Claim dismissed

Former employee v Landmark Space Ltd

A former employee who withdrew her unfair dismissal claim against Landmark Space Ltd could not revive it, even after applying for reconsideration. The tribunal confirmed it has no power to set aside a withdrawal.

Agency worker v Syft Online Limited

An agency worker who worked for less than two years had his unfair dismissal, unpaid wages, and breach of contract claims dismissed by the tribunal, along with human exploitation allegations which the tribunal had no power to hear.

Housekeeping Assistant (2 years' service) v Athlone House Limited

A housekeeping assistant's unfair dismissal claim was struck out because UK sanctions on the company's owner made it illegal to pay her. The tribunal said the claim had no reasonable prospect of success.

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.

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.

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 (housing officer) v Equans Regeneration Limited

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

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

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

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

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

Former employee v 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.

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

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

Site Manager (8 months' service) v Petrogas Group UK Limited

A site manager who was dismissed after just eight months had his unfair dismissal claim struck out for lack of qualifying service. His race discrimination claims were allowed to proceed but subject to a £100 deposit order.

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

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

Former employee v Senol & Senol Ltd

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

Former employee v Park Holidays UK Limited

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

Former 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.

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

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

Former employee v 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 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.

Former employee v Sainsbury’s Supermarkets Ltd

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

Former employee v Nuffield Health

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

Former employee v Brian Colledge

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

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.

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.

Bureau operator (19 years' service) v Thales DIS UK Limited

A bureau operator with 19 years' service had his claims for breach of contract and discrimination thrown out because they were lodged over four years after his dismissal.

Former employee v Keepmoat Homes Ltd

A tribunal dismissed a former employee's claims for unfair dismissal, breach of contract and unlawful deductions because they were presented one day late, and it was reasonably practicable to file on time despite dyslexia and Covid-19.

Former employee v Samuel Smith (Southern)

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

Former employee v Just Paper Tubes Ltd

A former employee's unfair dismissal claim was struck out as out of time after she emailed her ET1 form and failed to read the tribunal's automatic reply stating that claims cannot be accepted by email.

Former employee v LHR Airports Limited

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

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.

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

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

Lunchtime supervisor (20 years' service) v Diocese of Ely Multi-Academy Trust

A lunchtime supervisor with 20 years' service resigned claiming constructive dismissal but filed her claim 117 days late. The tribunal dismissed the claim for lack of jurisdiction and struck out discrimination claims as having no reasonable prospect of success.

Former employee v 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.

Former employee v Shaw Trust Ltd

A former employee's breach of contract claim against Shaw Trust Ltd was dismissed because he filed his claim one day late, despite receiving advice from ACAS and an independent advisor who failed to mention the time limit.

Driver v Conexim Solutions Ltd

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

NHS employee v Leicestershire Partnership NHS Trust

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

Playgroup employee v The Committee of Pevensey and Westham Playgroup

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

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.

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.

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.

Asbestos removal workers (former employees) v Kaefer Limited

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

Former employee v Sapphire Accounting and Randstad Construction Agency

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

Former employee v Freespee Limited

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

Former employee (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 HFD Limited

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

Former employee v Italian Catering Concept Ltd

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

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

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

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

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

Former employee v British Telecommunications plc

A tribunal struck out a former employee's claims because they were presented five months late, and refused to extend time even after the employee submitted additional medical evidence.

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

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

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 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.

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

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

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

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

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.

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 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 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.

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

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

Former employee v Elizabeth Cardy

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

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 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.

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.

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 Aspinalls Club Limited t/a Crown London Aspinalls

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

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.

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.

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 North Rutland Health Partnership

A former employee who withdrew claims against two respondents at a case management hearing failed to have the dismissal judgment reconsidered. The tribunal also dismissed her unfair dismissal claim for lack of jurisdiction but allowed disability discrimination claims to proceed out of time.

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 Just Trays Ltd

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

Former employee v Footballco Media Ltd

A former employee who resigned claiming constructive dismissal had his claim dismissed because it was filed 12 days late, after his solicitors failed to see the ACAS certificate. The tribunal refused to extend the time limit.

Care worker (2 years' service) v GP Homecare Ltd t/a Radis Community Care

A care worker who resigned in September 2021 but did not bring her claim until May 2022 had her unfair dismissal and discrimination claims thrown out by the Birmingham tribunal as out of time.

