6 years' service) v Alexir Co Packers Limited

A warehouse operative's sexual harassment claim was dismissed because she filed her claim too late, and her unfair dismissal claim was struck out as she never actually resigned.

Former employee v Coventry University

A former employee of Coventry University was refused permission to add race and age discrimination claims to his unfair dismissal case, after applying to amend his claim over a year after the original deadline.

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.

Former employee v Community Integrated Care

A former employee's unfair dismissal claim was dismissed after he failed to obtain an ACAS early conciliation number before presenting his claim, and the tribunal refused to extend time.

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.

Former employee v ACE Scaffolding (M/CR) Ltd

A former employee's unfair dismissal claim was thrown out after he failed to attend three preliminary hearings, despite repeated warnings that his case could be struck out.

Former employee v National Utilities Ltd

A former employee's unfair dismissal claim was struck out after he repeatedly failed to comply with tribunal orders, including providing a witness statement and further information.

Former employee v Tooth Fairies Ltd

A former employee's unfair dismissal claim was struck out because she lacked the required two years' continuous service. Her wrongful dismissal claim was also struck out for having no reasonable prospect of success.

Process Technician (15 years' service) v Thames Water Utilities Limited

A tribunal has ruled that a Thames Water process technician with 15 years' service was not disabled under the Equality Act, dismissing his disability discrimination claims. The decision turned on whether his stress, anxiety and depression had a long-term substantial effect.

Former employee v Dimensions UK Ltd

A former employee's unfair dismissal claim against Dimensions UK Ltd was struck out after he failed to comply with tribunal orders and did not attend the hearing. The tribunal found his non-compliance was intentional and disrespectful.

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.

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.

Online teacher (7.5 hours per week) v Horizon Care and Education Group Limited

An online teacher who withdrew her disability discrimination claim on the second day of the hearing avoided a costs order, even though the tribunal found her conduct unreasonable.

Ground operations lead (5 years' service) v British Airways PLC

A ground operations lead's claims for unfair dismissal and race discrimination against British Airways were struck out after he repeatedly failed to comply with case management orders and did not attend the preliminary hearing.

Business adviser / hotel manager (4 years' service) v Masteron Group of Companies

A business adviser who was made redundant after his employer went into liquidation had his unfair dismissal claim rejected because he named the wrong company as respondent. The tribunal refused his late attempt to add the correct entity.

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 International Television Channel Limited

A tribunal refused to strike out an unfair dismissal claim despite the claimant's failure to comply with case management orders for months, because a fair hearing was still possible and less drastic measures could be used.

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.

Estate Caretaker (7 years' service) v Mainstay Facilities Management Limited

An estate caretaker who resigned claiming constructive unfair dismissal lost his case because he continued working for three years after the only proven breach of contract, amounting to affirmation.

Former employee v First Rail Holdings Limited

A tribunal has refused a costs application by First Rail Holdings Limited against a former employee whose unfair dismissal claim was struck out, finding his genuine belief in the claim meant he did not act vexatiously.

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.

Carpet fitter v Rema Tip Top Industry UK Ltd

A tribunal ordered a former carpet fitter to pay £12,950 in costs after he pursued disability discrimination and unfair dismissal claims that were out of time and based on untruthful evidence. His former solicitors were also ordered to pay £1,600 in wasted costs.

Former employee v James Mclaughlin

A former employee's claims for unfair dismissal and unauthorised deduction from wages were struck out or dismissed after he failed to attend the final hearing and had less than two years' service.

Former employee (service manager) v Enable Care Services (South Wales) Ltd

A former service manager's unfair dismissal claim was struck out after she failed to attend a case management hearing and did not comply with subsequent tribunal orders. Her application for reconsideration was refused.

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.

Former employee v Kapetil (High Peak) Ltd T/A Toni & Guy Macclesfield

A former employee's unfair dismissal and disability discrimination claims have been struck out after he repeatedly failed to comply with case management orders and did not attend the strike-out hearing.

Former employee (4 years' service) v Three Rivers District Council

A former employee of Three Rivers District Council was refused permission to add pregnancy discrimination claims to her existing race and constructive dismissal case, as the application came over two years after the time limit expired.

Former employee v Greenwich Leisure Ltd

A former employee's unfair dismissal claim was dismissed after she did not attend the final hearing. The tribunal refused a last-minute postponement because the medical evidence did not show she was unfit to attend the hearing.

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.

Track technician (5 years' service) v Transport for London

A Transport for London track technician who resigned and then failed to comply with tribunal orders or attend hearings has had his unfair dismissal claim struck out.

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 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.

Project Controls Manager (5 years' service) v Ministry of Defence

A US national employed for five years by the Ministry of Defence was dismissed when the department realised her contract was void under Civil Service Nationality Rules. The tribunal struck out all claims as having no reasonable prospect of success.

Administrative assistant and library assistant (7 months' service) v John Colet School

An employment tribunal struck out an administrative assistant's unfair dismissal claim after she behaved disruptively, made unfounded allegations, and repeatedly failed to provide further particulars despite multiple orders.

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.

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.

Former employee v Secretary of State for Work and Pensions

The tribunal struck out race and disability discrimination claims because they were presented late, and the claimant failed to attend the hearing or provide reasons for the delay.

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 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.

Former employee v Creations Hairdressers & Barbering Studio Ltd.

A former employee who did not attend hearings or respond to a strike-out warning had his unfair dismissal and discrimination claim struck out. The tribunal also ordered him to pay £3,488.40 in costs.

