Employment Tribunal Awards Claimants Redundancy Payments and Damages
📌 In brief
An Employment Tribunal awarded several workers (the claimants) various amounts in compensation after they were unfairly dismissed by their employer (the respondent). This included redundancy payments, damages for breach of contract regarding notice periods, and compensation for unauthorised wage deductions.
⚖️ Legal holding
An employer must provide a redundancy payment and compensate for breaches of contract and unauthorised wage deductions.
📖 Technical summary
The claimants were awarded various sums for redundancy, breach of contract, and unauthorised wage deductions.
📜 Headnote Official document
The Employment Judge ruled that the claimant was entitled to a redundancy payment, damages for breach of contract regarding notice pay, and compensation for unauthorised wage deductions. The respondent was ordered to pay various sums to each claimant.
📚 Full judgment Official document
OUTCOME: Allowed
Case Numbers: (1) 2405709/2025
(2) 2405710/2025
(3) 2405711/2025
(4) 2405712/2025
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EMPLOYMENT TRIBUNALS Claimant
Respondent (1) Mrs [APPELLANT] (2) Mrs [APPELLANT] (3) Mrs [RESPONDENT] (4) Miss N [NAME]
v [COMPANY] at: Manchester
On: 24 April 2026 Before: Employment Judge Kenward (sitting alone)
Appearances
For the Claimants: [redacted] (2) in person (3) in person (4) in person For the Respondent: [redacted]
1. Mrs [RESPONDENT] is awarded a total of £6,945.70 on the basis that: (1) the Claimant is entitled to a redundancy payment, and the Respondent is ordered to pay to the Claimant the sum of £4,603.62 as a redundancy payment; (2) the complaint of breach of contract in relation to notice pay is well-founded and succeeds so that, after taking account of sums received in mitigating any loss, the Respondent is ordered to pay the Claimant £1,658.32 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); (3) the complaint of unauthorised deductions from wages is well-founded and succeeds on the basis that the Respondent made unauthorised deductions from the Claimant's wages in the period from 1 to 8 October 2025 inclusive and the
Case Numbers: (1) 2405709/2025
(2) 2405710/2025
(3) 2405711/2025
(4) 2405712/2025
- 2 -
Respondent is ordered to pay the Claimant £293.04 which is the gross sum deducted (so that the Claimant is responsible for the payment of any tax or National Insurance); (4) the Respondent made unauthorised deductions from the Claimant's wages by failing to pay the Claimant for holidays accrued but not taken on the date that the Claimant’s employment ended so that the Respondent is ordered to pay the Claimant £390.72, which is the gross sum deducted (on the basis that the Claimant is responsible for the payment of any tax or National Insurance).
2. Mrs [NAME] is awarded a total of £4,108.80 on the basis that: (1) the Claimant is entitled to a redundancy payment, and the Respondent is ordered to pay to the Claimant the sum of £2,499.99 as a redundancy payment; (2) the complaint of breach of contract in relation to notice pay is well-founded and succeeds so that, after taking account of sums received in mitigating any loss, the Respondent is ordered to pay the Claimant £1,128.16 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); (3) the complaint of unauthorised deductions from wages is well-founded and succeeds on the basis that the Respondent made unauthorised deductions from the Claimant's wages in the period from 1 to 11 October 2025 inclusive and the Respondent is ordered to pay the Claimant £480.65 which is the gross sum deducted (so that the Claimant is responsible for the payment of any tax or National Insurance); (4) no award is made as to holiday pay; (5) the application of the Claimant to amend her Claim to include complaints of unfair dismissal, pregnancy discrimination and as to maternity pay was not allowed.
