Case 3201917/2019 · Employment Tribunal
Ms Eunice Awala v Financial Ombudsman Service Limited — 2021
- Case reference
- 3201917/2019
- Decision date
- 23 June 2021
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Tobin Appearances
- Venue
- East London Hearing Centre
Parties
2 namedClaimant
Ms Eunice Awala
Respondent
Key findings
Tribunal's reasoningThe respondent applied to strike out the claim under rules 37(1)(b) and 37(1)(e), and also sought costs arising from the adjourned December 2020 hearing. The Tribunal considered the claimant's conduct at that earlier hearing, the explanations given for the adjournment, the available medical evidence, childcare arrangements, financial information, and the effect of further delay on the respondent's witnesses.
The Tribunal found that the claimant's conduct on 9 December 2020 was vexatious and unreasonable, rejecting the contention that the adjournment was caused by ill health. It found that the claimant had not provided satisfactory corroboration for key matters, had refused to provide GP records, bank statements and other financial records, and had given evidence which the Tribunal regarded as unreliable in several respects.
The Tribunal concluded that the passage of time and uncertainty about the availability of key witnesses meant that a fair hearing was no longer likely to be possible. It struck out the claim as a proportionate response. Although it found that the claimant's conduct met the threshold for a costs order, it made no order for costs, treating strike out as a sufficient and proportionate response in the circumstances.
Claims and outcomes
4 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Flexible working | The judgment identifies flexible work claims among the claimant's claims, but strikes out the claim at a preliminary hearing without determining the substantive merits. | Struck out | — | — |
| Disability discrimination | The judgment identifies disability discrimination claims, but strikes out the claim at a preliminary hearing without determining the substantive merits. | Struck out | Disability | — |
| Pregnancy and maternity discrimination | The judgment identifies pregnancy discrimination claims, but strikes out the claim at a preliminary hearing without determining the substantive merits. | Struck out | Pregnancy and maternity | — |
| Constructive dismissal | The judgment refers to constructive unfair dismissal/constrictive dismissal. It was struck out at a preliminary hearing without determining the substantive merits. | Struck out | — | — |
Legal tests applied
15 references- rule 37(1)(b) Employment Tribunals Rules
- rule 37(1)(e) Employment Tribunals Rules
- rule 76(1)(a) Employment Tribunals Rules
- overriding objective under rule 2
- Bennett v Southwark London Borough Council
- Attorney General v Barker
- Blockbuster Entertainment Limited v James
- De Keyser Limited v Wilson
- Bolch v Chipman
- Laing O'Rourke Group Services Ltd v Woolf
- Gee v Shell UK Limited
- Dyer v Secretary of State for Employment
- Yerrakalva v Barnsley Metropolitan Borough Council
- AQ Ltd v Holden
- rule 84 Employment Tribunals Rules
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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