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 Ion Man Limited

A tribunal dismissed a former employee's claim for unpaid wages and holiday pay after he failed to attend the telephone hearing. His application for reconsideration was refused because the notice had been sent to his email address.

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.

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.

Former employee v Vision on Services GB Ltd

A former employee's unfair dismissal claim was struck out after he failed to attend a preliminary hearing, despite being warned that non-attendance could lead to strike-out. No compensation was awarded.

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 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.

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.

Former employee v Change Hospitality Hub Ltd

A former employee's claim for holiday pay was dismissed after she failed to attend the final hearing and did not comply with case management orders. The tribunal found she had not actively pursued her claim.

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 Rohit Vikal

A former employee's unfair dismissal and whistleblowing claims were dismissed after she failed to attend two hearings, including a telephone hearing where neither party showed up.

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.

Practice Manager (former employee and director) v Khan Solicitors Limited

A tribunal revoked a 2014 judgment finding a practice manager guilty of financial impropriety, after new documents emerged and the parties reached a settlement. The claim was then dismissed on withdrawal.

Retail assistant (15 years' service) v Sainsbury’s Supermarkets Ltd

A 15-year retail assistant had her entire claim struck out after failing to respond to a strike-out warning and not complying with case management orders. The tribunal had already dismissed her race discrimination claims and refused to add a whistleblowing complaint.

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.

Clinical deputy manager (senior nurse) v Bagshot Rehab Centre Limited

A clinical deputy manager who raised concerns about training and patient safety was dismissed after just 18 days at work. The tribunal rejected his whistleblowing claim, finding his disclosures were not made with a reasonable belief of legal breaches.

Optical assistant (10 years' service) v Fairford Opticians Ltd

An optical assistant who was convicted of harassment for a phone call made from her employer's phone had her unfair dismissal claim struck out as having no reasonable prospect of success.

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 British Airways Plc

A former employee's claim against British Airways survives a strike-out bid after a 7-day delay in providing dates for events, with the tribunal ruling that striking out would be disproportionate.

Care home worker v Burlington Care (Yorkshire) Limited

An employment tribunal struck out unfair dismissal and discrimination claims brought by 127 care home workers against the government and the Care Quality Commission over the mandatory Covid-19 vaccination policy.

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.

Senior Healthcare Technical Officer (5 years' service) v R

An unfair dismissal claim was dismissed after the claimant failed to attend the final hearing and a preliminary hearing. The tribunal also ordered the claimant to pay £3,460.80 in costs for unreasonable conduct.

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 (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.

Broadcast journalist (BBC World Service, Arabic Radio team) v British Broadcasting Corporation

A BBC World Service journalist who claimed disability discrimination and victimisation had her case dismissed after she failed to attend the final hearing. The tribunal refused her applications for postponement and later refused reconsideration.

Former employee (Transcare Nurse) v B. Braun Medical Ltd

A nurse who accepted re-engagement after being dismissed for gross misconduct could not later claim constructive unfair dismissal when she resigned. The tribunal struck out her claims.

Former employee (disputed status) v Thomas Roofing (NW) Ltd

A former employee who forged a contract of employment and swapped a blank SD card for evidence has had her unfair dismissal claim struck out for abuse of process.

Former employee v Nano Fibre UK Ltd

A former employee's unfair dismissal claim was struck out because he had less than two years' service, and his remaining claims were dismissed after he failed to attend the hearing or comply with case management orders.

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.

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 Diamond Bus South East (formerly known as Hallmark Connections Limited)

A former employee's unfair dismissal claim was struck out after he failed to comply with any tribunal directions and gave inconsistent reasons for not attending the final hearing.

Trainee Assistant Psychological Wellbeing Practitioner v Pennine Care NHS Foundation Trust

A former trainee assistant psychological wellbeing practitioner had her unfair dismissal and discrimination claims struck out after repeatedly failing to comply with case management orders and not responding to a strike-out warning.

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.

Former employee (long service, dismissed for gross misconduct) v Care UK Community Partnerships Ltd

A tribunal struck out claims of unfair dismissal, wrongful dismissal, and detriment for protected disclosures after the claimant failed to pay a £300 deposit order. The unlawful deductions claim was also struck out as having no reasonable prospect of success.

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.

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 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.

PR and Community Manager v Arjuna Seth Shoes Limited

An employment tribunal struck out a former PR and community manager's claims of sexual harassment and victimisation after she failed to pursue them for over two and a half years, following the respondent's liquidation.

Zero-hours employee v Kent Central Ambulance Service Ltd

A zero-hours employee who claimed unfair dismissal and unpaid holiday pay had her case dismissed after the tribunal found she had not been dismissed and remained employed. Two late reconsideration applications were also refused.

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.

Solicitor v Just Family Law Ltd

A solicitor who claimed he was dismissed for raising a GDPR concern had his protected disclosure claim struck out. The tribunal also found he lacked the two years' service needed for ordinary unfair dismissal.

Former employee v Govia Thameslink Railway Ltd

A former employee's unfair dismissal and discrimination claims against Govia Thameslink Railway were struck out after he repeatedly refused to proceed without a prior criminal investigation by MI5 or the Serious Fraud Office.

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.

Street cleaner (TUPE transferred in 2013) v Ringway Hounslow Highways Limited

A street cleaner who alleged an eight-year campaign of age discrimination and harassment by his employer had his claims struck out for having no reasonable prospects of success.

Former employee v Sodexo Limited

A former employee's disability discrimination claim against Sodexo Limited was struck out after she repeatedly failed to provide ordered medical information. The tribunal found no reasonable excuse for the non-compliance.