In person For the v Mr Griffith Jones, Solicitor — 2018

At a preliminary hearing on 14 July 2020, Employment Judge Postle considered whether the claimant's complaints were in time under s.123 EqA 2010. The tribunal held that the allegations from March 2015 to 2 May 2018 were isolated single acts rather than a continuing course of conduct, so the limitation period ran from each act, subject to Acas early conciliation, which ran from 27 June 2018 to 11 July 2018.

The tribunal refused to extend time on the just and equitable basis. It recorded that the claimant said he knew about the Equality Act and had training in 2012, that he did not believe at the time that he was being discriminated against, and that he had not taken steps to enforce his rights during the relevant period. It also noted potential prejudice to the respondents because interview, correspondence and recruitment records had been cleansed in readiness for GDPR.

For the claims arising on 16 May 2018 and 11 June 2018, the tribunal did not determine the merits finally but ordered £100 deposits for each under Rule 39 of the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013, stating that each had little reasonable prospect of success. The tribunal said those deposits were ordered on the basis that the claimant had until recently been gainfully employed.

The claims arising between 26 July 2018 and 20 August 2018, together with the victimisation allegation that the suspension lasted longer than appropriate, were struck out under Rule 37 as having no reasonable prospect of success. No final award of compensation or other monetary remedy was made.