Claimant Wins Compensation for Unpaid Wages and Holidays
📌 In brief
In this case, the Employment Tribunal found that the employer had made unlawful wage deductions and failed to provide proper notice or holiday pay to the employee. The tribunal awarded the claimant £5,662.26 in compensation.
⚖️ Legal holding
An employer must compensate an employee for unauthorised wage deductions, breaches of contract concerning notice periods, and unpaid holiday entitlements.
📖 Technical summary
The Employment Tribunal ruled in favour of the claimant, awarding them compensation for unauthorised wage deductions, breach of contract regarding notice pay, and holiday pay.
📜 Headnote Official document
The Employment Tribunal ruled in favour of the claimant, awarding them £5,662.26 for unauthorised deductions from wages and holiday pay, as well as damages for breach of contract regarding notice pay.
📚 Full judgment Official document
OUTCOME: Allowed
Case Number: 6027442/2025
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
1. The claim was presented in the Manchester Employment Tribunal on 23rd July 2025. The respondent has failed to present a valid response on time. The Employment Judge has decided that a determination can properly be made of the claim, or part of it, in accordance with rule 22 of the Rules of Procedure.
Wages
2. The complaint of unauthorised deductions from wages is well-founded. The respondent made an unauthorised deduction from the claimant's wages in the period 1st April 2025 to 30th April 2025.
3. The respondent shall pay the claimant £1,624.15 (one month’s pay) which is the net sum deducted.
Notice Pay
4. The complaint of breach of contract in relation to notice pay is well-founded.
5. The respondent shall pay the claimant £2,288.02 (£326.86 gross per week multiplied by 7 weeks) as damages for breach of contract. This figure has been calculated using gross pay to reflect the likelihood that the claimant will have to pay tax on it as Post Employment Notice Pay.
Holiday Pay
6. The complaint in respect of holiday pay is well-founded. The respondent made an unauthorised deduction from the claimant's wages by failing to pay the claimant for holidays accrued but not taken on the date the claimant’s employment ended.
Case Number: 6027442/2025
7. The respondent shall pay the claimant £1,750.09 (19 days at £92.11 per day). The claimant is responsible for paying any tax or National Insurance.
8. The respondent must pay the claimant £5,662.26 in total.
Approved by: EJ A Johnson
Employment Judge Johnson
15th April 2026
JUDGMENT SENT TO THE PARTIES ON
3 June 2026
FOR THE TRIBUNAL OFFICE
Case Number: 6027442/2025
NOTICE
THE EMPLOYMENT TRIBUNALS (INTEREST) ORDER 1990 ARTICLE 12
Case number: 6027442/2025
Name of case: [APPELLANT]
v [RESPONDENT] (Birmingham) [APPELLANT] is payable when an Employment Tribunal makes an award or determination requiring one party to proceedings to pay a sum of money to another party, apart from sums representing costs or expenses.
No interest is payable if the sum is paid in full within 14 days after the date the Tribunal sent the written record of the decision to the parties. The date the Tribunal sent the written record of the decision to the parties is called the relevant decision day.
Interest starts to accrue from the day immediately after the relevant decision day. That is called the calculation day.
The rate of interest payable is the rate specified in section 17 of the Judgments Act 1838 on the relevant decision day. This is known as the stipulated rate of interest.
The Secretary of the Tribunal is required to give you notice of the relevant decision day, the calculation day, and the stipulated rate of interest in your case. They are as follows:
the relevant decision day in this case is: 3 June 2026
the calculation day in this case is:
4 June 2026
the stipulated rate of interest is:
8% per annum.
For the Employment Tribunal Office
📊 How courts decide similar cases
Among 12 similar decisions in this collection:
- Employment Tribunal Employment Tribunal Rules Employer Must Pay Unpaid Wages and Notice Pay
- Employment Tribunal Employment Tribunal Rules in Favour of Claimant: Damages Awarded for Unpaid…
- Employment Tribunal Worker Wins Case Against Employer Over Wages, Holiday Pay and Dismissal
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- Employment Tribunal Employment Tribunal Rules Employer Must Pay Unlawful Wages Deduction
- Employment Tribunal Worker Wins Holiday Pay Claim Against Absent Employer
- Employment Tribunal Manchester ET Rules: Employer Must Pay Unpaid Wages and Redundancy
- Employment Tribunal Employment Tribunal: Employer Liable for Unauthorised Wage Deductions
- Employment Tribunal Employment Tribunal Rules in Favour of Unfairly Dismissed Employee
- Employment Tribunal Disabled Worker Wins Discrimination Case Against Employer
- Employment Tribunal Unauthorised Wage Deductions: Claimant Wins Compensation at Employment Trib…
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
- Employer made unauthorised wage deductions.
- Employer breached contractual notice periods.
- Employer failed to provide unpaid holiday entitlements.
- Employer did not comply with statutory requirements for wages, notice periods, and holidays.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The Employment Tribunal ruled that the employer must compensate the employee for unauthorised wage deductions and unpaid holiday pay, as well as damages for breach of contract regarding notice pay.
Who was involved?
An employee (the claimant) brought a case against their employer (the respondent).
How did the court decide, and why?
The tribunal decided in favour of the claimant based on evidence that the employer had made unauthorised wage deductions and failed to provide proper notice or holiday pay.
Which laws or rules were applied?
No specific laws or rules are mentioned in this judgment.
What was the argument that mattered most?
The central reasoning was that the employer's actions violated employment law by making unauthorised wage deductions and failing to provide proper notice or holiday pay.
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, fails to provide proper notice pay, or withholds holiday pay, employees may be entitled to compensation through the Employment Tribunal.
What evidence or documents mattered?
The judgment does not specify what evidence was presented.
Can a decision like this be appealed?
Yes, decisions from the Employment Tribunal can typically be appealed to the Employment Appeal Tribunal.
Is it worth getting a solicitor for a case like this?
It is advisable to seek legal advice from a qualified solicitor for cases involving employment disputes.