Other

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

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

Former employee v Department for Work and Pensions

A former employee who failed to attend his own unfair dismissal hearing and ignored tribunal orders has been ordered to pay the Department for Work and Pensions nearly £10,000 in costs.

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.

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

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

Former employee v Miss Sparkles 2 You Ltd

A former employee with less than two years' service had her unfair dismissal claim struck out, but won £340 in unauthorised deduction and breach of contract claims.

Former employee v Zhero Limited

A tribunal granted an employer's late application to defend a claim but ordered it to pay costs for unreasonable conduct, while dismissing a wasted costs application against its former representative.

Former employee v C H Latham, The Baker Limited

A former employee has won £4,467.57 after their employer failed to respond to an unfair dismissal and breach of contract claim, leading to a default judgment.

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.

Gymnastics coach v Friendship Society Limited

A gymnastics coach was automatically unfairly dismissed after asserting her right to a written contract and payslips. The tribunal awarded £56,202 including compensation for unlawful wage deductions.

Former employee v Remembrance Group Ltd (In Voluntary Liquidation)

A former employee who was owed wages, holiday pay and notice pay has been awarded £18,318.14 after their employer entered voluntary liquidation and did not defend the claim.

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 Plau Bistro Limited (in Creditors’ Voluntary Liquidation)

A former employee of Plau Bistro Limited was automatically unfairly dismissed after asserting a statutory right following a TUPE transfer. The tribunal awarded £2,396.23 for unpaid wages, holiday pay, and notice pay.

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 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 v Ian Henery Solicitors Ltd

A former employee of Ian Henery Solicitors Ltd was initially found to be unfairly dismissed for raising health and safety concerns, but the unfair dismissal judgment was later revoked. The tribunal confirmed wrongful dismissal and awarded £3,336 in total.

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.

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.

Former employee v Anderbury Ltd

A former employee was unfairly dismissed and denied proper notice pay and annual leave. The tribunal awarded £8,000 after finding the employer failed to follow a fair process.

Former employee v NHS Blood and Transplant

A former employee was unfairly dismissed after NHS Blood and Transplant failed to investigate allegations and later refused a £40,000 settlement offer. The tribunal awarded £96,447.50 in compensation and £8,012.40 in costs.

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.

Workshop Administration Assistant (18 months' service) v Everyman Motor Racing Activities Limited

A workshop administration assistant who faced repeated deductions for alleged vehicle damage and a penalty notice clause has been awarded £4,104.95 by an employment tribunal.

Carer (4 years' service) v Evergreen Homecare Services Ltd (formerly SureCare Barnet Ltd)

A carer who brought a second, materially identical unfair dismissal claim after her first was struck out and she was ordered to pay £20,000 costs has been ordered to pay a further £6,000 for vexatious conduct.

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 (Natural Justice Administrator, 4 months' service) v GTEP Administration Limited

A former employee with only four months' service successfully claimed unpaid notice pay and a quarterly bonus after a restructuring meeting led to his dismissal. The tribunal awarded £3,423 in total.

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 Fox Networking UK Ltd

A former employee who was dismissed without notice after less than two years' service had their unfair dismissal claim struck out, but won £1,514 for notice and holiday pay.

Cook (22 years' service) v KZ Catering Ltd

A cook employed for 22 years claimed unauthorised deductions after his hours were cut from 30 to 6 per week. The tribunal dismissed the claim, finding no deduction occurred because he was paid for all hours worked.

Project Manager (2 months' service) v Phoenix Social Enterprise Ltd

A tribunal ruled that a Project Manager who worked for just two months at Phoenix Social Enterprise Ltd was a worker, not an employee, meaning she can claim unpaid wages and holiday pay but not unfair dismissal.

Former employee v UK Windows & Doors Group Limited (In Administration)

A former employee was unfairly dismissed by UK Windows & Doors Group Limited. The tribunal increased compensation for the company's failure to follow the ACAS Code but reduced it due to the employee's own blameworthy conduct.

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.

Care home employee v Abbey Grange Care Home Ltd

A care home employee was unfairly dismissed and had wages unlawfully deducted. The tribunal awarded £6,108 for breach of contract and unauthorised deduction, with a remedy hearing for unfair dismissal still to come.

Care assistant (2 years 6 months' service) v The Royal Star & Garter Homes

A care assistant was unfairly dismissed after his employer relied on a vaccination deadline that had already been extended. The tribunal awarded £12,137.94.

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.

Former employee v The Bowness Pudding Company Limited

A former employee of The Bowness Pudding Company Limited was unfairly dismissed and awarded £11,934.76 after the company failed to follow the ACAS Code of Practice and did not provide a written statement of employment terms.

Dump truck driver v Stevens Equipment Rental Limited

A dump truck driver on a zero-hours contract claimed he was unfairly dismissed after being removed from a client site, but the tribunal found he resigned. His claim failed.

Kitchen porter v Boiler & Company UK Limited

Two kitchen porters successfully claimed unauthorised wage deductions of £480, but their unfair dismissal claims were thrown out due to insufficient service.

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 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 v Esto Es Espana Ltd

A former employee of Esto Es Espana Ltd had their unfair dismissal claim thrown out because they had worked for less than two years. However, they were awarded £953 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

Casual worker (10 days' service) v JAVA Art Limited

A casual worker who responded to a Facebook post for help unloading a container has won a claim for unpaid wages, holiday pay, and failure to provide a written statement. The tribunal awarded £1,306.

Former employee v McFarlane Telfer Ltd

A former employee has been awarded £26,554 after the tribunal found McFarlane Telfer Ltd unfairly dismissed them, though a 15% reduction was applied for contributory conduct.

Former employee v T33 Holdings Ltd

A former employee of T33 Holdings Ltd has been awarded £34,597.88 after the tribunal found the company made unauthorised deductions from wages, failed to pay notice pay, and unreasonably failed to comply with the ACAS Code of Practice.

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 employee v Oxleas NHS Foundation Trust

A former employee agreed to a judgment by consent to settle an unfair dismissal claim, but later challenged the recoupment of £16,000 in jobseeker's allowance. The tribunal refused to reconsider.

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.

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 The Bull (Colchester) Ltd

Two former employees of The Bull (Colchester) Ltd were awarded over £5,000 after the pub failed to pay their final wages, holiday pay, and notice pay, and did not provide written employment particulars.

Former employee v Rob Wyman Homes Limited

A former employee who sought £1,550 in costs after the respondent delayed disclosure by a week has had his application refused. The tribunal found the conduct was not unreasonable.

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.

Former employee v Blinds Ltd

A former employee's unfair dismissal claim was struck out because they had worked for less than two years. Their breach of contract claim also failed, but they were entitled to £90.28 holiday pay.

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 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.

Bar worker (2 years' service) v David Brooker

A bar worker who was paid £400 a week for variable hours was underpaid the National Minimum Wage by over £2,600. The tribunal also awarded £800 for failure to provide written particulars.

