For this blog, we are sharing an interesting case which has recently been reported on.

In the case of Jospeh Johnson v London Borough of Harrow, the judge dismissed the case in full as claimed it was “scandalous or vexatious” with “no reasonable prospect of success”.

For most, the employment tribunal systems gives a route for discrimination and unfair treatment to be challenged (including unfair dismissal).

In this case, the claim lodged was Johnson’s 54^th claim over the last 10 years.

Previous Claims

Johnson was dismissed from the London Borough of Barnet in February 2024, having worked as a residential homes manager.

He made 7 linked tribunal claims against the London Borough of Barnet (either the organisation or it’s individuals), all of which were struck out or dismissed. He failed on every case to comply with tribunal orders or pay deposit orders.

The judge noted that prior to this, he had already issued at least 47 other cases since 2016, making this recent claim his 54^th.

Other Claimants

Between 2012 and 2020, another individual, David Taheri lodged over 40 tribunal claims against employers who rejected his job applications. In 2018, the amount of sought to pursue totalled hundreds of thousands of pounds. No claim succeeded, with many being thrown out at early stages.

The tribunal said Taheri made claims on a “habitual and persistent basis” often making claims almost monthly over several years. The tribunal went on to say his claims consisted of similar allegations of discrimination, seeking similar sums, with no credible supporting evidence.

Summary

This case highlights the approach taken by tribunals where claims are vexatious or malicious. However, perhaps more concerningly it highlights the mindset of some individuals who pursue claims without reason or evidence, purely with the intention of financial compensation from organisations.

To protect yourselves and your organisations against tribunal claims (vexatious or otherwise) it is essential that you keep accurate records, notes, and documentation to support your actions – whether these be recruitment notes (interviews, shortlisting etc), probation and one to one reviews, appraisals, or other activity. If you are ever required to justify your actions and decisions, your documentation will be essential to support your case.

If you have any questions or need any further support, please contact us on team@hrprime.co.uk.