The following two cases highlight the importance of meeting deadlines.

In Beasley v National Grid, the EAT ruled that it did not have jurisdiction to hear an unfair dismissal claim on the basis that the employee's ET1 had been presented a mere 88 seconds after the expiry of the statutory three-month time limit. The Court of Appeal refused leave to appeal against the decision, holding that the tribunal had properly considered the question of reasonable practicability and that its decision was not unreasonable.

Meanwhile, in Plewes v Adams Pork Produce Limited, a tribunal held that a company that retired an employee the day before his 65th birthday could not rely on the default retirement exemption in Regulation 30 of the Employment Equality (Age) Regulations 2006. The dismissal could not be objectively justified and was therefore discriminatory. This mistake cost the employer £36,000. Mr Plewes returned to his old job, this time as an agency worker, just two weeks after his dismissal.