Civil engineer v 2010 OPTICS LTD (in Creditors Voluntary Liquidation)

A civil engineer who was dismissed without notice and not paid his final wages, holiday pay, or notice pay has been awarded £5,819 by an employment tribunal. The employer had since gone into liquidation.

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.

Business development manager (commission-based) v Member Benefits Limited

A business development manager who worked on a commission-only basis has been awarded £1,214.50 in unpaid commission after the tribunal found she was a worker, not an employee.

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.

Finance Manager (11 years' service) v Heritage Oil & Gas Limited

A finance manager who lived and worked in Uganda and Nigeria for over a decade failed to bring his unfair dismissal and discrimination claims in the UK. The tribunal ruled his employment lacked a sufficient connection to Great Britain.

Head of Policy and Participation (3 years' service) v The Royal Society for the Encouragement of Arts, Manufactures and Commerce

A head of policy was automatically unfairly dismissed after giving a newspaper interview criticising her employer's approach to union recognition. The tribunal awarded £6,959 in basic award.

Kitchen porter/general assistant v Bartlett Mitchell Limited

A tribunal refused to order a claimant's representative to pay wasted costs, despite the claimant withdrawing all claims the day before the final hearing, because the respondent could not prove improper conduct.

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.

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.

Former employee v Invicta Care and Training Ltd.

A Watford tribunal found Invicta Care and Training Ltd. unlawfully deducted wages and failed to pay holiday pay and notice pay, awarding the former employee £4,924.02.

Hair stylist (3 months' service) v Hair at Two Ten Limited

A hair stylist who worked for just three months at a salon without a written contract has been found by an employment tribunal to be an employee, not self-employed, paving the way for her discrimination and pay claims.

Evidence and Evaluation Lead (fixed-term contracts from 2018 to 2021) v Secretary of State for Health and Social Care

A tribunal has allowed a fixed-term employee to amend his claim to add further particulars of less favourable treatment, despite the application being made just days before the hearing.

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.

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.

Assistant Officer (HMRC) v Commissioners for HM Revenue & Customs

An HMRC assistant officer's claim that her flexible working application was unreasonably refused has been dismissed by the Newcastle Employment Tribunal. The tribunal found the employer properly considered the request and rejected it on the permitted ground of detrimental impact on quality.

Cook (22 years' service) v KZ Catering Ltd

A cook who claimed unauthorised deductions from his wages after being paid only statutory sick pay had his claim dismissed. The tribunal found the employer had discretion over contractual sick pay and had exercised it lawfully.

Commissioning Director (24 years' service) v Bradbury House Limited

A tribunal ruled that a commissioning director with 24 years' service remained an employee even after switching to a consultancy agreement via his own limited company.

Former employee v International Procurement and Logistics Ltd

A former employee who brought claims of unfair dismissal, disability discrimination and holiday pay arrears has been ordered to pay £4,490 in costs after failing to attend hearings and ignoring a Calderbank offer.

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.

Former employee v Royal Mail Group Ltd

A former Royal Mail employee's unfair dismissal claim was dismissed after he and his union representative failed to attend the first hearing. The judgment was later revoked due to the rep's family bereavement, but the claim was ultimately rejected on its merits.

Former employee v Walkdens Newsagents Limited

A former employee of Walkdens Newsagents Limited has been awarded £25,931 after the tribunal found they were unfairly and wrongfully dismissed, and that the employer made unauthorised deductions from wages and failed to pay holiday pay.

Former employee v Norse Commercial Limited

A former employee's unfair dismissal claim was dismissed after a full merits hearing, but a preliminary hearing over a mistaken dismissal date nearly cost him £850 in wasted costs.

Trainee Project Manager (apprentice, 1 year 4 months' service) v Gloster MEP Limited

A trainee project manager who was dismissed after complaining about underpayment of the National Minimum Wage lost his claim for automatic unfair dismissal. The tribunal found the real reason was performance and conduct issues.

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.

Delivery driver (8 years' service) v Totalserve (Wholesale) Ltd

A delivery driver who claimed unfair dismissal after driving through flood water has been ordered to pay £8,779.50 in costs. The tribunal found he acted unreasonably by continuing his claim after receiving a Fire Service report that contradicted his key argument.

Recruitment assessor (worker status) v College of Policing Limited

A recruitment assessor who claimed unfair dismissal lost his case after the tribunal ruled he was a worker, not an employee, because the College of Policing had no obligation to provide work and he could refuse assignments.

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.

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.

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.

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.

Former employee v Shane Finnegan t/a Harp Renewables Ltd

A former employee who could not bring an unfair dismissal claim due to short service was awarded over £21,000 for unauthorised wage deductions, breach of contract, and unpaid annual leave.

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.

Drayman (beer delivery driver) (9 months' service) v Forest Road Brewing Co Ltd

A beer delivery driver who repeatedly wrote 'overweight' on his delivery manifests was unfairly dismissed for raising health and safety concerns. The tribunal awarded £6,297 in compensation.

Former employee v Epsilon Ten Limited trading as Oxto Energy Storage

A former employee with less than two years' service successfully claimed £13,389.33 in unpaid wages, pension contributions and annual leave after his employer failed to pay him for months and did not attend the tribunal hearing.

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.

Agency worker (2 days' service) v PMP Recruitment Limited

An agency worker who suffered a back injury on his second day was awarded £1,500 of a promised £3,000 signing bonus after the tribunal ruled the time off counted towards the 45-day qualifying period.

Railway employee (20 years' service) v London North Eastern Railway Limited

A tribunal ordered a railway company to reinstate a 20-year employee after unfair dismissal. When the company failed to comply, it was ordered to pay over £78,000 in compensation.

Security worker v Effective Security Services Ltd T/A Professional Security

A security worker who knew he lacked two years' continuous employment pursued an unfair dismissal claim anyway. The tribunal dismissed the claim and ordered him to pay £8,696 in costs.

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 (15 weeks' service) v Rands Farm Equestrian Centre Ltd

A former employee of Rands Farm Equestrian Centre Ltd has been awarded £7,234.51 after the tribunal upheld claims for unpaid wages, holiday pay, and failure to provide pay slips or written employment particulars.

Former employee v Spicehaart Group Services Limited

A tribunal has dismissed a company's application for a costs order and a wasted costs order against a former employee and her solicitor, finding that the claim was adequately particularised and that neither party acted unreasonably.

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.

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 v Sterling Studios Ltd

A former employee with less than two years' service had their unfair dismissal claim struck out, but secured £126.89 in contractual holiday pay.

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.

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.

Broadcast journalist (5 years' service) v Cable News International, Inc.

A British broadcast journalist who worked for CNN across Asia and London has won the right to bring unfair dismissal and discrimination claims in the UK, after a tribunal ruled she had sufficient connection to Great Britain during her medical leave.

