Claimant wins case over unauthorised wage cuts and unpaid holiday
📌 In brief
In this case, an employee successfully sued their employer for unauthorised wage deductions and unpaid holiday pay. The Employment Tribunal found that the employer had breached several employment laws and ordered them to compensate the employee accordingly.
⚖️ Legal holding
An employer must comply with the Working Time Regulations 1998 when calculating statutory annual leave payments.
📖 Technical summary
The claimant successfully claimed for unauthorised wage deductions, holiday pay and a written statement of employment particulars.
📜 Headnote Official document
The claimant successfully argued that the respondent made unauthorised deductions from their wages and failed to provide statutory annual leave payments as required by law. The Employment Judge ruled in favour of the claimant, ordering the respondent to pay £6,599.62.
📚 Full judgment Official document
OUTCOME: Allowed
Case No: 6002417/2026
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
On: 13 May 2026
Before: Employment Judge Yardley
Representation Claimant: [redacted] Respondent: [redacted]
JUDGMENT The Employment Tribunal Procedure Rules 2024 – Rule 22 The judgment of the Tribunal is as follows:
1. The Respondent's application for an extension of time to present its response is refused.
2. The complaint of unauthorised deductions from wages is well-founded. The Respondent made unauthorised deductions from the Claimant's wages in the period 16 April 2025 to 11 September 2025.
3. The Respondent shall pay the Claimant £4,375.26 in respect of unpaid wages which is the gross sum deducted. The Claimant is responsible for the payment of any tax or National Insurance.
4. The Respondent shall pay the Claimant the sum of £220.06 in respect of unpaid expenses.
Case No: 6002417/2026
5. The complaint in respect of holiday pay is well-founded. The Respondent failed to pay the Claimant in accordance with regulation 14(2) of the Working Time Regulations 1998.
6. The Respondent shall pay the Claimant the gross sum of £929.82 in respect of accrued but untaken statutory annual leave. The Claimant is responsible for the payment of any tax or National Insurance.
7. When the proceedings were begun the Respondent was in breach of its duty to provide the Claimant with a written statement of employment particulars. There are no exceptional circumstances that make an award of an amount equal to two weeks’ gross pay unjust or inequitable. It is not just and equitable to make an award of an amount equal to four weeks’ gross pay. In accordance with section 38 Employment Act 2002 the Respondent shall therefore pay the Claimant the sum of £1,074.48.
8. The Respondent is ordered to pay the Claimant the total sum of £6,599.62.
Employment Judge Yardley
Date: 13th May 2026
Judgment sent to parties on 15th May 2026
For the Tribunal Office
Note Summary reasons for the judgment having been given orally at the hearing, written reasons will not be provided unless a request for either written summary reasons or written full reasons is made by either party within 14 days of the sending of this written record of the decision. If a party requests written summary reasons then the Tribunal may, if it considers it appropriate to do so, provide written full reasons
Public access to employment tribunal decisions Judgments (apart from judgments under rule 51) and reasons for the judgments are published, in full, online at www.gov.uk/employment-tribunal-decisions shortly after a copy has been sent to the Claimant(s) and Respondent(s) in a case.
📊 How courts decide similar cases
Among 12 similar decisions in this collection:
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A snapshot of this collection — not a prediction of your case's outcome.
⚖️ What tends to weigh in cases like this
✅ Tends to be accepted
- The employer did not comply with statutory requirements for wages, holidays, and employment documentation.
- The employer failed to provide a fair hearing process for employees who bring claims against them.
- The employer made unauthorised deductions from an employee's wages without lawful justification.
- The employer discriminated against or harassed an employee on grounds of sex or disability.
- The employer did not comply with the Working Time Regulations 1998 when calculating statutory annual leave payments.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The tribunal ruled in favour of the claimant, ordering the respondent to pay for unauthorised wage deductions and accrued but untaken statutory annual leave.
Who was involved?
An employee (the claimant) sued their employer (the respondent).
How did the court decide, and why?
The tribunal found that the employer had made unlawful deductions from wages and failed to provide proper holiday pay as required by law.
Which laws or rules were applied?
Regulation 14(2) of the Working Time Regulations 1998 and section 38 of the Employment Act 2002 were key provisions used in this case.
What was the argument that mattered most?
The claimant argued that their employer had made unauthorised deductions from wages and failed to provide proper holiday pay as required by law.
Was the decision for or against the person who brought the case?
The decision was in favour of the claimant.
What does this mean for someone in a similar situation?
If an employer makes unauthorised wage deductions or fails to provide proper holiday pay, employees may be entitled to compensation.
What evidence or documents mattered?
The tribunal likely considered payroll records and other relevant documentation provided by the claimant.
Can a decision like this be appealed?
Yes, either party can appeal the decision within 42 days of receiving it.
Is it worth getting a solicitor for a case like this?
It is highly recommended to seek legal advice from a qualified solicitor for such cases.