Claimant v Lucinda Ellery Limited

The tribunal struck out the unfair dismissal claim as the claimant did not have the required two years' continuous service to bring such a claim, having only worked from 24 October 2023 to 10 July 2024 (less than one year). The tribunal lacked jurisdiction to hear the claim.

The claim was struck out as it had no reasonable prospect of success. The claimant misunderstood the legal meaning of 'whistleblowing', believing it referred to colleagues talking behind her back, rather than the legal definition of making a protected disclosure under the Public Interest Disclosure Act 1998. Her complaints did not constitute qualifying disclosures.

The race discrimination claim was allowed to proceed. The tribunal clarified the allegations through discussion with the claimant, including treatment by colleagues, being asked to do things differently from others, and her dismissal following return from sick leave. These allegations were included in a List of Issues for future determination.

The claim was allowed to proceed. The claimant alleged her salary had been increased in April 2024 but she did not receive any increase in her monthly payments. This claim was identified for future determination at a substantive hearing.

The notice pay claim for one week's notice was allowed to proceed and was identified for future determination at a substantive hearing.

The holiday pay claim was allowed to proceed. The claimant alleged she had accrued but unpaid holiday pay on termination of employment. This claim was identified for future determination at a substantive hearing.