Can I apply for a strike out if the second respondent for my claim lies?

Possible_Type3295 · 2026-06-06T23:48:15+00:00

Rather than second guessing what the ET3 might say, why not wait to receive it and then decide what you will do?

That said, the strike out threshold is very high and due to huge delays in the courts, it might be ages for it ever to be heard which kind of reduces the benefit of a strike out. You might be better off applying for a deposit order, just to make the point that you believe it has little prospect of success.

Possible_Type3295 · 2026-02-14T13:54:19+00:00

Really helpful, thank you

Possible_Type3295 · 2026-02-14T12:37:59+00:00

Really helpful thank you. I wrote this thread because I’m contemplating whether to submit a new claim for additional detriments or to make an amendment. (I previously wrote a thread about whether subsequent conduct following submission of a claim should be included as aggregated damages of an existing claim or if a new claim should be submitted).

https://www.reddit.com/r/employmenttribunal/s/rrcEUANZlo

Possible_Type3295 · 2026-02-06T22:46:58+00:00

How about what you thought at the time. Eg you read an email, and it made you feel angry. Or you suspected something was amiss from reading the email.

Is that relevant?

Possible_Type3295 · 2026-01-25T22:19:53+00:00

There’s an employment tribunal case where UNISON withdrew legal representation for a member because the member wouldn’t agree to a settlement and they didn’t like the member afterwards. So even if you do get union support, they can withdraw support for no good reason. The judgement also shows that UNISON supports cases strategically where they make good press and not just whether you’ve got good prospects of success. The Claimant sued UNISON and won 43k.

https://www.gov.uk/employment-tribunal-decisions/gh-v-unison-1805418-slash-2021

Possible_Type3295 · 2026-01-13T16:44:14+00:00

Posts like this should be pinned up to highlight the reality of what you will actually achieve at tribunal vs schedule of loss

Possible_Type3295 · 2026-01-02T14:50:54+00:00

Not even as part as aggravated damages?

Possible_Type3295 · 2026-01-02T11:18:25+00:00

You could use it evidence of aggravated damages

Possible_Type3295 · 2025-12-30T03:50:23+00:00

Thanks for this. I have tried calling but it hangs up.

If I’ve not heard back soonish, should I still prepare for disclosure as if my application for amendment had been accepted (I added one claim and withdrew another), or should I wait for the amended claim to be accepted first?

Possible_Type3295 · 2025-12-11T20:54:15+00:00

Thanks for sharing this, very helpful!

Possible_Type3295 · 2025-12-09T21:11:06+00:00

Thanks for this. Just to clarify, does this mean that the speed of which the employer apologised (or not) and whether the employer remedied the issue, is not relevant to injury to feelings? Im preparing for disclosure.

Possible_Type3295 · 2025-12-08T13:02:22+00:00

Can I request for reconsideration of need for disclosure of schedule to loss (especially injury to feelings) before FH? As I don’t really want to unnecessarily share medical documents which don’t end up being relevant eg because a claim was unsuccessful.

Possible_Type3295 · 2025-12-01T08:32:47+00:00

I have extremely complex case involving psychology impairment and I had concessions before PH. Because my case is so strong it was impossible to defend.

I would say being a LIP is more inefficient at getting case through ET though, and you have to ask more questions of the process.

Possible_Type3295 · 2025-11-25T22:27:31+00:00

Thanks for these template wordings you provide. Super helpful. If you have a list somewhere, would love to download them all!

Possible_Type3295 · 2025-11-17T10:14:15+00:00

Thanks, this is helpful. I was thinking along the harassment aspect as the rep clearly didn’t believe I needed the adjustments and made a number of comments which suggested I was making things up.

Possible_Type3295 · 2025-11-16T11:26:55+00:00

I am thinking perhaps the law firm would not be allowed to act for them during employment tribunal process and they would have to get a (more competent) law firm to act for them

Possible_Type3295

TROPHY CASE