Claim dismissed

Senior Contracts Attorney v Calabrio UK Limited

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

Former Uber driver v Uber London Limited

A former Uber driver who waited four years to bring an unfair dismissal claim had it dismissed as out of time. The tribunal ruled it was reasonably practicable for him to have claimed within three months of his engagement ending.

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.

Branch Care Manager (18 months' service) v MIDSHIRES CARE LTD T/A HELPING HANDS HOME CARE

A Branch Care Manager's claim for direct race discrimination and victimisation was dismissed because she presented it 28 days late. The tribunal refused to extend time, finding no just and equitable reason.

Former HGV driver v George Walker Transport Manchester Limited

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

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

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

Former employee v Senol & Senol Ltd

A former employee's unfair dismissal claim was dismissed for lack of continuity of employment, and his race discrimination claim was thrown out as out of time. Other claims were struck out for failing to actively pursue them.

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

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

Former employee v Navaratna South Indian Restaurant Ltd.

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

Former employee v The Langley Hall Primary Academy Trust

A former employee's unfair dismissal claim was thrown out because he contacted ACAS one day late and submitted his claim about a week outside the time limit. The tribunal found no evidence to extend time.

Former employee v Dunton Environmental Limited

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

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

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

Former employee v 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.

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.

Senior nurse (3 years' service) v Barchester Healthcare Ltd

A tribunal struck out a senior nurse's unfair dismissal and disability discrimination claims because she filed them more than four years after the deadline, despite knowing the time limits.

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.

Former employee v Cinzia Morris and Ian Morris

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

Former employee v Samuel Smith (Southern)

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

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

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

Former employee v C A Leith (Opticians) Limited

A former optician employee's disability discrimination claims were dismissed because they were filed too late. The tribunal refused to extend the time limit, finding it was not just and equitable to do so.

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.

Driver v Conexim Solutions Ltd

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

Former employee v First Greater Western Ltd

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

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

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

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

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

Former employee v London Borough of Newham

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

Support worker (3 years' service) v Acorn Care Home

A support worker who missed the three-month deadline to bring an unfair dismissal claim because her legal representative failed to act in time has had her case dismissed. The tribunal ruled it was reasonably practicable for her to have filed on time.

Former employee v Sapphire Accounting and Randstad Construction Agency

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

Former employee v Freespee Limited

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

Former employee v HFD Limited

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

Former employee v 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 (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.

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.

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 DHL Services Limited

A former DHL employee's unfair dismissal claim was thrown out after being filed one day late. The tribunal found it was reasonably practicable to submit on time, rejecting ADHD and technical difficulties as excuses.

Former employee v Worker Bee UK Ltd

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

Former employee v Department for Education

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

Former 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 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 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.

Former employee v Mitie FM Ltd

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

Former employee v Financial Ombudsman Service Limited

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

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.

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

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

Logistics Administrator (8 years' service) v Sample Logistics Ltd

An employment tribunal has dismissed a logistics administrator's constructive dismissal and discrimination claims, ruling that his connection to the UK was insufficient to establish territorial jurisdiction.

Former employee v Surrey and Sussex Healthcare NHS Trust

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

Former employee v Gatwick Construction Limited

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

Former employee v Tesco Stores Ltd

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

Hotel manager (4 years' service) v Delfino Logic Limited

A tribunal dismissed a hotel manager's claims for unfair dismissal, disability discrimination and unpaid wages because they were presented over a month late. The judge found that his ADHD did not prevent him from bringing the claim on time.

Overseas Detainee Custody Officer (9 years' service) v Mitie Care and Custody Limited

An overseas detainee custody officer who was dismissed after four years of sickness absence had his unfair dismissal and disability discrimination claims rejected because he presented them too late, despite the tribunal accepting he had a good reason for the initial delay.

Former employee 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 Dr French Memorial Home Limited

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

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 The Commissioners for HM Revenue and Customs

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

Former employee v West Midlands Ambulance Service University NHS Foundation Trust

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

Former apprentice electrician v Power Up Manchester Limited

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

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 T4 Trust

A former employee's unfair dismissal claim was struck out after he presented his claim 15 days after the three-month time limit expired. The tribunal rejected his argument that he relied on advice from his union representative.