3. Mrs [NAME] is awarded a total of £14,899.74 on the basis that: (1) the Claimant is entitled to a redundancy payment, and the Respondent is ordered to pay to the Claimant the sum of £10,130.61 as a redundancy payment; (2) the complaint of breach of contract in relation to notice pay is well-founded and succeeds so that, after taking account of sums received in mitigating any loss, the Respondent is ordered to pay the Claimant £3,859.36 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); (3) the complaint of unauthorised deductions from wages is well-founded and succeeds on the basis that the Respondent made unauthorised deductions from the Claimant's wages in the period from 2 to 10 October 2025 inclusive and the Respondent is ordered to pay the Claimant £909.57 which is the gross sum
Case Numbers: (1) 2405709/2025
(2) 2405710/2025
(3) 2405711/2025
(4) 2405712/2025
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deducted (so that the Claimant is responsible for the payment of any tax or National Insurance); (4) no award is made as to holiday pay.
4. Miss [NAME] is awarded a total of £588.63 on the basis that: (1) the complaint of unauthorised deductions from wages is well-founded and succeeds on the basis that the Respondent made unauthorised deductions from the Claimant's wages in the period from 1 to 8 October 2025 inclusive and the Respondent is ordered to pay the Claimant £588.63 which is the gross sum deducted (so that the Claimant is responsible for the payment of any tax or National Insurance; (2) no award is made for a redundancy payment; (3) no award is made for notice pay; (4) no award is made as to holiday pay.
Approved by
Employment Judge Kenward Dated 27 April 2026
Sent to the parties on
1 June 2026
For the Tribunal office Notes Summary reasons for the Judgment having been given orally at the hearing, summary written reasons will not be provided unless a request was made by either party at the hearing or a written request is presented by either party within 14 days of the sending of this written record of the decision. Judgments 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. Please note that if a Tribunal hearing has been recorded you may request a transcript of the recording, for which a charge may be payable. If a transcript is produced it will not include any oral Judgment or reasons given at the hearing. The transcript will not be checked, approved or verified by a Judge. There is more information in the joint Presidential Practice Direction on the Recording and Transcription of Hearings, and
Case Numbers: (1) 2405709/2025
(2) 2405710/2025
(3) 2405711/2025
(4) 2405712/2025
- 4 -
accompanying Guidance, which can be found here: https://www.judiciary.uk/guidance- and-resources/employment-rules-and-legislation-practice-directions/
Case Numbers: (1) 2405709/2025
(2) 2405710/2025
(3) 2405711/2025
(4) 2405712/2025
- 5 -
NOTICE THE EMPLOYMENT TRIBUNALS (INTEREST) ORDER 1990 ARTICLE 12
Case numbers: 2405709/2025, 2405710/2025, 2405711/2025 & 2405712/2025 Name of cases: [NAME] M [NAME] R Colson N Sadler v [COMPANY] 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: 1 June 2026
the calculation day in this case is:
2 June 2026
the stipulated rate of interest is:
8% per annum.
For the Employment Tribunal Office
📊 How courts decide similar cases
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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
- Employer must compensate for unauthorised wage deductions.
- Employer must provide statutory redundancy payments.
- Employer must comply with notice periods as required by law.
- Employer must act reasonably in all circumstances when dismissing an employee.
- Employer cannot dismiss a claim without substantial grounds.
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 claimants are entitled to various forms of compensation including redundancy payments, damages for breach of contract, and compensation for unauthorised wage deductions.
Who was involved?
Several workers (the claimants) brought claims against their employer (the respondent).
How did the court decide, and why?
The Employment Judge found that the employer failed to provide proper notice pay and made unauthorised wage deductions, violating employment laws.
Which laws or rules were applied?
Key provisions included s.98 of the Employment Rights Act 1996 and regulations on working time.
What was the argument that mattered most?
The claimants argued successfully that they were entitled to redundancy payments and compensation for unauthorised wage deductions and breach of contract regarding notice pay.
Was the decision for or against the person who brought the case?
The decision was in favour of the claimants.
What does this mean for someone in a similar situation?
Workers facing redundancy or experiencing unauthorised wage deductions may have grounds to seek compensation through an Employment Tribunal.
What evidence or documents mattered?
Evidence such as employment contracts, payroll records, and witness statements likely played a crucial role.
Can a decision like this be appealed?
Yes, decisions from the Employment Tribunal can often 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 such cases.