Remitted

Former employee v Prestige Dental Services Limited

A tribunal has set aside its own earlier judgments after admitting it should have telephoned the respondent before proceeding in their absence. The case will now be reheard.

Former employee v Dance Attack Collection Limited

A former employee who responded to a tribunal direction within time but used the wrong case number had her unfair dismissal claim reinstated after the tribunal revoked its original judgment.

Labourer (construction) v Ardmore Construction Limited

A construction labourer who alleges he was subjected to monkey chants and racist abuse can proceed with his claim after the tribunal refused to strike it out, despite his late compliance with orders.

Supply teacher v Ravenscroft Park Preparatory School

A tribunal allowed a supply teacher to amend her disability discrimination claim to include victimisation, and later granted an anonymity order after initially refusing it.

Driver Installer (4 months' service) v A&J Sectional Buildings Ltd

A driver installer who was dismissed after challenging his pay rate has been allowed to pursue an automatically unfair dismissal claim, despite having less than two years' service.

Former employee v Wales England Care Ltd

A former employee's pregnancy-related unfair dismissal claim against Wales England Care Ltd was allowed to proceed after the tribunal identified the correct employer, dismissing claims against a dissolved company and a liquidated one.

Former employee v CFE Lighting

A former employee who missed a telephone hearing due to connection problems has had her unfair dismissal claim reinstated after the tribunal granted reconsideration.

Pre-school employees (manager and staff) v Management Committee of St Philips Community Centre

Four pre-school employees claimed unfair dismissal after redundancy, but the tribunal first had to decide who their employer was – the management committee, the church council, or individuals.

Former employee v Riverside Dental Spa

A default judgment against Riverside Dental Spa for maternity discrimination was revoked when the tribunal discovered the employer had in fact filed its response before the deadline. The case will now proceed to a full hearing.

Former employee v FAE Ventures Ltd (T/a FAE Group)

A tribunal initially struck out a former employee's disability discrimination claims for failing to provide a detailed impact statement, but later reinstated them after reconsidering the proportionality of the sanction.

Sous-chef (2 years' service) v Humble Group Ltd

A sous-chef who resigned after being asked to do so by his employer while on sick leave has been allowed to bring his constructive dismissal and disability discrimination claims out of time.

Accounts and Sales Manager (5 years' service) v Eden Horticulture Ltd

A tribunal has ruled that an accounts and sales manager's anxiety was a disability under the Equality Act, and refused the employer's attempt to strike out the claim.

HGV Driver (17 years' service) v Hopkinson Waste Management Limited

A default judgment for unfair dismissal was revoked after the employer argued it had informally requested an extension. The case will now proceed to a full hearing.

Former employee v Plain Jane Limited

A former employee's claim was struck out after her witness statement arrived four minutes late. The tribunal set aside the strike-out, finding she was not at fault and a fair hearing remained possible.

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

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

Former employee v Busy Bees Nurseries Limited

A former employee's unfair dismissal claim was reinstated after the tribunal admitted it sent key correspondence to the wrong email address, causing the claim to be struck out for non-response.

Former employee v Nottingham City Council

A default judgment against Nottingham City Council was revoked after the tribunal found it had lost the employer's response. The case will now proceed to a full hearing.

Former employee v Ocado Central Service Limited

A tribunal has adjourned a preliminary hearing on time limits for a sexual harassment claim after the claimant's representative said she was too unwell to proceed. The judge found the risk of injustice to the claimant outweighed the delay to Ocado.

Civil Enforcement Officer v Serco Limited

A civil enforcement officer's attempt to bring a claim on behalf of 12 colleagues was initially rejected due to a technical glitch in the online ET1 form, but the tribunal later revoked its decision after reconsideration.

Former employee v Huntingdon Performance Tyres Ltd

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

Former employee v Kisiel Limited

A default judgment of £23,238.49 was set aside because the employer had actually submitted its response by the extended deadline, even though the tribunal had not processed it before issuing judgment.

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

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

Former employee v Priory Group

A former employee's unfair dismissal claim against Priory Group was back on track after the tribunal revoked a strike-out, finding the employer had not received correspondence due to an email address error.

Former employee (6 years' service) v Matalan Limited

A former Matalan employee won a default judgment for unfair dismissal and redundancy, but the retailer successfully applied to set it aside, sending the case back for a full hearing.