Doctor (NHS trainee) v Health Education England

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

Former employee v Mr Anthony Goodrich and Openmart Ltd

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

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 (bus driver) v Arriva The Shires Limited

A former bus driver's claims for constructive dismissal and race discrimination were struck out after he presented his claim five months late and failed to attend the final hearing.

General maintenance worker (13 years' service) v A Mead & K Hawke Farming

A general maintenance worker with 13 years' service had his unfair dismissal claim thrown out after submitting it 35 days past the deadline. The tribunal ruled it was reasonably practicable for him to have claimed on time.

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

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

Former employee v London Underground Limited

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

Former employee (supplied via agency) v The Commissioners for His Majesty's Revenue and Customs

A former agency worker who waited over three years to bring an unfair dismissal and race discrimination claim had his case struck out as having no reasonable prospects of success. He was also ordered to pay £4,203 in costs.

Car mechanic v AJSHM Limited

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

Former employee v Alma Ironcraft Limited (Creditors Voluntary Liquidation)

A former employee who waited over a year to claim a redundancy payment lost his case because he missed the strict six-month time limit. The tribunal refused to extend time.

Former employee v Micrologic Property Holdings Limited

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

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

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

Former employee (bus driver) v London General Transport Services Ltd (t/a Go Ahead London)

A tribunal dismissed all claims from a former bus driver because they were brought well after the legal time limits, with no explanation for the delay.

Former employee v 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 EDF Energy Limited

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

Former employee v ABM Facility Services UK Limited

A former employee withdrew claims of sex, race and religion or belief discrimination against ABM Facility Services UK Limited, and had her complaint about holiday pay, sick pay and unpaid wages struck out for failing to comply with a tribunal order.

Prison Custody Officer (2 years 10 months' service) v Serco Limited

A prison custody officer's unfair dismissal claim was struck out because she submitted her ET1 without an ACAS early conciliation certificate, and the defect could not be cured by later providing one.

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.

Surveyor (probationary period) v Mersey Eco Grants Ltd

A surveyor who was dismissed by phone just before his probation ended had his unfair dismissal and discrimination claims dismissed because he presented his claim six days late and failed to comply with tribunal orders.

Chef (part-time) v Rimad Ltd

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

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 Dimensions UK Ltd

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

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

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

Chef (2 years' service) v Bills Restaurants Limited

A chef who was dismissed for gross misconduct after an allergen incident saw his unfair dismissal, wrongful dismissal and unlawful deduction claims dismissed because they were presented to the tribunal one day after the statutory deadline.

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 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.

Street cleaner (40+ years' service) v Continental Landscape Ltd

A street cleaner who was pressured to resign on his 66th birthday had his constructive dismissal claim dismissed because he filed it almost a year late. The tribunal said it had no jurisdiction to hear the case.

Former employee v Change Hospitality Hub Ltd

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

Former employee v Rohit Vikal

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

Hygiene Operative (train cleaning contract) v Atalian Servest Limited

A hygiene operative who waited over five months to bring an unfair dismissal claim had his case thrown out as the tribunal found it was reasonably practicable to have filed on time.

Communications Officer (9 years' service) v The Commissioner of the Police of the Metropolis

A tribunal struck out a communications officer's unfair dismissal and discrimination claims because she filed her claim one day after the three-month deadline, despite having previous tribunal experience.

Former employee v British Airways Plc

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

School employee (16 years' service) v London Borough of Brent

A school employee with 16 years' service who applied for voluntary redundancy had her unfair dismissal claim thrown out because she presented it over three months after the statutory time limit expired. The tribunal found it was reasonably practicable for her to have claimed in time.

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.

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

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

Former employee v Nano Fibre UK Ltd

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

Medical Laboratory Assistant (22 years' service) v University Hospitals of Leicester NHS Trust

A Medical Laboratory Assistant with 22 years' service had his unfair dismissal and disability discrimination claims dismissed by an employment tribunal because they were presented about four months after the legal deadline, despite his serious health issues.

