Case 1802092/2021 · Employment Tribunal
Dr S Rifet v University of Bradford — 2022
- Case reference
- 1802092/2021
- Decision date
- 23 June 2022
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Tegerdine Representation
- Venue
- Leeds
Parties
2 namedClaimant
Dr S Rifet
Respondent
Key findings
Tribunal's reasoningThis was a preliminary hearing on whether it was just and equitable to extend time for Dr S Rifet’s claims against the University of Bradford. The claimant said her complaints arose from treatment during and after her return from maternity leave, and the Tribunal recorded complaints of sex, race, maternity and disability discrimination. The claimant lodged her ET1 on 11 March 2021, after the primary limitation period had expired on the Tribunal’s assumption that the last potentially discriminatory act was in July 2020.
The Tribunal applied section 123 Equality Act 2010 and the authorities it cited on the just and equitable discretion, including Robertson v Bexley Community Centre, British Coal Corporation v Keeble, Southwark LBC v Afolabi and Adedeji v University Hospitals Birmingham NHS Foundation Trust. It considered the claimant’s reasons for delay: her son’s health problems, her anxiety and depression, and her asserted lack of awareness that she could bring an Employment Tribunal claim. The Tribunal accepted that the claimant’s son had significant health issues between May and September 2020 and that this materially affected her ability to claim during that period. It also accepted that the claimant was suffering from anxiety and depression from May 2020 to March 2021, but found that those issues did not in themselves prevent her from lodging a claim.
The Tribunal found that the claimant’s ignorance of Employment Tribunal rights was not reasonable in light of her education, research experience, work in a university setting and support from a trade union from July 2020 onwards. It found that she could have investigated her rights or obtained advice earlier, and that her explanation for waiting until March 2021 was unsatisfactory. The Tribunal also found prejudice to the respondent from the delay because witnesses were less likely to be available and memories were likely to have faded. It concluded that it was not just and equitable to extend time, so the claim was out of time and the Tribunal had no jurisdiction to consider it.
Claims and outcomes
4 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Sex discrimination | Dismissed because the Tribunal refused to extend time under section 123 Equality Act 2010 and held it had no jurisdiction to consider the claim. | Dismissed | Sex | — |
| Race discrimination | Dismissed because the Tribunal refused to extend time under section 123 Equality Act 2010 and held it had no jurisdiction to consider the claim. | Dismissed | Race | — |
| Pregnancy and maternity discrimination | Dismissed because the Tribunal refused to extend time under section 123 Equality Act 2010 and held it had no jurisdiction to consider the claim. | Dismissed | Pregnancy and maternity | — |
| Disability discrimination | Dismissed because the Tribunal refused to extend time under section 123 Equality Act 2010 and held it had no jurisdiction to consider the claim. | Dismissed | Disability | — |
Legal tests applied
6 references- section 123 Equality Act 2010 just and equitable test
- Robertson v Bexley Community Centre
- British Coal Corporation v Keeble
- Southwark London Borough Council v Afolabi
- Adedeji v University Hospitals Birmingham NHS Foundation Trust
- Pearce v Bank of America Merrill Lynch
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.
How we got this data
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