Assistant manager (6 years' service) v Ms K Foley Gardner and Mr P Gardner, a partnership

An assistant manager who was placed on garden leave without a contractual clause had his final week's pay unlawfully deducted. The tribunal awarded £538 for notice pay but dismissed his unfair dismissal claim as out of time.

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 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.

Care worker (4 years' service) v R2

A care worker with four years' service was unfairly dismissed after an incident with his client. The tribunal found the dismissal procedurally unfair and awarded £2,975 after deductions.

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.

Former employee (10 months' service) v Maronsett Limited

A former employee with less than 10 months' service was awarded £1,015.81 after his employer unlawfully deducted holiday pay and wages to cover vehicle damage. His unfair dismissal claim was dismissed for lack of qualifying service.

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.

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.

Former employee v Unique Training Group Ltd

A former employee won over £4,100 in unpaid wages and notice pay, but their unfair dismissal claim failed for lack of two years' service.

Executive Assistant (3 months' service) v Goma Limited T/A Caia

An executive assistant with only three months' service was dismissed after accidentally sending an email calling her boss a 'very difficult boss'. The tribunal found the dismissal was for conduct, not for asserting statutory rights, and rejected her claim for automatically unfair dismissal.

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 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.

Groom (2 months' service) v Billy Davidson NV Stables Ltd

A groom employed for just two months was awarded £485 after her employer paid her less than the agreed £300 per week. The Teesside tribunal found the employer had made unlawful deductions from wages.

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.

Driver (11 months' service) v Neil Hadris (Owner, NH Transport Services – Sole Trader)

A driver with just 11 months' service was dismissed without notice via WhatsApp and not paid for his final month. The tribunal awarded £1,812.80 for unlawful deduction of wages and failure to provide written particulars.

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.

Bus driver (7 months' service) v Diamond Bus (North West) Limited

A bus driver with seven months' service was automatically unfairly dismissed after he raised grievances about unpaid travel time and working time breaches. The tribunal awarded £4,335.28.

Former employee v Xace Limited

A former employee forgot about an occupational health report and disclosed it late. The employer's application for £12,166 in costs was refused by the tribunal.

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.

Apprentice (digital marketing) v A & T Trained Dogs Limited

A digital marketing apprentice who was dismissed days after writing to her employer about an unpaid tax rebate has won her claim for automatically unfair dismissal. The Manchester tribunal awarded £3,963.97 in compensation.

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.

Former employee v Mr Marcel Hengst, Nova Status B.V., GOT Technologies (UK) Ltd

The tribunal rejected an employer's bid to overturn a costs order, finding their conduct was unreasonable. A separate claim for extra costs over the reconsideration was also dismissed.

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 Lloyds Bank Plc

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

Childcare nursery assistant (3 months' service) v Ms Tika Mesha Williams

A nursery assistant with just 3 months' service was automatically unfairly dismissed after she raised concerns about being paid below the national minimum wage and not receiving rest breaks. The tribunal awarded £5,433.98.

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 The Cultural Bureau of the Royal Saudi Embassy in London

A former employee of the Saudi embassy in London had most of his claims struck out due to state immunity, but his EU-law-based holiday pay claim was allowed to proceed.

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 RSPCA Clywd & Colwyn

A former employee of RSPCA Clywd & Colwyn has won an unfair dismissal claim, with the tribunal awarding £2,324.67 in compensation.

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.

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.

Former employee v Intimates Lingerie LLP

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

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.

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.

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.

Former employee v Local Plumbers We Care Limited

A former employee was automatically unfairly dismissed after raising health and safety concerns. The tribunal awarded £7,947 including a 25% ACAS uplift after the employer failed to attend the hearing.

Post Office Counter Clerk (3 years' service) v ZCO Ltd

A Post Office counter clerk who refused a split-shift offer after his hours were cut due to COVID-19 has lost his claim for unauthorised deductions. The tribunal held that the employer's contractual mobility and short-time working clauses authorised the reduction.

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.

Car Body Repairer (4 years 5 months' service) v Car Perfection Carcare Ltd

A car body repairer who reported his employer's broken toilet to the council was told he was sacked. The tribunal awarded him £32,738 for automatic unfair dismissal.

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.

Accounts and Administrative Assistant (16 years' service) v G Moore Haulage Limited

A tribunal has dismissed claims of unfair dismissal, unlawful deductions, and breach of contract brought by an accounts assistant who resigned through her father and received her P45 without contacting her employer for over two months.

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 Chartwell Salon Supply Limited (in compulsory liquidation)

A former employee of Chartwell Salon Supply Limited, which went into compulsory liquidation, has been awarded £10,487 after being dismissed without notice. The tribunal found the dismissal unfair and ordered payment for notice, holiday pay and unpaid wages.

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.

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 Medrescue 24 Limited

A former employee of Medrescue 24 Limited has won £2,898 after the company failed to attend a tribunal hearing and was found to have made unlawful deductions from wages and not paid holiday entitlement.

Former employee v Zobra Limited

A former employee won £1,819 after Zobra Limited failed to respond to claims of unauthorised wage deductions, breach of contract and unpaid holiday. Claims for unfair dismissal and redundancy were struck out due to insufficient service.

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.

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 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.

Sales employee (brief period) v Nowy Styl UK Limited

A sales employee who brought a £25,000 commission claim was awarded just £716.40. Both sides' applications for costs were refused.

Former employee v Bedwellty Park Residential Home Limited

A former employee of Bedwellty Park Residential Home has been awarded £16,439 after the tribunal found she was unfairly and wrongfully dismissed, and that the home made unauthorised deductions from her wages.

Former employee v J D Wetherspoon plc

A former employee's unfair dismissal claim against J D Wetherspoon plc was dismissed after a full hearing, despite a tribunal error that nearly struck out the case earlier. The deposit order was refunded to the employer.

Former employee v Refuel Forecourt Limited

A former employee who resigned from Refuel Forecourt Limited was unable to pursue unfair dismissal due to less than 2 years' service, and her breach of contract claim for notice pay also failed. The tribunal awarded her £10 for unpaid wages.

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.

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 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 employee v Adam Grooming Atelier Ltd

An employer's application for £1,435 in costs was dismissed after the tribunal found the former employee had not acted unreasonably and her breach of contract claim had some prospect of success.

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.

Casual road safety trainer (22 years' service) v Lancashire County Council

A tribunal ruled that a casual Bikeability trainer who worked for Lancashire County Council for 22 years was not an employee under a global contract, and her unfair dismissal claim was out of time. However, her redundancy payment claim can proceed.

Former employee v Reclamet Ltd

A former employee of Reclamet Ltd settled their unfair dismissal claim for £31,000 after the tribunal found the company breached the ACAS Code of Practice and dismissed without notice.

Former employee v Kentucky Fried Chicken Limited

A wasted costs application against a former employee's solicitors was refused because, although their late responses were negligent, the preliminary hearing would have happened anyway.

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 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.

Former employee (10 years' service) v Fonmigo Limited

Fonmigo Limited conceded it unfairly dismissed a long-serving employee. The tribunal awarded £85,709.92, including a basic award of £5,710 and a capped compensatory award of £79,999.92.

