November 10, 2025
In this case, the Claimant was employed by the Defendant from 16th February 2022 to 1 June 2025. In a claim form submitted on 14th February 2025, the Claimant alleged:
The Tribunal held an interim hearing to determine whether the claims were filed within the statutory time limits.
The Tribunal reminded itself that discrimination and employment related claims must be filed within eight weeks of the alleged act and that extensions to these time limits will only be permitted where it was not reasonably practicable for a claimant to file on time.
The Tribunal found that all claims were filed out of time, with some being late by several months, and one being just one day late. Whilst the claimant presented medical evidence showing serious mental health challenges, the Tribunal concluded that these challenges did not incapacitate the claimant to such an extent that they could not complete a claim form.
A further complication arose from advice given to the Claimant by the Jersey Advisory and Conciliation Service which incorrectly stated that the Claimant’s deadline was 14th February 2025 (when in fact it was 13th February 2025). The Tribunal held that that incorrect advice did not make it reasonably impractical to file on time on the basis that the Tribunal had reached a similar conclusion when a lawyer had failed to file a claim form on time on behalf of their client.
This judgment reinforces the strict application of statutory deadlines in employment and discrimination cases, even where the claimant faces significant personal and medical challenges.
In this case, the Claimant was employed by the Defendant from 16th February 2022 to 1 June 2025. In a claim form submitted on 14th February 2025, the Claimant alleged:
The Tribunal held an interim hearing to determine whether the claims were filed within the statutory time limits.
The Tribunal reminded itself that discrimination and employment related claims must be filed within eight weeks of the alleged act and that extensions to these time limits will only be permitted where it was not reasonably practicable for a claimant to file on time.
The Tribunal found that all claims were filed out of time, with some being late by several months, and one being just one day late. Whilst the claimant presented medical evidence showing serious mental health challenges, the Tribunal concluded that these challenges did not incapacitate the claimant to such an extent that they could not complete a claim form.
A further complication arose from advice given to the Claimant by the Jersey Advisory and Conciliation Service which incorrectly stated that the Claimant’s deadline was 14th February 2025 (when in fact it was 13th February 2025). The Tribunal held that that incorrect advice did not make it reasonably impractical to file on time on the basis that the Tribunal had reached a similar conclusion when a lawyer had failed to file a claim form on time on behalf of their client.
This judgment reinforces the strict application of statutory deadlines in employment and discrimination cases, even where the claimant faces significant personal and medical challenges.
In this case, the Claimant was employed by the Defendant from 16th February 2022 to 1 June 2025. In a claim form submitted on 14th February 2025, the Claimant alleged:
The Tribunal held an interim hearing to determine whether the claims were filed within the statutory time limits.
The Tribunal reminded itself that discrimination and employment related claims must be filed within eight weeks of the alleged act and that extensions to these time limits will only be permitted where it was not reasonably practicable for a claimant to file on time.
The Tribunal found that all claims were filed out of time, with some being late by several months, and one being just one day late. Whilst the claimant presented medical evidence showing serious mental health challenges, the Tribunal concluded that these challenges did not incapacitate the claimant to such an extent that they could not complete a claim form.
A further complication arose from advice given to the Claimant by the Jersey Advisory and Conciliation Service which incorrectly stated that the Claimant’s deadline was 14th February 2025 (when in fact it was 13th February 2025). The Tribunal held that that incorrect advice did not make it reasonably impractical to file on time on the basis that the Tribunal had reached a similar conclusion when a lawyer had failed to file a claim form on time on behalf of their client.
This judgment reinforces the strict application of statutory deadlines in employment and discrimination cases, even where the claimant faces significant personal and medical challenges.
In this case, the Claimant was employed by the Defendant from 16th February 2022 to 1 June 2025. In a claim form submitted on 14th February 2025, the Claimant alleged:
The Tribunal held an interim hearing to determine whether the claims were filed within the statutory time limits.
The Tribunal reminded itself that discrimination and employment related claims must be filed within eight weeks of the alleged act and that extensions to these time limits will only be permitted where it was not reasonably practicable for a claimant to file on time.
The Tribunal found that all claims were filed out of time, with some being late by several months, and one being just one day late. Whilst the claimant presented medical evidence showing serious mental health challenges, the Tribunal concluded that these challenges did not incapacitate the claimant to such an extent that they could not complete a claim form.
A further complication arose from advice given to the Claimant by the Jersey Advisory and Conciliation Service which incorrectly stated that the Claimant’s deadline was 14th February 2025 (when in fact it was 13th February 2025). The Tribunal held that that incorrect advice did not make it reasonably impractical to file on time on the basis that the Tribunal had reached a similar conclusion when a lawyer had failed to file a claim form on time on behalf of their client.
This judgment reinforces the strict application of statutory deadlines in employment and discrimination cases, even where the claimant faces significant personal and medical challenges.