Claimant v Tesco Stores Limited
Outcome
Individual claims
This was a preliminary hearing on respondent's strike-out application on time grounds. The tribunal refused to strike out the claim, holding that the claimant had a prima facie case and that limitation issues should be determined at final hearing after hearing evidence.
Preliminary hearing on strike-out application only. Tribunal refused to strike out, finding the claimant's case on conduct extending over a period and just and equitable extension could not be said to have no reasonable prospect of success without hearing evidence.
Respondent argued claimant admitted adjustments had been made (excused from daily Rumble, not required to remove cardboard, tidy shelves or lift heavy items). Tribunal refused strike-out, holding evidence needed to be heard at final hearing to determine the claim.
Strike-out application refused. Tribunal held that limitation issues and merits were too fact-sensitive to determine without hearing evidence, and the claims should proceed to final hearing.
Claimant alleged detriments following protected acts. Strike-out application refused as tribunal found claimant had a prima facie case that should be determined at final hearing after evidence.
Appeal outcome in November 2023 accepted age discrimination had occurred. Claimant alleged failure to take appropriate action thereafter. Strike-out refused; limitation and merits to be determined at final hearing.
Facts
The claimant was employed by Tesco as a Wage Clerk from 1996 until her resignation in April 2025. She brought claims of disability discrimination (direct, arising from disability, failure to make reasonable adjustments, harassment, victimisation) and age discrimination relating to events from July 2021 onwards. She was signed off sick from October 2022. She submitted a grievance on 2 January 2023; the outcome was received in August 2023 and the appeal outcome in November 2023 (which accepted age discrimination had occurred). The respondent applied to strike out claims as out of time, arguing no conduct extending over a period and no just and equitable extension should be granted.
Decision
The tribunal refused both the strike-out and deposit order applications. Employment Judge Beckett held that the respondent had not shown the claims had no reasonable prospect of success on time grounds. The limitation issues were too fact-sensitive and intertwined with the merits to determine without hearing evidence. The tribunal would need to consider all evidence at a final hearing, including on the conduct extending over a period point and the just and equitable extension.
Practical note
Tribunals should exercise extreme caution before striking out discrimination claims on limitation grounds at a preliminary stage without hearing evidence, particularly where conduct extending over a period and just and equitable extension arguments are fact-sensitive and intertwined with the merits.
Legal authorities cited
Statutes
Case details
- Case number
- 2302607/2024
- Decision date
- 5 May 2025
- Hearing type
- preliminary
- Hearing days
- 1
- Classification
- contested
Respondent
- Sector
- retail
- Represented
- Yes
- Rep type
- barrister
Employment details
- Role
- Wage Clerk
- Service
- 29 years
Claimant representation
- Represented
- Yes
- Rep type
- barrister