Tribunal Rejects Discrimination Complaints Due to Lack of Jurisdiction
📌 In brief
In this Employment Tribunal case, the claimant's unfair dismissal complaint was withdrawn. The Tribunal also dismissed claims of discrimination as it lacked the necessary jurisdiction to hear them under the Equality Act 2010.
⚖️ Legal holding
An Employment Tribunal lacks jurisdiction to hear discrimination complaints under Section 123 of the Equality Act 2010 if not raised at the appropriate time.
📖 What the law says
Proceedings based on a complaint under section 120 must be brought within three months of the act to which the complaint relates, unless the employment tribunal deems another period to be just and equitable. For proceedings based on section 121(1), they must be brought within six months of the act to which they relate, again subject to the tribunal's discretion for a different period if deemed just and equitable.
Plain-English explanation — does not replace advice from a solicitor.
📖 Technical summary
The claimant withdrew her unfair dismissal complaint and the Tribunal dismissed discrimination claims for lack of jurisdiction.
📜 Headnote Official document
The claimant withdrew her unfair dismissal complaint and the Tribunal dismissed discrimination complaints for lack of jurisdiction under Section 123 of the Equality Act 2010.
📚 Full judgment Official document
OUTCOME: Dismissed
Case No: 6009408/2024 6019147/2024 6019160/2024 1402294/2025 1400086/2025 1400087/2025
10.2 Judgment - rule 61
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
Bristol Employment Tribunal (remote hearing via CVP)
On:
21st and 22nd April 2026
Before:
Employment Judge Lambert
Representation:
Claimant: [redacted]
Respondent: [redacted]
The Claimant withdrew her complaint of unfair dismissal against the Respondent by email of 18th March 2026. That claim is dismissed on withdrawal.
The Tribunal does not have jurisdiction to hear her complaints of discrimination under Section 123 of the Equality Act 2010 and her claims are dismissed.
Employment Judge Lambert
Date: 22 April 2026
JUDGMENT SENT TO THE PARTIES ON
30 April 2026
[NAME] [NAME]
FOR THE TRIBUNAL OFFICE
Notes
10.2 Judgment - rule 61
Written reasons will not be provided unless a written request is presented by either party within 14 days of the sending of this written record of the decision.
Judgments and reasons for the judgments are published, in full, online at www.gov.uk/employment-tribunal- decisions shortly after a copy has been sent to the claimant(s) and respondent(s) in a case.
📊 How courts decide similar cases
Among 12 similar decisions in this collection:
- Employment Tribunal Employment Tribunal Rejects Unfair Dismissal Claim
- Employment Tribunal Unfair Dismissal Claim Rejected: Employer Had Right to Fire Due to Invalid …
- Employment Tribunal Employment Tribunal Rejects Disability and Age Discrimination Claims
- Employment Tribunal Employment Tribunal Rejects All Claimant's Complaints Against Employer
- Employment Tribunal Claim Dismissed: Tribunal Awards Costs for Vexatious Conduct
- Employment Tribunal Employment Tribunal Rejects Unfair Dismissal and Race Discrimination Claims
- Employment Tribunal Claimant’s Unfair and Wrongful Dismissal Claims Rejected by Employment Trib…
- Employment Tribunal Unpaid Holiday Pay and Wrongful Dismissal Claims Rejected by Employment Tri…
- Employment Tribunal Claim Dismissed: No Attendance, Insufficient Service Period
- Employment Tribunal Late Filing Costs Claimant: Unfair & Wrongful Dismissal Claims Rejected
- Employment Tribunal Employment Tribunal Rejects Health and Safety Claim for Lack of Jurisdictio…
- Employment Tribunal Employment Tribunal Rejects Disability Discrimination Complaint
A snapshot of this collection — not a prediction of your case's outcome.
⚖️ What tends to weigh in cases like this
❌ Tends to be rejected
- An employer is not required to make reasonable adjustments or avoid discriminatory practices if there are no grounds for such claims under applicable statutes.
- A claimant who pursues an employment tribunal claim without the required permission from the Employment Appeal Tribunal, in light of an existing Restricted Procedure Order, will have their case dismissed.
- The holding that an employer is not liable for direct disability or age discrimination and victimisation if the claims are unfounded leads to dismissal.
- An employer may dismiss an employee for incapacity if the employer honestly believes on reasonable grounds that the employee is incapable or incompetent.
- A claim for unfair or wrongful dismissal must be presented within the applicable time limits set by law, leading to its dismissal if not adhered to.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The Employment Tribunal dismissed the claimant's discrimination complaints for lack of jurisdiction and allowed her unfair dismissal complaint to be withdrawn.
Who was involved?
A worker (the claimant) against an employer (Carnival PLC).
How did the court decide, and why?
The Tribunal decided that it lacked jurisdiction to hear discrimination claims under Section 123 of the Equality Act 2010.
Which laws or rules were applied?
Equality Act 2010 s.123 was cited as relevant legislation.
What argument mattered most?
The lack of jurisdiction to hear discrimination claims under Section 123 of the Equality Act 2010 was central to the decision.
Was the decision for or against the person who brought the case?
Against, as the claimant's discrimination complaints were dismissed and her unfair dismissal complaint was withdrawn.
What does this mean for someone in a similar situation?
Someone bringing a discrimination claim must ensure it is raised within the appropriate timeframe to avoid jurisdictional issues.
What evidence or documents mattered?
No specific evidence or documents were mentioned as decisive in this judgment.
Can a decision like this be appealed?
Yes, decisions from Employment Tribunals can often be appealed to the Employment Appeal Tribunal.
Is it worth getting a solicitor for a case like this?
It is highly recommended to seek advice from a qualified solicitor for such cases.