Former employee v Dr French Memorial Home Limited

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

Car mechanic v NK MOT Limited

A car mechanic who was summarily dismissed after a missing tool was found in his toolbox had his unfair dismissal claim rejected because he presented it 17 days after the legal deadline.

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.

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.

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

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

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

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

Specialty anaesthetist doctor v Cwm Taf Morgannwg University Local Health Board

A specialty anaesthetist doctor had his race discrimination and victimisation claims dismissed after the tribunal found he missed the time limits and it was not just and equitable to extend time.

Former 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.

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 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 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.

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

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

Former employee (bus driver) v Arriva The Shires Limited

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

Former employee v Welbeck House Limited (in liquidation)

A former employee's claim for a protective award after redundancy has been dismissed by the Nottingham tribunal because it was brought well after the three-month time limit and the claimant did not attend the hearing.

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 (65 years old at dismissal) v Tarmac Trading Ltd

A tribunal threw out unfair dismissal and age discrimination claims brought 83 days late, finding the claimant had no reasonable excuse for the delay despite having access to ACAS and online resources.

Former employee v London Underground Limited

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

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

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

Waitress (zero-hours contract) v The Aviator Hotel Ltd

A waitress on a zero-hours contract who was excluded from a redundancy process has had her unfair dismissal claim dismissed, after a tribunal ruled she was never an employee.

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

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

Car mechanic v AJSHM Limited

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

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 Micrologic Property Holdings Limited

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

Former employee v St Edward Homes Limited

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

Former 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 Altran UK Limited

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

Former employee v Sainsburys Supermarkets Ltd

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

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 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 Active Assistance Limited; Staff Management Limited

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

Former employee v ABM Facility Services UK Limited

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

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

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

Former employee v Ansdell Institute and Social Club

A former employee's unfair dismissal claim was dismissed because they had less than two years' service, but the employer agreed to pay £284.58 in notice pay.

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 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.

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

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

Former employee v Dimensions UK Ltd

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

Accountant (7 months' service) v Tiffany & Co. (UK) Holdings Limited

An accountant who resigned during a redundancy process had his unfair dismissal and redundancy pay claims struck out because he lacked the required two years' continuous service.

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.

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.

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.

Chef (2 years' service) v Bills Restaurants Limited

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

Former employee v RT Decorators and Builders Ltd

A former employee who brought an unfair dismissal claim without the required two years' service, and a notice pay claim nearly eleven months late, has had both claims dismissed by the London Central Employment Tribunal.

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.

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

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

Former employee v The Little School Day Nursery Ltd

A former employee's unfair dismissal claim was struck out because she had less than two years' service. Her wrongful dismissal claim was dismissed after she failed to attend the hearing.

Former employee v Secretary of State for Work and Pensions

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

Former employee v Creations Hairdressers & Barbering Studio Ltd.

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

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.

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

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

Former employee v Just One Body

A former employee's unfair dismissal claim was struck out because they had not worked for two years, but the tribunal awarded £2,580.16 for unauthorised deductions and breach of contract.

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 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.

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.

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.

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

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

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

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

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

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

Student Nurse / Aspirant Nurse v Guys and St Thomas’s NHS Trust

A student nurse who waited over eight months to bring claims of unfair dismissal and sexual harassment against Guy's and St Thomas' NHS Trust has had all his claims dismissed as out of time.

Former employee (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.

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.

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 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 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.

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.

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 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.

Former employee (housing officer) v Thurrock Council

A housing officer who claimed disability discrimination after being dismissed while signed off with stress and anxiety has lost her case. The tribunal found her reactions were normal responses to adverse life events, not a mental impairment.

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 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 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.

Former employee (probationary period) v Manning Gottlieb OMD

A tribunal dismissed an unfair dismissal claim because the employee had not worked for two years, and struck out a race discrimination claim that had no supporting facts.

Team Manager (18.5 years' service in a law firm) v Minster Law Limited

An employment tribunal dismissed an unfair dismissal claim from a team manager with 18.5 years' service because it was presented just four days after the deadline. The key issue was the effective date of termination.

Former employee (previous owner of the company) v Nortim Precision Engineering Limited

A tribunal dismissed a former employee's claims of constructive unfair dismissal and age discrimination because they were brought too late, despite his ill health and furlough.