PR and Community Manager v Arjuna Seth Shoes Limited

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

Zero-hours employee v Kent Central Ambulance Service Ltd

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

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 London Underground Limited

A former London Underground employee who was dismissed for having a second full-time job without consent had all his claims struck out. The tribunal found his unfair dismissal claim could not proceed due to lack of service, and his discrimination claim was brought too late.

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.

Former employee v Drive DeVilbiss Healthcare Ltd

A former employee who did not dial in to a preliminary telephone hearing had his claims of constructive unfair dismissal, age discrimination and unpaid wages thrown out. His late application for reconsideration was also 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 (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.

Kitchen Assistant/Relief Cook (16 years' service) v Thames Reach Charity

A kitchen assistant with 16 years' service had her disability discrimination claim struck out after failing to comply with a deposit order. The tribunal found no reasonable excuse for non-payment.

Former employee (Principal Stylist) v Ms M Bratton and Evanlils Ltd

A tribunal dismissed all claims of unfair dismissal and homophobic abuse brought by a former Principal Stylist after he failed to attend the preliminary hearing or comply with case management orders.

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.

Cleaning supervisor (4 years' service) v Lewis & Graves Partnership Ltd

A cleaning supervisor with four years' service was unable to bring an unfair dismissal claim because her continuous service fell short of the two-year requirement after a TUPE transfer. The tribunal also dismissed her race discrimination and TUPE consultation claims as out of time.

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.

Process Operator (16 years' service) v ATAG Cables & Tapes Limited (in liquidation)

Two process operators with 16 years' service who signed a mutual termination agreement after being caught stealing copper were not entitled to redundancy payments, the tribunal ruled.

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 Network Rail Infrastructure Limited

A former employee's constructive dismissal claim was dismissed because she submitted her claim by email on the final day, following incorrect advice from her barrister. The tribunal held it was reasonably practicable to present in time, so it had no jurisdiction.

Former employee v The Riverside Group Limited

A former employee who brought unfair dismissal claims against three separate employers had all claims dismissed because he had not worked for any of them for two years. The tribunal also struck out discrimination claims as out of time.

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.

Customer service advisor (part-time, 3 years' service) v British Gas Services Limited

A customer service advisor's claims of unfair dismissal and race discrimination were struck out after he failed to pay a £2,000 deposit ordered by the tribunal. The deposit was required because his claims had little reasonable prospect of success.

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.

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.

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.

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 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 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 Virgin Media

A former Virgin Media employee had his latest tribunal claims struck out after bringing complaints that had already been decided in previous cases. The tribunal found the claims had no reasonable prospect of success.

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.

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 Shoosmiths LLP

A former employee had his unfair dismissal claim struck out after telling the tribunal he could not play cricket due to disability, when in fact he played cricket in 2021. The tribunal found he deliberately misled the court.

Former employee v cmostores.com Limited

A former employee who resigned and claimed constructive unfair dismissal after working unpaid overtime has had his claim dismissed by an employment tribunal.

Telesales advisor (part-time, 24-hour week) v EE Limited

A telesales advisor who resigned after a flexible working request was refused had her unfair dismissal and discrimination claims thrown out because she submitted her claim five days past the deadline, despite knowing the time limit.

Hair salon employee v Mrs L Trill t/a Thairapy Hair Design

A hair salon employee was fairly dismissed after her husband sent 41 threatening texts to the owner. The tribunal dismissed her unfair dismissal and holiday pay claims, and considered a costs application.

Former employee v Teleperformance Limited

A former employee's unfair dismissal and disability discrimination claims have been struck out after they failed to comply with an unless order and did not attend a case management hearing. No compensation was awarded.

Sales director (self-employed services provider) v Bayleaf Janitorial Supplies Limited

A sales director who provided services as a self-employed worker was dismissed by telephone in July 2020. The tribunal ruled his unfair dismissal claim was presented too late and he was not an employee.

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.

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.

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.

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.

Brand Manager (7 years' service) v James Briggs Limited (1) and Tetrosyl Group Limited (2)

A brand manager with 7 years' service was dismissed for redundancy after a share sale and brand transfer. The tribunal found no relevant TUPE transfer, so her claims for automatic unfair dismissal and failure to consult failed.

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.

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.

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.