Mrs L K Rachidi v HHGL Ltd (In Administration): 6018546/2024
JUDGMENT
Sex discrimination (including sexual harassment) Rule 22 – Employment Tribunal Procedure Rules 2024[1]The claim was issued in the London Employment Tribunals on 13 November 2024. The respondent has stated that no part of the claim is contested. The Employment Judge has decided that a determination can properly be made of the claim of sex discrimination (including sexual harassment) in accordance with Rule 22 of The Employment Tribunal Procedure Rules 2024.[2]The claim of sex discrimination (including sexual harassment) succeeds and the remedy to which the claimant is entitled in respect thereof will be determined at a Remedy Hearing.[3]The Hearing listed on 31 March 2025 at 2.00pm shall be converted to a Remedy Hearing listed before an Employment Judge for 2 hours by Cloud Video Platform.[4]By not later than 4pm on 17 March 2025, the claimant shall provide to the Tribunal copied to the respondent a copy of a witness statement (signed and dated), a Schedule of Loss and a file of documents (page numbered consecutively and in date order) in electronic form in relation to the issues relating to remedy only. Unfair dismissal Strike Out_Rule 38 – Employment Tribunal Procedure Rules 2024[5]The complaint that the claimant was unfairly dismissed is struck out.[6]The respondent’s title be amended to HHGL Limited (In Administration). Rules 22 and 38 judgment. Case No: 6018546/2024REASONS
[7]The claimant’s claim includes a claim of unfair dismissal.[8]Section 108 of the Employment Rights Act 1996 requires a claimant to have not less than two years’ service to make an unfair dismissal complaint.[9]The claimant was employed by the respondent for less than two years.[10]Therefore the claimant is not entitled to bring such a complaint. The claimant has failed to give an acceptable reason, despite being given the opportunity to do so, why the complaint should not be struck out.[11]Accordingly, the complaint of unfair dismissal is struck out.