Claim dismissed

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

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

Healthcare assistant (1 year 6 months' service) v Barchester Healthcare Limited

A healthcare assistant who waited over two years to bring a whistleblowing and discrimination claim after his dismissal had his case dismissed as out of time. The tribunal found it was reasonably practicable to have presented the claim within the statutory time limit.

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

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

Senior Contracts Attorney v Calabrio UK Limited

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

Former employee v Amey Services Limited

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

Former employee v CSH Surrey

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

Former employee v 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.

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

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

Former employee v Park Holidays UK Limited

A former employee's claims of automatic constructive unfair dismissal and sexual orientation harassment were struck out after he presented his claim nine months late, despite having initially filed on time but without an ACAS certificate.

Former employee v London & Quadrant Housing Trust

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

Former employee v Dunton Environmental Limited

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

Former employee v Environment Agency

A former employee's unfair dismissal, sex discrimination and whistleblowing claims were thrown out after he presented them almost six years after his employment ended. The tribunal also ordered him to pay £400 in costs.

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

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

Independent clerk to school admission appeals panels v Royal Borough of Greenwich

A long-serving independent clerk who worked for Royal Borough of Greenwich for 28 years was found to be a worker rather than an employee, meaning her unfair dismissal claim could not proceed. Her remaining claims for holiday pay and expenses were also dismissed as too late.

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

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

Former employee v 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.

CASS CF10 & Senior Risk Manager (12 days' service) v Global Prime Partners Ltd

A senior risk manager who worked for Global Prime Partners Ltd for just 12 days had her unfair dismissal and race discrimination claims thrown out after the tribunal ruled she was not an employee and her discrimination claim was over three years late.

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.

Former employee v Conwy County Borough Council

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

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

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

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

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

Former employee v London Borough of Newham

A former employee's unfair dismissal claim was thrown out because he contacted ACAS two days after the three-month deadline, even though he read his dismissal email the day after it was sent.

Office administrator v Manceps Limited

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

Former 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.

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

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

Former employee v Italian Catering Concept Ltd

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

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

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

Former employee (kitchen designer) v Leighton Buzzard Self Storage Ltd t/a Cinch Self Storage

A former kitchen designer's constructive unfair dismissal claim was thrown out after he filed it four months late, with the tribunal finding he could have acted sooner despite seeking advice.

Voting and Engagement Analyst (6 months' service) v Federated Hermes Limited

A fixed-term employee who knew the deadline but delayed because he was unhappy with his draft claim form had his unfair dismissal and discrimination claims thrown out by the tribunal.

Security Officer (1 year 9 months' service) v Alpha Response (2004) Ltd t/a Red Support Services

A security officer who tried to add two new protected disclosures to his unfair dismissal claim 16 months after presenting his claim was refused by the tribunal, which found it was reasonably practicable to have included them earlier.

Academic Manager (overseas, Qatar) v BAE Systems plc

An Academic Manager working in Qatar for a BAE Systems subsidiary failed to establish that her employment had a sufficiently close connection to Great Britain. The tribunal struck out her claims of unfair dismissal, sex discrimination and whistleblowing.

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

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

Care home employee v Llysywaun Ltd

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

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

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

Former employee v Riverside Surgery

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

Former employee v Change Grow Live

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

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 Department for Education

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

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

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

Former employee v Best Time Limited

A former employee's unfair dismissal claim against Best Time Limited was struck out after she missed the time limit to contact ACAS and failed to explain the delay.

Former employee v Warburtons Limited

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

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

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

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 Imperial College Healthcare NHS Trust

A former employee's unfair dismissal and most disability discrimination claims were struck out after he presented his claim two days late, due to a misunderstanding of the time limit.

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.

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

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

Deputy Team Manager (social worker, 8 years' service) v East London NHS Foundation Trust

A social worker who resigned claiming constructive dismissal had all her claims struck out after presenting them two weeks late. The tribunal refused amendments and found no reasonable excuse for the delay.

Finance Manager (cruise ship) v Carnival plc (t/a "Carnival UK")

A finance manager who worked on Carnival cruise ships for five years had his unfair dismissal and whistleblowing claims thrown out because his legal employer was a separate Bermuda-based entity, not Carnival plc. The tribunal also found the claims were out of time.

Former employee v Currys Group Ltd

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

Former employee v ATL Fulfilment Limited

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

Former employee v Société Air France

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

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

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

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 Al-Khair Foundation

A former employee brought claims for unfair dismissal, disability discrimination, and more against Al-Khair Foundation, but all were dismissed as presented too late.

