Case 2203194/2020 · Employment Tribunal
In person For the v Respondent — 2021
- Case reference
- 2203194/2020
- Decision date
- 18 February 2021
- Jurisdiction
- England & Wales
- Judge
- Employment Judge O Segal QC
Parties
1 namedClaimant
In person For the
Respondent
- —
Key findings
Tribunal's reasoningThis was a preliminary hearing on 12 January 2021 before Employment Judge O Segal QC. The tribunal recorded that the claimant's earlier 2018 claim against the respondent was a protected act for the purposes of s.27 Equality Act 2010, but the present case had to be narrowed to the victimisation allegations that survived case management and amendment issues.
The original allegation, that the claimant was required to attend a meeting of concern on 10 July 2018 because he had not produced an up-to-date fit note, was struck out. The tribunal held it was around 19 months out of time, that there was no compelling explanation for the delay, and that the contemporaneous correspondence gave a plausible and reasonable explanation for convening the meeting. It concluded that, even if the allegation had been in time, it would have had no reasonable prospect of success, and that it was not just and equitable to extend time.
The holiday pay allegation, that the respondent victimised the claimant by not paying his full holiday allowance in advance in about April 2020, was also struck out. The tribunal accepted the respondent's explanation that it could only pay holiday already accrued, found that explanation reasonable and predictable, and noted that the claimant was paid for all of his holiday in the relevant year, just not in advance of accrual.
The furlough allegation was treated differently. The tribunal accepted that the respondent had not included the claimant in its CJRS claims from about late March 2020, and said that, on the material before it, there was sufficient evidence to shift the burden of proof. It allowed that allegation to be added by amendment and ordered early disclosure about how other long-term sick employees were treated, but it did not decide the merits at this stage. Two further proposed amendments were refused: the late-2017 medical-records allegation was refused because the alleged detriment pre-dated the protected act, and the 17 October 2019 capability-review allegation was refused because it was out of time and, on the correspondence, lacked a realistic prospect of success.
Claims and outcomes
5 findings recordedThis case has mixed outcomes under at least one legal claim type. A tribunal can uphold some allegations and dismiss others under the same legal head, so rows below may represent separate issues or allegation groups from the judgment.
| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Victimisation | Original Allegation: the claimant said he was victimised by being required to attend a meeting of concern on 10 July 2018 because he had not provided an up-to-date fit note. The tribunal held the allegation was about 19 months out of time, that there was no compelling explanation for the delay, and that even if it were in time it had no reasonable prospect of success. | Struck out | — | — |
| Victimisation | Holiday Pay Allegation: the claimant said he was victimised by not being paid his full holiday allowance in advance in about April 2020. The tribunal found the contemporaneous explanation was reasonable, held the claim had no reasonable prospect of success, and noted that he was paid for all holiday in the relevant year, although not in advance of accrual. | Struck out | — | — |
| Victimisation | Furlough Allegation: the claimant said he was victimised by not being included in the respondent's CJRS claims from about late March 2020 onwards. The tribunal allowed this allegation to be added by amendment, held there was sufficient material at this stage to shift the burden of proof, and directed early disclosure about comparator treatment. The merits were not finally determined. | Other | — | — |
| Victimisation | Allegation that in late 2017 the respondent wrongly sent confidential medical records to an occupational health practitioner. The tribunal refused permission to amend because the alleged detriment pre-dated the protected act. | Other |
Legal tests applied
11 references- s.123 Equality Act 2010
- just and equitable extension of time
- Bowers v. National Institute for Health and Clinical Excellence
- Adedeji v University Hospitals Birmingham NHS Foundation Trust
- Anyanwu v South Bank Student Union
- Ezsias v North Glamorgan NHS Trust
- Chandhok v Tirkey
- Ahir v British Airways Plc
- Selkent factors
- Abercrombie v Aga Rangemaster
- r. 37(1)(a) Employment Tribunals Rules of Procedure 2013
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
Case essentials (reference, date, judge, venue, country, claim categories) are extracted from the structured metadata gov.uk publishes alongside each decision. Parties and monetary figures are extracted from the judgment PDF text. Key findings and per-claim outcomes require a second extraction pass that is not yet complete for this case — until then, the primary source linked above is the authoritative record. See full methodology.
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