Case 1402125/2021 · Employment Tribunal
Mr Antonio Jardim v Ministry of Defence — 2022
- Case reference
- 1402125/2021
- Decision date
- 22 August 2022
- Jurisdiction
- England & Wales
- Judge
- Employment Judge E Fowell Representation
Parties
2 namedClaimant
Mr Antonio Jardim
Respondent
Key findings
Tribunal's reasoningThis was a preliminary issue decision about jurisdiction, time limits and amendment in a claim by a Royal Navy officer who said that his treatment after raising Christian objections to nuclear weapons amounted to discrimination. The Tribunal held that service personnel must have made a valid service complaint before the Tribunal has jurisdiction, and that complaints rejected as out of time under the service complaints process could not be considered.
The Tribunal found that allegations about events up to and including 16 June 2020 were within HoC1, which had been rejected as out of time, or were not included in a valid service complaint. Those matters, including removal from the Trident Officers General Course, being told to wait in his cabin, interviews, and not being allowed to return to the boat, could only be background and were outside the Tribunal's jurisdiction.
The Tribunal held that allegations concerning the suspension and restoration of the claimant's security clearance, the two-year bar on applying for Developed Vetting, delay in the security clearance process, and the asserted constructive dismissal were within HoC2 or clearly set out in the claim form and could proceed. The amendment was allowed for direct discrimination, harassment and indirect discrimination, but not for victimisation because no protected act had been raised in the service complaint or identified in the material before the Tribunal.
Claims and outcomes
4 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Religion or belief discrimination | Preliminary issue only. The Tribunal held it had no jurisdiction over complaints about events up to and including 16 June 2020 contained in HoC1 because the service complaint had been rejected as out of time. Direct and indirect religion or belief discrimination allegations relating to HoC2 were allowed to proceed to a final hearing. | Other | Religion or belief | — |
| Harassment | Preliminary issue only. Harassment was treated as a closely related relabelling of allegations within the claim form and amendment was allowed, subject to the exclusion of HoC1 matters. | Other | Religion or belief | — |
| Victimisation | The Tribunal did not allow the victimisation relabelling to proceed because the service complaint had not suggested that the claimant complained about discrimination or suffered as a result, and no protected act was identified. | Other | Religion or belief | — |
| Constructive dismissal | The Tribunal held that the constructive dismissal allegation, described as termination in circumstances covered by Equality Act 2010 s.39(7)(b), was clearly set out as a relevant act of discrimination and was in time. It was not finally adjudicated on the merits. | Other | — | — |
Legal tests applied
6 references- s.120(1) Equality Act 2010
- s.123 Equality Act 2010
- Molaudi v Ministry of Defence 2011 ICR D19
- s.39(7)(b) Equality Act 2010
- Selkent Bus Company v Moore 1996 ICR 836
- Galilee v Commissioner of the Police for the Metropolis UKEAT/0207/16/RN
Official outcome judgment PDF
Gov.uk primary recordThe official judgment PDF on gov.uk contains the tribunal's outcome, reasoning, and any remedy details. Where this page does not yet show extracted outcomes for every claim, use the PDF as the authoritative source.
Published on gov.uk under the Open Government Licence v3.0.
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