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

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

Former employee v Caffyns Plc

A former employee's unfair dismissal and whistleblowing claims were thrown out after he presented them nearly six months out of time, with the tribunal finding no reasonable excuse for the delay.

Former employee v Kindred (London) Limited

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

Former employee v Avensis Support Limited

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

Former manager v MS and AC Banbury

A former manager's claims for whistleblowing detriment and unauthorised wage deductions were struck out after she presented them late and failed to attend the preliminary hearing.

Locum physiotherapist (agency worker) v Hywel Dda University Local Health Board

A locum physiotherapist who claimed he was unfairly dismissed had his case thrown out after the tribunal found he was a worker, not an employee, and failed to comply with court orders.

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

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

Band 6 mental health crisis team worker (3 years' service) v Rotherham Doncaster and South Humber NHS Foundation Trust

A mental health worker's unfair dismissal and discrimination claims were dismissed as out of time after he waited for union assistance before presenting his claim. The tribunal found he could have acted sooner.

Fleet and Security Manager (4 years' service) v Foreign, Commonwealth & Development Office

A Fleet and Security Manager who worked for the British High Commission in Fiji lost his unfair dismissal claim after the tribunal ruled it had no territorial jurisdiction to hear the case.

Business analyst (4-5 years' service) v Barclays PLC and others

A business analyst who resigned from Barclays in April 2021 but did not bring his claim until August 2022 had his case dismissed as out of time. The tribunal found his mental health condition did not prevent him from acting sooner.

Former employee v Octo Members Group Ltd

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

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 v The Collective (Living) Limited (in administration)

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

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.

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

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

Former employee v St Edward Homes Limited

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

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

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

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.

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

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

Former employee v 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.

Senior Sector Analyst (2 years' service) v ING Bank N.V.

A Senior Sector Analyst who worked in Moscow for an ING subsidiary could not bring his constructive dismissal claim against the Dutch parent company in the UK. The tribunal ruled it had no territorial jurisdiction.

Scientist (agency worker) v UK Health Security Agency

A scientist who worked for the UK Health Security Agency via an umbrella company was not an employee, the tribunal ruled, striking out her claim for automatically unfair dismissal over protected disclosures.

Former employee v International Television Channel Limited

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

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

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

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

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

Former employee v Vision on Services GB Ltd

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

Quality assurance engineer (12 years' service) v Bridgehead Software Ltd

A quality assurance engineer with 12 years' service lost his unfair dismissal claim because he filed it one day late, and the tribunal refused to extend time despite his autism spectrum diagnosis.

Former employee v Rohit Vikal

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

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

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

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

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

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

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

Trainee Assistant Psychological Wellbeing Practitioner v Pennine Care NHS Foundation Trust

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

Former employee v Milton Keynes College

A former employee's constructive unfair dismissal and whistleblowing claims were struck out after she presented her claim 38 days past the deadline and failed to attend the hearing.

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

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

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.

Solicitor v Just Family Law Ltd

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

Former employee v Sodexo Limited

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

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.

Former chief ethics and compliance officer (CECO) at an Afghan university v American University of Afghanistan

An employment tribunal has ruled it has no jurisdiction to hear claims of unfair dismissal, whistleblowing and race discrimination brought by a former chief ethics officer of the American University of Afghanistan, as the connection to Great Britain was insufficient.

Former employee (probationary period) v Forensic Risk Alliance Limited

A former employee's claim for automatically unfair dismissal and whistleblowing detriment was dismissed after he failed to attend the final hearing. The tribunal provisionally awarded costs of £20,000 to the employer for vexatious conduct.

Former employee (telephony service worker) v Capita Customer Management Ltd

A former Capita employee had her unfair dismissal claim struck out after she refused to engage with documents during cross-examination, making a fair hearing impossible.

Managing director (6 months' service) v Key Horizons Limited

A managing director who claimed she was dismissed for whistleblowing saw her interim relief application refused and later had her entire claim struck out for failing to comply with an unless order to provide her mother's death certificate. She was also ordered to pay £3,000 in costs.

Former employee v Halsey Masonic Hall, Watford, Limited

An employment tribunal dismissed all remaining claims of a former employee who did not attend the final hearing and failed to comply with court orders, ending a case that had already lost several claims due to non-compliance.