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.

Former employee v Plastic Omnium Auto Exteriors

A former employee lost their unfair dismissal claim against Plastic Omnium Auto Exteriors but secured £509.26 in a consent order for unauthorised deductions and unpaid holiday pay.

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

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

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 (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.

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.

Former employee (8 years' service) v Lodge Security Limited

A former employee's widow secured £16,821 in compensation after Lodge Security Limited failed to attend hearings or comply with tribunal orders, leading to the response being struck out.

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.

Chief Product Officer (3 years' service) v Tendable Limited

A Chief Product Officer who moved to part-time work was unfairly dismissed after being replaced and subjected to detriment. The tribunal awarded £41,735.70, including an ACAS uplift for failing to follow grievance procedures.

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 Kloo Ltd

A former employee won £895.99 after being dismissed without notice and having unauthorised deductions taken from his wages. The tribunal found Kloo Ltd in breach of contract.

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.

Primary school teacher (2 years' service) v Orchard Prep Ltd

A tribunal ruled that a teacher who invoiced via her limited company was an employee from September 2019, enabling her to pursue claims for unfair dismissal and whistleblowing.

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.

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.

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.

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

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

Former employee v Network Rail Infrastructure Limited

A former employee won an unfair dismissal claim against Network Rail Infrastructure Limited, but saw compensation slashed by 80% because they would have been dismissed anyway, plus a further deduction for failing to look for work.

Former employee v HYPHA Restaurants Limited

A former employee of HYPHA Restaurants Limited has won £5,421.70 after the company dismissed her with only one week's notice instead of the contractual month, and failed to pay pension contributions and holiday pay.

Former employee v Bryn Labour Club

A former employee of Bryn Labour Club was unfairly dismissed, but the tribunal reduced her compensation by 75% for contributory conduct and a further 50% for the chance she would have been dismissed anyway, leaving a total award of £1,995.79.

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.

Motor technician (8 years' service) v Leinster Motor Engineering Ltd

A motor technician who was dismissed for unauthorised absence after a dispute over furlough pay won £2,860 for unpaid holiday and missing written particulars, but lost his unfair dismissal claim.

Recruitment consultant (less than 2 years' service) v FDS Recruitment Ltd

A recruitment consultant with less than two years' service won £15,280 after their employer failed to pay wages, holiday pay, commission and notice pay. The company did not attend the hearing.

Former employee v Alan Holmes t/a Art Services

A former employee's unfair dismissal claim was struck out because they had worked for the employer for less than two years. However, they won a small award for unpaid notice pay.

Assistant Manager (6 months' service) v Done Brothers (Cash Betting) Ltd t/a Betfred

A Betfred assistant manager who refused to return to work claiming he needed to shield his father was dismissed after 6 months. The tribunal rejected his automatic unfair dismissal claim, finding his refusal was motivated by a pay dispute, not a genuine belief in danger.

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.

Cleaner (4 years' service) v Clearlake Cleaning Ltd

A cleaner with four years' service was unfairly dismissed after she raised concerns about unpaid wages. The tribunal awarded £11,226.61, including a 25% ACAS uplift for the employer's failure to follow procedures.

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.

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.

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.

Former employee v G4S Secure Solutions Limited

A former employee who brought discrimination and harassment claims with no basis in fact has been ordered to pay £15,165 in costs after the tribunal found her conduct vexatious and unreasonable.

Former employee v DMT Solutions UK Limited t/as Bluecrest

A tribunal has upheld a decision to grant an employer an extension of time to submit its response, after the claim form was delayed in internal mail for several weeks.

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.

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.

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.

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.

Former employee v London 01 Shop Ltd

A former employee was awarded £141.44 for unpaid annual leave, but his claims for breach of contract and other deductions were dismissed.

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.

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.

Former employee v Oxleas NHS Foundation Trust

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

Former employee v 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.

Former employee v Rujia Marketing Consultants Limited

A former employee with less than two years' service has been awarded £3,095.34 for unlawful deductions, wrongful dismissal, and failure to provide written particulars after her employer failed to attend the final hearing.

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.

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.

Former employee (7 years' service) v Tidysite Building and Construction Service Limited

A former employee with seven years' service won £5,687.63 after his employer failed to file a response to his tribunal claims for unfair dismissal, unpaid sick pay, holiday pay and notice pay.

Former employee v Go Learn Education Limited

A former employee won £35,338.70 after Go Learn Education Limited made unauthorised wage deductions, failed to pay notice pay, and withheld holiday pay on termination.

Former employee v Lancashire County Council

A former employee was awarded £12,953.98 after Lancashire County Council's response was struck out for non-compliance, leading to a finding of unfair dismissal.

Former employees v AAQUA LIMITED

Two former employees of AAQUA LIMITED were awarded over £24,000 after the company failed to respond to claims for unpaid wages, notice pay, and accrued holiday pay.

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

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

Former employee v 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 Craven Inns Limited

A former employee of Craven Inns Limited has won claims for unfair dismissal, wrongful dismissal, and unlawful deduction from wages, receiving a total of £9,313.83 plus costs.

Senior manager (1 year's service) v Nextsteps Development (1) and Nextsteps @ Barnstaple CIC (2)

A senior manager who was not paid for five months and then underpaid for six more has won her claim for unauthorised deductions. The tribunal found she was an employee from March 2021 and entitled to full pay.

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 Bispham and Cleveleys Kitchens Limited

A former employee of Bispham and Cleveleys Kitchens Limited successfully claimed for an unlawful deduction of wages after the company failed to pay one week's statutory sick pay. Her automatic unfair dismissal claim was dismissed.

Former employee v Gillian Saleem

A former employee who was not paid for 48 hours of work won her unauthorised deductions claim for £460.80, but her unfair dismissal claim was thrown out because she had less than two years' continuous employment.

Former employee v Bright Blue Foods Limited

A tribunal confirmed a costs order against a former employee even though the strike-out application was heard at a private hearing, which was a procedural error. The employee's reconsideration application 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.

Live-in Governor (Tutor) (10 months' service) v Ms Y Shkop

A live-in governor who injured his wrist cutting lobsters and was dismissed days after raising health and safety concerns lost his automatic unfair dismissal claim because the employer was unaware of the complaint. The tribunal did, however, order the employer to provide an amended contract reflecting a promise to pay healthcare costs.

Former employee (5 years' service) v Greenbrow Social Club Ltd (In Administration)

A former employee with 5 years' service was awarded £8,756 after her employer failed to defend her unfair dismissal claim and later entered administration.

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.

Divisional Accountant (Family Care Division, 2007-2016) v East Lancashire Hospitals NHS Trust

A divisional accountant lost her equal pay claim after the tribunal accepted that the higher pay of male comparators was due to the greater size and complexity of their divisions, not sex discrimination.

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.

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.

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.

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.

