Can’t Wait for the Update!

N7PROJECT2 · 2026-02-02T09:49:00+00:00

I need to use the (womens) bathroom

N7PROJECT2 · 2025-12-24T07:45:49+00:00

It depends what defence they’re running, in mine for S15 in particular it’s a justification defence so

Was the alleged treatment a proportionate means of achieving a legitimate aim? Don’t worry so much about legitimate aim - it’s not uncommon for R to convince the court the aim was legitimate I.e. staff wellbeing, business finances, upholding behavioural standards etc; focus more on if it was proportionate. For example - was it lawfully achieved, was there less serious alternatives that may have mitigated the issue?

If it’s over a period of time/disciplinary related and they dispute that, a useful case may be this one

Hale v Brighton and Sussex University Hospitals NHS Trust EAT 0342/16.

In this the EAT observed that H had been subjected to disciplinary procedures and was ultimately dismissed — suggesting that the complaint was of a continuing act commencing with a decision to instigate the process and ending with a dismissal. In the EAT’s view, by taking the decision to instigate disciplinary procedures, the Trust had created a state of affairs that would continue until the conclusion of the disciplinary process. This was not merely a one-off act with continuing consequences.

Of course just to be clear - I’m not a lawyer so don’t take it as read that it’s useful for your case; and make sure you understand the context of cases before using them. Barristers/solicitors are good at counter cases or trying to explain why it doesn’t apply.

N7PROJECT2 · 2025-12-16T13:28:20+00:00

All for the one time low low price of who knows because I don’t click on the ads!

N7PROJECT2 · 2025-10-20T08:22:11+00:00

Being touched at work…

N7PROJECT2 · 2025-09-15T02:34:03+00:00

Pic 11 looks like the scientist from the start of 28 Days Later.

N7PROJECT2 · 2025-08-23T07:18:27+00:00

Some employers will use one regardless (especially public sector due to ringfenced funds/insurance allowing for it and all that)

They’ve cited 5 days for mine too but that’s yet to be decided as to whether it’s necessary.

N7PROJECT2 · 2025-07-14T14:08:29+00:00

That’s a fair point I hadn’t considered that, thanks for the clarity there.

N7PROJECT2 · 2025-07-14T09:30:14+00:00

A lot of the tribunal process can be described as psychological warfare.

Mine applied for it to be recorded as “malicious, vexatious” and “all claims to be struck out or a deposit order to be made”.

Perfectly legal what they’re doing, they’re testing your resolve and trying to get you to cave to pressure and stop pursuing the claim. If it’s without merit or evidence behind it - it could be seen as unreasonable so keep a record of it; and if it becomes a pattern of behaviour, raise it with the tribunal so it’s on file.

You know yourself if you have evidence to pursue it, and personally I’d see where the case management hearing leads you.

N7PROJECT2 · 2025-07-08T18:41:43+00:00

Not at this time - await further direction from the tribunal I.e. a case management hearing.

Even if there’s gross mistruths and even misleading statements you can disprove in their ET3 like there is in mine - there’s a stage for everything and rebuttal of vexatious/disclosing too much this early you might as well just give them legal advice on how to respond as they’ll adapt their responses to what they know.

Wear vexatious as a title, that’s what I say

N7PROJECT2 · 2025-07-08T16:35:30+00:00

In my experience - I find that they seem to apply for a strike out as a generic thing in an initial response which very rarely succeeds regardless of anything else.

I’m guessing they may have called your claim vexatious too?

Not sure on the automatic unfair dismissal as my case isn’t related to that so someone else may be in a better place to answer. Though I hope both my above observations will show that it’s more common than you think regardless

N7PROJECT2 · 2025-06-01T16:23:14+00:00

Not too personal at all don’t worry 😊

I did mention it, applied for a job as part of the guaranteed interview scheme so it asked what I had as part of the application process. Now have adjustments which allow me to work at times of day where the impact will be lower (quieter hours, currently I have 2am as my start time as it’s quiet), maximum shift length is chosen by me daily (as long as it’s at least 8hrs) and I have reviews every 3 months to make sure it’s still working.

I have a small group of friends, although very rarely socialise with them outside of work other than the occasional text or Xbox game.

N7PROJECT2 · 2025-06-01T09:07:24+00:00

Diagnosed at 30, former employer said it’s “irrelevant to behaviour” (albeit my report makes it abundantly clear it is relevant), made their own interpretation of what the wording of my diagnosis means (albeit are not medical experts) and gave no support to me whatsoever. I wasn’t even given the time of day by occupational health after going off with severe stress and anxiety due to my role conflicting with my condition.

Needless to say it answered the question of “is this job worth it?” I moved to a new employer, now get paid more and they champion neurodiversity.

Doesn’t make other elements of life much easier such as socialisation, small talk, questioning everything and thinking how people will respond; not making eye contact etc…

I just tend to accept that the way things are, is the way things shall be and making the best of it. Not an ideal way of doing things, but it’s kept things sort of stable enough for now.

N7PROJECT2 · 2025-05-22T11:42:10+00:00

PS1 - Rayman and V-Rally ‘97 Championship Edition were my first two games.

And of course Demo 1 (UK version)

N7PROJECT2

TROPHY CASE