NHS employee (fixed-term contract) v King's College Hospital NHS Foundation Trust

An NHS employee on a fixed-term contract had their unfair dismissal and redundancy claims thrown out because they lacked the required continuous service. The tribunal had no jurisdiction to hear the case.

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.

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.

Social worker v Cumbria County Council

A social worker who waited over a year to bring an unfair dismissal claim after being summarily dismissed for gross misconduct had her case struck out as out of time. The tribunal found it was reasonably practicable for her to have claimed within the three-month limit.

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.

Ductwork manufacturer (11 years' service) v H & V 2000 Limited

A ductwork manufacturer with 11 years' service had his unfair dismissal claim struck out after he missed the three-month time limit by nearly two months, despite his father's death.

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.

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.

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 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.

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.

Communications and Marketing Manager (4 years' service) v The Alan Turing Institute

A communications manager who brought claims of discrimination and constructive unfair dismissal against The Alan Turing Institute had her case struck out after failing to comply with multiple tribunal orders over a year. The tribunal found a fair hearing was no longer possible.

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.

Bus driver (27 years' service) v London General Transport Services Limited (T/A Go Ahead London)

A bus driver who resigned at the start of a disciplinary hearing for driving through a red light lost his constructive dismissal claim. The tribunal found no breach of contract by London General Transport Services Limited.

Branch manager (24 years' service) v Lancasters Property Services Limited

A branch manager who refused a suitable alternative role at a nearby office after 24 years' service has lost her claim for a redundancy payment. The tribunal found the offer was suitable and her refusal unreasonable.

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.

Cleaner (1 year 1 month service) v Sentrex Services UK Ltd

A cleaner with less than two years' service had her unfair dismissal claim struck out, and her race discrimination claims were later struck out for failing to comply with tribunal orders and not actively pursuing the case.

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.

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.

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.

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.

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.

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.

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.

Contracts manager (less than 2 years' service) v Building Product Solutions Limited

A contracts manager who resigned after a grievance outcome had his unfair dismissal and disability discrimination claims thrown out because he did not attend the preliminary hearing.

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.

Locum consultant psychiatrist v Medecho Ltd and Gloucestershire Health and Care NHS Foundation Trust (formerly 2Gether NHS Foundation Trust)

A locum consultant psychiatrist who was summarily dismissed after three days when the NHS Trust discovered he was subject to GMC proceedings had his claim against the Trust dismissed as out of time.

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.

Software engineer (1.5 years' service) v Google UK Limited

A software engineer who tried to retract her resignation the same day she sent it could not show she had a 'pretty good chance' of proving whistleblowing dismissal. The tribunal dismissed her interim relief application.

Finance and Sales Support Administrator / Purchase Ledger Assistant v Anglia Crown Limited

A finance administrator who resigned after six months of sick leave lost her constructive dismissal claim because the tribunal found she had affirmed her contract by waiting too long.

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.

Assistant Manager (3 years' service) v Casual Dining Services Limited

A protective award of 90 days' pay for 23 employees was revoked because the employer company had been dissolved before the original judgment was issued, leaving the Secretary of State with no liability as guarantor.

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.

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.

Employee (37 years' service) v The Commissioners for Her Majesty's Revenue and Customs

An employee who resigned after 37 years' service and serious illness had her constructive dismissal claim dismissed because she missed the three-month time limit. The tribunal found it was reasonably practicable to bring the claim in time.

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.

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.

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.

Literary agent (commission-only) v The Andrew Lownie Literacy Agency Ltd

A literary agent paid solely by commission lost his unfair dismissal claim after the tribunal ruled he was not an employee. The case shows the importance of control, mutuality of obligation, and personal service in determining employment status.

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.

Former employee (family relationship with managing director) v Netbit (UK) Limited

A former employee who resigned by text messages but continued working sporadically had his unfair dismissal claim struck out as out of time. The tribunal found his employment ended on 31 December 2018, not March 2019 as he argued.

Former employee v Priory Education Services Ltd

A former employee's unfair dismissal claim was struck out because her legal representative failed to provide medical evidence as ordered. The tribunal refused to reconsider and ordered the representative to pay £11,906.17 in wasted costs.

CNC Programmer (6 years' service) v Hydrobolt Group Limited (1), Hydrobolt Limited (2)

A CNC programmer who resigned claiming constructive dismissal had his unfair dismissal claim thrown out because he lodged it four weeks late. The tribunal found it was reasonably practicable to bring the claim in time.