Cleaner (1 year 9 months' service) v Anglia Cleaning Solutions Limited

A cleaner who was left waiting for a manager who never showed up, and later told the cleaning contract had ended, has been awarded £785.73 for unpaid wages, holiday pay, notice pay, expenses, and pension contributions.

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 West Suffolk Council

A former employee's unfair dismissal claim against West Suffolk Council was settled via ACAS in June 2022, but a default judgment was mistakenly entered in December. The tribunal set it aside after a joint application.

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 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 v Martin McColl Limited

A tribunal awarded wasted costs against a company's representative for failing to respond to correspondence and case management orders, causing the other side to incur unnecessary preparation costs.

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.

Leisure centre attendant v Active Northumberland

A leisure centre attendant who was dismissed after less than two years' continuous employment could not bring an unfair dismissal claim. The tribunal ruled his employment started only when he began his first paid shift, not when he did unpaid job shadowing.

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.

Support Worker (2 spells: Feb 2018-Apr 2020 and Jun-Nov 2020) v Caretech Community Services Limited

A support worker who used physical force to free himself from a service user who grabbed him was automatically unfairly dismissed. The tribunal found the principal reason was his health and safety actions, not misconduct.

Former employee v The Furzedown Group Limited a.k.a The Furzedown Group

A former employee of The Furzedown Group has been awarded £10,358.50 after the company failed to pay full wages, holiday pay, and dismissed without notice.

Former employee v Without Exceptions Ltd

A former employee won a partial victory for unpaid wages, holiday pay and notice pay, but her unfair dismissal claim was struck out due to insufficient service. The tribunal ordered £476.39 in compensation.

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.

Senior manager (1 year's service) v Nextsteps @ Barnstaple CIC

A senior manager who agreed to defer her salary until the company's cash flow improved was awarded £12,660.58 after the employer failed to pay her for five months and withheld holiday pay on dismissal.

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.

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.

HR Business Partner (5 years' service) v The British Council

An HR Business Partner who worked for the British Council in Dubai has won the right to bring unfair dismissal and discrimination claims in the UK, after the tribunal ruled that diplomatic immunity in the UAE did not leave her without a remedy.

Former employee v Blanc Aero Industries

A former employee who pursued an unfair dismissal claim that had no reasonable prospects of success has been ordered to pay £2,111.90 in costs after ignoring a without prejudice offer and failing to attend the costs hearing.

Plumbing gas and heating engineer (1 year's service) v Hancox Gas and Plumbing Ltd

A plumbing engineer who was dismissed after raising concerns about his son's vulnerability to Covid-19 lost his automatic unfair dismissal claim but won £1,849 for breach of contract.

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.

Café worker (12 years' service) v Camden Express Limited

A café worker with 12 years' service was automatically unfairly dismissed after repeatedly asking for his full wages, which were below the national minimum wage. The tribunal awarded £51,748.84.

Former employee (less than 2 years' service) v District Enforcement Limited

A former employee who resigned after less than two years' service had her unfair dismissal claim dismissed and lost claims for notice pay, holiday pay and expenses.

Plumber (2 months' service) v Melon Renovations Ltd

A plumber who worked for just two months was awarded £5,294 after his employer failed to pay his full wages and holiday pay. The employer did not attend the hearing or file a response.

Former employee v Pearce Recruitment Limited T/A Accept Recruitment

A former employee's unfair dismissal claim was struck out because they had worked for the respondent for less than two years. The tribunal also dealt with a default judgment for unauthorised deductions, which was later revoked.

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.

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.

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.

Mystery shopper (worker) v My View Ltd

Four mystery shoppers who lost their jobs when Douglas Stafford Ltd collapsed failed to prove their contracts transferred to My View Ltd. The tribunal found no transfer of an undertaking, dismissing their claims for unpaid wages and holiday pay.

Former employee v NFS Hotel Technology Limited

A former employee won his unfair dismissal claim against NFS Hotel Technology Limited, receiving over £28,700 in compensation. The respondent did not attend the hearing.

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.

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.

Former employee (2 years' service) v Seewoo Foods (Greenwich) Limited

A former employee with just two years' service has been awarded £109,363 after her employer failed to respond to her unfair dismissal, wrongful dismissal, and unlawful deductions claims.

Former employee v Kingdom Services Group Ltd

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

Former employee v Revmo Europe Limited

A former employee's unfair dismissal claim was struck out because he had less than two years' service. His claims over stock options and unpaid salary also failed.

Former employee v Work Experience Limited

A former employee with less than two years' service had her unfair dismissal claim reinstated after the tribunal realised she might qualify for the automatic unfair dismissal exception for asserting a statutory right.

Former employee v FPM Foods Ltd

An employment tribunal dismissed an unfair dismissal claim after the former employee failed to attend the final hearing and made a last-minute adjournment request with no prior notice.

Former employee v New Platt Motors Ltd

A tribunal refused to reconsider a consent judgment after the employer alleged pressure, but provided no evidence. The former employee will receive £3,000.

Franchisee driver v DPD Group UK Ltd

A DPD franchisee driver who accepted his circumstances were identical to a previous case lost his worker status claim after the tribunal struck it out as having no reasonable prospect of success.

Former employee v David Paul Warnock

Three former employees had their unfair dismissal complaints struck out because they had less than two years' service. However, they won default judgments for unauthorised deductions and holiday pay, totalling £2,891.77.

Former employee v Plant Hub Organic Ltd

Two former employees of Plant Hub Organic Ltd saw their unfair dismissal claims halted after the company was dissolved. One claim was withdrawn for lack of service, the other stayed pending restoration of the company.

Retail Business Consultant v EE Limited

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

Apprentice Stylist v Corrine Sterry T/A Baloolah Hair

An apprentice stylist who had less than two years' service had her unfair dismissal claim struck out, and the rest of her claim was later struck out for non-compliance and lack of active pursuit.

Former employee (18 days' service) v Countryside Properties PLC

A former employee who worked for only 18 days had her discrimination and whistleblowing claim struck out after failing to attend hearings or comply with tribunal orders. Her application for reconsideration was refused.

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

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

Kickstart Scheme employee (6-month contract) v Greater Manchester Football Club Limited

A Kickstart Scheme employee was paid just once during a six-month contract. The employment tribunal ordered Greater Manchester Football Club Limited to pay £5,098.36 in unpaid wages and a DBS fee.

Former employee v Inayya Corp t/a Pizza Hut

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

Store manager (9 months' service) v La Portegna Limited

A store manager with only 9 months' service won her claim for unauthorised wage deductions after her employer deducted sick pay she was promised. The tribunal ordered La Portegna Limited to pay £2,466.56.

Former employee v Abellio London Limited

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

Former employee v ASE plc

A tribunal has refused to reconsider its decision not to award costs against a former employee who withdrew an amendment application, ruling that emails from March 2022 were not new evidence and would not have changed the outcome.