Senior civil servant (logistics and supply chain) v Department of Health & Social Care (1) and UK Health Security Agency (2)

A senior civil servant who claimed his fixed-term contract was not renewed because of whistleblowing disclosures has lost his bid for interim relief. The tribunal found no 'pretty good chance' he would win at a final hearing.

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.

Support Manager (1 year 3 months' service) v Shaw Trust Limited

A support manager who blew the whistle on fraud and bullying was dismissed for failing to disclose previous employment on his job application. The tribunal refused interim relief and later struck out the claim.

Track and trace call centre operative v Serco Group Plc

An employment tribunal dismissed a track and trace call centre operative's claim for interim relief after finding she had no good chance of proving she was an employee or made protected disclosures. The case was later struck out when she failed to attend the final hearing.

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.

Chauffeur (seasonal, 17 years' service) v UK Mission Enterprise Limited

A chauffeur who worked for the Dubai Royal Family for 17 years under fixed-term contracts was unable to claim unfair dismissal because gaps between seasons broke his continuous service. The tribunal found the 2019 gap was due to resignation, not a temporary cessation of work.

Former employee v GXO Logistics UK Limited (formerly XPO Supply Chain Services UK Ltd)

An employment tribunal has struck out a former employee's unfair dismissal, disability discrimination and whistleblowing claims as vexatious and having no reasonable prospects of success, after she had already lost a substantially similar claim against the same employer.

Former employee v Verisure Services (UK) Limited

A former employee's unfair dismissal claim was thrown out after she failed to join a preliminary hearing, despite multiple warnings from the tribunal clerk.

Operational Postal Grade (18 years' service) v Royal Mail Group Ltd

An employment tribunal struck out an unfair dismissal claim after the claimant harassed and intimidated a proposed witness on social media and in person.

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

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

Night Care Assistant (12 years' service) v The Salvation Army Trustee Company

A Night Care Assistant with 12 years' service had her unfair dismissal and disability discrimination claims struck out after failing to properly set out her case despite repeated opportunities. No compensation was awarded.

Construction Manager (architect, overqualified for role) v London Borough of Newham

A construction manager who claimed she was dismissed for raising health and safety concerns has had her interim relief application rejected. The tribunal found factual disputes meant she did not meet the high threshold for interim relief.

Former police employee v The Chief Constable of North Wales Police

A former police employee's claims of constructive unfair dismissal, whistleblowing detriment and indirect sex discrimination were dismissed after the tribunal found they were presented too late. She was also ordered to pay £3,672 in costs for causing two abortive hearings.

Team Leader of Learning and Development team v Keltbray Management Service Limited

A team leader who resigned after a dispute over returning to the office full-time has lost her constructive dismissal and whistleblowing claims. The tribunal found no protected disclosure and that the employer did not breach the implied term of trust and confidence.

Care home worker (alleged protected disclosures about resident care) v Castle Villas Ltd

An Employment Tribunal refused to grant relief from sanctions to a care home worker whose unfair dismissal claim was struck out for failing to comply with an Unless Order. The tribunal found the breach was serious and the explanation inadequate.

Campus support officers v Kirklees College

Two campus support officers claimed unfair dismissal and discrimination after a restructure introduced Saturday working. The tribunal struck out most claims, allowing only one ordinary unfair dismissal claim to proceed.

Former employee (hotel and events venue) v Bingham Hotel and Restaurant Ltd

A tribunal has allowed a former hotel employee to amend his whistleblowing claim but ordered deposits of £50 each for three allegations it found had little reasonable prospect of success.

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.

Head of HR Business Partnering v Catalyst Housing Ltd.

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

Nurse v Indigo Care Services Ltd t/a Orchard Care Homes

A nurse who resigned and later tried to add whistleblowing claims had her case dismissed because the tribunal found she presented her claim too late.

Former employee v Co-operative Group Limited

A former employee's claim that he was dismissed for making a protected disclosure about a colleague's alleged corruption has been struck out by the Manchester Employment Tribunal because the disclosure was based on rumours and the claims were out of time.

Live-in nanny (7 months' service) v A Limited

A live-in nanny who reported her employers to the NSPCC had her whistleblowing and discrimination claims struck out after waiting over a year to bring them to tribunal.

Former employee v ISS Facility Services Ltd

A former employee's unfair dismissal claim was struck out after they repeatedly failed to comply with case management orders and missed a deadline to respond to a strike-out application. The tribunal also refused a later request to reconsider the decision.