General Manager (6 months' service) v Luck, Lust, Liquor & Grinds Ltd

A General Manager who resigned with one week's notice was told to leave the same day and not paid for the notice period. The tribunal ordered the employer to pay £370.78 for unauthorised deduction of wages.

Former employee v David Morris Window Cleaning Ltd

A former employee who brought unfair dismissal, wrongful dismissal and breach of contract claims had all three struck out after failing to attend a preliminary hearing and not having two years' service.

Former employee v Morecambe Bay Wines Ltd

A former employee who worked for less than two years at Morecambe Bay Wines Ltd had their unfair dismissal claim struck out, but won £1,339.64 in an unlawful deduction from wages claim.

Cleaner (8 years' service) v Hallgarth Court Residents Limited

A cleaner who worked for eight years but was never paid for holidays won £162.71 in holiday pay after the tribunal ruled she was a worker, not an employee.

Former employee v TLC Group Limited

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

Self-employed quality management consultant v Shekinah Consultants Limited and Martec Limited

A self-employed consultant who worked for Shekinah Consultants Limited and Martec Limited was unable to establish he was an employee or worker, leading to the dismissal of his unfair dismissal and holiday pay claims.

Telesales staff (office staff) v Flawless Makeover Studios Ltd

Three telesales workers were told they were employed by a company in liquidation, but the tribunal found their real employer was Flawless Makeover Studios Ltd. The case highlights the importance of written contracts and consistent payment records.

Former employee v Roudh Enterprise Limited

A former employee has been awarded £14,363.05 after the Employment Tribunal found their unfair dismissal, breach of contract and holiday pay claims well-founded. The employer did not attend the hearing.

Support worker (bank contract) v Isand Limited

A support worker who moved to a bank contract with no guaranteed hours lost the continuity needed to bring an unfair dismissal claim. The tribunal ruled it had no jurisdiction to hear the case.

Former employee v St Cuthbert's House Limited

A former employee who took bereavement leave was awarded £540 in unpaid holiday pay and £1,560 for a wage deduction after her final pay slip wrongly deducted an overpayment she had already repaid.

Bakery operative (3.5 years' service) v Smart Dough Ltd

A bakery operative who resigned after being unable to take holiday for two years has been awarded £4,569.60 in unpaid wages, holiday pay and notice pay. The employer did not defend the claim.

Recovery Mentor (5 years' service) v Cheshire & Wirral Partnership NHS Foundation Trust

A recovery mentor with five years' service resigned, then tried to withdraw her notice three weeks later. The employer refused, and the tribunal found no dismissal occurred. The claimant was also ordered to pay £1,000 in costs.

Independent Chair of Fostering Panel (13 years' service) v Dorset Council

A tribunal has ruled that an Independent Chair of a fostering panel with 13 years' service was not an employee, meaning she cannot bring unfair dismissal or breach of contract claims.

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

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

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

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

Self-employed music teacher v Cranleigh School

A visiting music teacher who signed a self-employed agreement was found not to be an employee or worker, and his claims for unfair dismissal, notice pay, and holiday pay were dismissed.

Sales Representative and Branch and Sales Manager (continuous employment from 1 August 2018 to 1 March 2021) v First Home Improvements (England) Ltd

A sales representative's claim against the wrong company was allowed to proceed after the tribunal ruled the form met minimum requirements, even though the respondent named was not the intended employer.

Former employee v Victuals Trading Limited t/a Brooks

A former employee won £292.92 after his employer made deductions from wages without written authorisation and failed to pay holiday pay. The employer later tried to rely on evidence it could have produced at the original hearing.

Director and shareholder of Pinnacle Support Services Group Ltd v Horizons Plus Ltd

A director and shareholder of a limited company claimed he was a worker for a client of his company. The tribunal dismissed the claim, finding no personal contract existed.

Former employee v Mr Chris Dawson

A former employee's claim against Mr Chris Dawson was rejected because the early conciliation certificate named a different company. The tribunal accepted the claim against the correct employer but refused to add the individual.

Former employee v Leicester City Council

A former employee's unfair dismissal claim against Leicester City Council was struck out because he had less than two years' service. His subsequent applications for relief from sanction and reconsideration were also refused.

Night Manager (17 years' service) v Bondco 628 Limited

A night manager who raised concerns about pay and holiday pay was unfairly dismissed after posting derogatory comments in a WhatsApp group. The tribunal found the real reason was her assertion of statutory rights.

AV Sales Manager (2 years' service) v Electec Electrical Ltd

A tribunal dismissed an unfair dismissal claim by an AV Sales Manager who had less than two years' service because his employment started later than he claimed.

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

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

Former employee v Head Projects Ltd

A former employee of Head Projects Ltd has won a claim for unlawful deduction of wages, holiday pay, an HMRC refund and expenses, totalling £5,285.68.

Former employee v Home Heat Gas Limited

A former employee of Home Heat Gas Limited won £1,950 for unlawful deduction from wages, but lost unfair dismissal and wrongful dismissal claims due to lack of jurisdiction.

Autobody Technician, Panel Beater and Sprayer (4.5 months' service) v Castleman EV Ltd

An autobody technician was unfairly dismissed after requesting outstanding wages and payslips. The tribunal awarded £2,913.82 for unauthorised deductions and other breaches.

Operations Manager (6 years' service) v Onriver (UK) Ltd

An operations manager who was not paid his December 2020 salary or holiday pay for April and May 2021 has been awarded £2,880.78 by an employment tribunal.

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

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

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

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

Curtain and blind fitter (8 months' service) v Billericay Blinds Limited

A curtain and blind fitter who claimed unpaid holiday pay and fuel expenses had his case dismissed after he failed to attend the final hearing and provided no evidence of any outstanding sums.

Former employee v Mitie Limited

A former employee's unfair dismissal claim against Mitie Limited was dismissed after he failed to attend a remote hearing, despite having engaged with the tribunal beforehand.

Former employee (driver) v UK Cargo Logistics Services Limited

A former driver for UK Cargo Logistics Services Limited has won a default judgment for £7,080.40 in unpaid wages, holiday pay, night allowances, meal allowances and expenses after the company failed to respond to the claim.

Former employee v Calex UK Limited

A former employee's unfair dismissal claim was thrown out after he failed to attend a preliminary hearing without explanation. The tribunal ruled he had abandoned the claim.

Manufacturing employee (1 month's service) v Cova Security Gates Ltd

A manufacturing employee with less than two months' service claimed he was automatically unfairly dismissed for raising ladder safety and Covid concerns. The tribunal found the real reason was his aggressive conduct and performance issues.

Former employee v Sweet Home by Patrick Ltd

A former employee's claims of unfair dismissal and discrimination were thrown out because the claim form lacked a valid ACAS early conciliation number, and a later certificate could not cure the defect.

Former pub manager (demoted to bar staff) v Samuel Smith Old Brewery (Tadcaster)

A pub manager who was demoted to bar staff and issued a P45 has lost her unfair dismissal claim because the tribunal found she was not dismissed — her contract continued in the lower role.

Human resources business partner (2 years' service) v Reckitt Benckiser Health Limited

An employment tribunal has refused to strike out a constructive dismissal and discrimination claim despite the claimant's failure to comply with case management orders, instead issuing an unless order. The tribunal found the delay was not intentional and a fair hearing was still possible.

Former employee v The Black Dog Saloon Limited

A former employee who claimed unfair dismissal and unpaid wages was ordered to pay £196 after the employer's counterclaim for breach of contract succeeded.

Former employee (via personal service company) v Kier Highways Limited

A tribunal has reversed its earlier decision to strike out unfair dismissal and breach of contract claims brought by a worker supplied via his personal service company, allowing the status issue to be heard at a full hearing.

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

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

Former employee v JK Technosoft UK Limited

An employment tribunal struck out an unfair dismissal claim after the claimant repeatedly failed to attend hearings, comply with case management directions, or respond to the tribunal's requests.

Former employee (15 months' service) v NASA Food Services Limited

A former employee of NASA Food Services Limited has won £4,416 after the tribunal found the company unlawfully deducted wages by cutting salary by 40% and 80% without consent and failing to pay 33 days of accrued holiday pay.

Teacher (pre-prep teacher at St Faith's School) v The Leys and St Faith's Schools Foundation

A teacher who named five respondents in her unfair dismissal claim had four struck out after the tribunal identified the correct employer as the foundation that runs the school.

Junior game designer and quality assurer v Bright Idea Education Ltd

A junior game designer who raised a formal grievance about unpaid wages was dismissed by email the same evening. The tribunal found the dismissal was automatically unfair and awarded £17,195.90.

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

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

Former employee v CTMG Limited

A former employee of CTMG Limited has won £2,353 after the company made unauthorised deductions from wages, including a 'week in hand', and dismissed them without proper notice. The unfair dismissal claim was struck out due to insufficient service.

Former employee v Get Set Hire

A former employee's unfair dismissal claim against Get Set Hire has been dismissed after he failed to attend the hearing and made no contact with the tribunal for nearly six months.

Former employee v Paragon Automotive Logistics Limited

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

Former employee v SM Global Consultancy Limited (t/a Staffing Match) and Co-operative Group Limited

A former employee's unfair dismissal claim was thrown out because he issued his tribunal claim before obtaining the required ACAS early conciliation certificates. No compensation was awarded.

Self-employed IT contractor (director of Consultco Ltd) v Investigo Ltd and Department for Education

A self-employed IT contractor who worked through his own limited company had his unfair dismissal claim struck out after the tribunal found he was neither an employee nor a worker of either respondent.

Former employee v Kiren Foods Limited

A former employee was unfairly dismissed by Kiren Foods Limited and awarded £16,278.86 for unfair dismissal, holiday pay and unpaid wages.

Train Maintainer (from 24 June 2019) v London Underground Limited

A preliminary hearing ruled that a train maintainer did not have sufficient continuous employment to bring an unfair dismissal claim, as his earlier work was as a self-employed contractor.

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 VA and KS

A former employee withdrew her claim for unpaid commission at a preliminary hearing. The tribunal declined to strike out the rest of her case, leaving time issues for the final hearing.

Construction worker v Knights Bridge Contractors Limited

A construction worker was paid just £5 per hour and had £1,700 deducted for two allegedly missing boilers. The tribunal ordered Knights Bridge Contractors Limited to pay £13,717.47 in total.

Former employee v University of Southampton NHS Foundation Trust

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

Foster carer (from August 2012) v Blackpool Council

A foster carer who claimed unfair dismissal after being deregistered by Blackpool Council had his case struck out. The tribunal ruled that foster carers are not employees under established case law.

Former employee v ARL Services (UK) Limited

A former employee won his unfair dismissal claim against ARL Services (UK) Limited but had his compensation reduced by 60% because the tribunal found he contributed to his own dismissal. He was awarded £1,659.76.

Former employee (family business) v The Secretary for Business, Energy and Industrial Strategy SOS

A former employee who won an unfair dismissal claim against a family business recovered £4,357.81 from the National Insurance Fund after the employer went into administration.

Centre Manager v Workman Facilities Management Limited

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

Security officer (zero-hours contract) v G4S Secure Solutions (UK) Limited

A tribunal struck out a security officer's unfair dismissal claim because she was not an employee and had not been dismissed, highlighting the limits of employment rights for casual workers.

Former employee v The Chief Constable of Avon and Somerset Constabulary

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

Remote Support Technician (3 years' service) v CA Technical Software Ltd t/a Computer Assistance

A tribunal found that a remote support technician was an employee, not self-employed, and awarded £15,758.74 for unfair dismissal, including a 25% uplift for failure to follow the ACAS code.

Pharmacist v Osbon Ltd

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

Former employee v David Wood Baking Limited

A former employee who worked for David Wood Baking Limited for less than two years could not claim unfair dismissal, and his breach of contract claim failed because he was paid in full for his notice period.

Former employee v Bark.com Global Limited

A former employee of Bark.com Global Limited has won £86,088 in an unfair dismissal claim. The tribunal found the company's decision to dismiss was unfair.

Former employee v Premier Recruitment Derby

A former employee who worked for less than two years won £1,045 for unlawful deduction of wages and failure to provide written particulars. His unfair dismissal claim was struck out due to insufficient service.

Former employee (fixed-term contract) v Slough Borough Council

A default judgment against Slough Borough Council was set aside after the council proved it never received the claim form. The tribunal granted an extension of time to present a response, allowing the case to proceed to a full hearing.

Telesales operative (also performed welding) v Aramis Rugby Ltd

A telesales operative who also performed welding claimed he was automatically unfairly dismissed for raising health and safety concerns. The tribunal found the real reason was his refusal to sign a training costs contract.

Customer services assistant v Compass Group UK & Ireland Limited

A customer services assistant who claimed she was dismissed from her 0-hour contract had less than two years' service and her claim was dismissed. The tribunal also found her claim was out of time.

Former employee v Sutton and Cheam Limited

A former employee has been awarded £2,338.64 after his employer made unlawful deductions from his wages for two invoices and failed to attend the tribunal hearing. The employer's late application for reconsideration was refused.

Former employee v Asda Stores Ltd

An employment tribunal dismissed a former employee's unfair dismissal claim against Asda Stores Ltd after he failed to comply with an unless order by the specified date. The tribunal also refused relief from sanctions, finding it not in the interests of justice to reinstate the claim.

Post office and retail worker v Blackpill Ltd and Angela Limited

A tribunal dismissed a post office worker's claim that her job should have transferred under TUPE, ruling that she and her son were not an 'organised grouping' whose principal purpose was the post office work.

Employee of a charity v World Shirdi Sai Baba Organisation UK (a charity)

An employee of a charity who complained about not receiving payslips and incorrect pay was dismissed soon after. The tribunal found the dismissal was not automatically unfair, but upheld claims for unlawful wage deductions and notice pay, awarding £6,309.

Former employee v Nottinghamshire Golf and Country Club Ltd

A former employee won their unfair dismissal claim against Nottinghamshire Golf and Country Club Ltd, but the tribunal reduced all awards to nil because of their own conduct and the inevitability of dismissal.

Former employee v Northwest One to One Care Limited

A former employee won an unfair dismissal claim by default after her employer failed to respond or attend the hearing. The tribunal awarded £14,137 for unfair dismissal plus £4,980 for breach of contract, including a 10% uplift for ignoring the ACAS Code.

Former employee v The Commissioners for Her Majesty's Revenue and Customs

A former employee of HMRC succeeded in an unfair dismissal claim, receiving £10,608 by consent, reduced by 35% for contributory conduct.

Beauty Therapist v Matthew Law t/a Beauty Spa and Carly Riordan t/a Beauty Spa

A beauty therapist who was unfairly dismissed and not paid wages or holiday pay has been awarded £8,278 by an employment tribunal, including a 25% uplift for the employer's failure to follow the ACAS Code of Practice.

Customer assistant (temporary, 6 months' service) v Tesco Stores Limited

A temporary customer assistant who claimed his contract was not renewed because he raised holiday and sick pay issues has lost his automatic unfair dismissal claim. The tribunal found the non-renewal was due to business needs, not his statutory right assertions.

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 (long-serving, since 2006) v John Lewis Plc

A long-serving former employee of John Lewis had his unfair dismissal claim struck out after failing to comply with orders or respond to the tribunal. The tribunal refused the employer's costs application, finding no jurisdiction to award costs against an individual.

Quality Consultant (via limited company) v Benson Viscometers Ltd

A Quality Consultant who provided services through his own limited company was found not to be a worker or employee of the end-user, Benson Viscometers Ltd, so the tribunal had no jurisdiction to hear his claims.

Food packer (variable hours) v Ambitions Ltd

A food packer's unfair dismissal claim was struck out because she was still employed by Ambitions Ltd. Her holiday pay and payslip claims also failed.

Delivery driver (5 months' service) v Bread Basket Sandwich Station

A delivery driver with only five months' service was unfairly dismissed after texting her employer about a £630 tax refund she believed was owed. The tribunal awarded £2,601.61.

Accountant / bookkeeper v Cornerstone Care Solutions Ltd

An accountant who worked for Cornerstone Care Solutions Ltd as a bookkeeper was found to be self-employed, so the tribunal had no jurisdiction to hear her unfair dismissal claim. The respondent's costs application was also refused.

Former employee v Yue Chang Dai

A former employee was awarded over £15,000 for unfair dismissal after their employer failed to present a defence and ignored the ACAS Code of Practice.

Counter Manager v DPD Group UK Limited

A counter manager's unfair dismissal claim against DPD Group UK Limited was struck out after she failed to comply with tribunal orders and did not actively pursue her case. She was ordered to pay £9,853.65 in costs.

Former employee v Holtwhites Hotel and Daycare Centre (an unincorporated partnership)

A former employee's unfair dismissal claim was struck out after he failed to attend the final hearing, ignored tribunal orders, and sent abusive emails to the respondent's solicitor.

Administrator (3 years' service) v D. Delta Ltd t/a Mira Boiler (in Liquidation)

An administrator who raised concerns about inadequate Covid-19 safety measures was unfairly dismissed. The tribunal awarded £33,571 in compensation.

Site supervisor/manager in window fitting v Flexwood Windows Ltd (In Voluntary Liquidation)

A tribunal ruled that a site supervisor who signed self-employed contracts with two agencies was in fact an employee of the end-user, Flexwood Windows Ltd, and awarded over £28,800 for unfair dismissal.

Beauty Therapist v Rebecca Squires

A beauty therapist who worked set hours, wore a uniform and used the respondent's equipment has been found to be an employee, allowing her claims for unfair dismissal and unlawful deductions to proceed.

Security officer v Cordant Security Ltd

A security officer with less than two years' service had his unfair dismissal claim struck out. His claim for unlawful deduction from wages also failed.

Senior lecturer (accountancy and finance) v University of Huddersfield

A senior lecturer unfairly dismissed by the University of Huddersfield was awarded over £107,000 after the university refused to comply with a tribunal order to reinstate him.

Former employee v Bath Cricket Club

A former employee's unfair dismissal claim against Bath Cricket Club was allowed to proceed after the tribunal ruled that a second early conciliation certificate obtained against a differently named entity was valid, rejecting the club's attempt to strike out the claim.

Estate Manager v Juniper Hill Ltd

An Estate Manager who was dismissed days before reaching two years' service lost his unfair dismissal claim because the tribunal found the effective date of termination was before the qualifying period.

Caretaking couple / Head of Maintenance v Kasteel Collection Ltd

A caretaking couple who had £700 a month deducted from each of their wages for accommodation were awarded £7,184 after a tribunal found the deductions breached National Minimum Wage rules and their contract.

Former employee v Atiqun Nabi (trading as Econtrol Ltd)

A former employee who was barred from bringing an unfair dismissal claim due to less than two years' service won a breach of contract claim and was awarded £2,595.99.

Former employee v Southcoast Scaffolding Limited

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

Former employee v DPD Group UK Limited

A former employee's unfair dismissal claim against DPD Group UK Limited was dismissed after his solicitors filed witness statements two days late, breaching an unless order. The tribunal refused to reconsider.

Cleaner (29 years' service) v Miss B Gurney, Merali's Limited, Fordover Services Limited

A cleaner who worked for 29 years cleaning common parts of a building was found to be genuinely self-employed, meaning the tribunal had no power to hear her unfair dismissal and discrimination claims.

Finance Officer (bookkeeper/accountant) v Stratford Advice Arcade (A company limited by guarantee)

A tribunal ruled that a finance officer who worked for eight years on a freelance basis was a 'worker' but not an 'employee', meaning he can pursue claims for holiday pay and unlawful deductions but not unfair dismissal.

Former employee v Intu Uxbridge

A former employee of Intu Uxbridge was awarded £14,624.11 after being unfairly dismissed, with a 10% uplift for the employer's failure to follow the ACAS Code of Practice.

Former employee v BJP Pufi Ltd

A former employee's unfair dismissal claim was struck out after she failed to pay a £300 deposit. The tribunal later revoked the strike-out because the deposit order was sent to the wrong email address.

Railway employee v First Greater Western Limited

A railway employee's unfair dismissal claim was initially rejected because the respondent name on the claim form didn't match the early conciliation certificate. The tribunal granted reconsideration, accepting the claim from the date the error was explained.

Legal counsel (UK qualified solicitor) v Standard Chartered Bank

A British solicitor working for Standard Chartered Bank in the Dubai International Financial Centre had her unfair dismissal and discrimination claims struck out because the tribunal lacked territorial jurisdiction.

Agency worker v Hays Specialist Recruitment Ltd and Transport for London

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