Employment Tribunal Orders Employer to Pay Unpaid Wages and Holiday Pay
📌 In brief
The claimant won their case against the employer for unpaid wages, holiday pay, and notice period. The Employment Judge ruled in favour of the claimant based on the Employment Rights Act 1996 and the terms of the employment contract.
⚖️ Legal holding
An employer must pay an employee their outstanding wages, holiday pay, and notice period if these are not provided as per the Employment Rights Act 1996 section 13 and employment contract terms.
📖 What the law says
An employer cannot deduct money from an employee's wages unless it is required by law or agreed upon in writing by the employee. The employer must provide a written copy of the contract terms to the employee before making any deductions.
Plain-English explanation — does not replace advice from a solicitor.
📖 Technical summary
The claimant successfully claimed for unpaid wages and holiday pay under s.13 ERA 1996, and notice pay under breach of contract.
📜 Headnote Official document
The claimant successfully claimed for unpaid wages (£2475) and holiday pay (£825) under s.13 Employment Rights Act 1996, and notice pay (£664.97) due to breach of contract. The respondent did not respond to the claims.
📚 Full judgment Official document
OUTCOME: Allowed
Case Nos: 3303850/2025 and 3303852/2025
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
1. The respondent did not present a response to the claim. The claimant provided further information by correspondence to the Tribunal, upon which a determination could properly be made of the claims set out below pursuant to rule 22 of the Employment Tribunal Rules 2024.
2. The claim for unauthorised deductions from wages (Employment Rights Act 1996 section 13) is well founded. The respondent must pay to the claimant within 14 days the following gross sums:
a. For unpaid wages: £2475; and b. For holiday outstanding and unpaid on termination of employment: £825
Approved by:
Employment Judge Gordon Walker
Date 9 December 2025
JUDGMENT SENT TO THE PARTIES ON
.........19 December 20205
..........
FOR THE TRIBUNAL OFFICE
Public access to employment tribunal decisions 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.
Case Nos: 3303850/2025 and 3303852/2025
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
1. The respondent did not present a response to the claim. The claimant provided further information by correspondence to the Tribunal on 22 December 2025, upon which a determination could properly be made of the claims set out below pursuant to rule 22 of the Employment Tribunal Rules 2024.
2. The claim for breach of contract for the claimant’s notice pay is well founded (Employment Tribunals Extension of Jurisdiction (England and Wales) Order 1994). The claimant’s statutory notice period was 1 week and they had no earnings in mitigation. The claimant was not paid for their notice period. The respondent must pay to the claimant within 14 days the net sum of £664.97.
Approved by: Employment Judge Gordon Walker
Date 10 February 2026
JUDGMENT SENT TO THE PARTIES ON
.......17/4/2026
📊 How courts decide similar cases
Among 12 similar decisions in this collection:
- Employment Tribunal Employment Tribunal Rules Employer to Pay Unpaid Wages and Notice Period
- Employment Tribunal Claimant Wins Redundancy Payment, No Notice Pay Due to Mitigation
- Employment Tribunal Employment Tribunal Decision: Unfair Dismissal Rejected, Wrongful Dismissal…
- Employment Tribunal Holiday Pay Allowed, Unfair Dismissal Claim Rejected by Employment Tribunal
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- Employment Tribunal Employment Tribunal Rules in Favour of Unfair Dismissal and Notice Pay Clai…
- Employment Tribunal Employment Tribunal Rules Employer to Pay Unpaid Wages and More
- Employment Tribunal Worker Wins Unfair Dismissal Case at Employment Tribunal
- Employment Tribunal Employer Must Pay Back Unlawfully Deducted Wages
- Employment Tribunal Unpaid Holiday Pay Claim Succeeds at Employment Tribunal
- Employment Tribunal Unfair Dismissal: Claimant Awarded Reduced Compensation for Contributory Co…
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 failed to pay wages as required by the Employment Rights Act 1996 section 13.
- Employer did not provide notice period wages during a statutory one-week notice period.
- Employer must comply with ACAS Code of Conduct on Disciplinary Procedures.
- Employer must provide accrued annual leave payment upon termination of employment.
- Employer failed to pay holiday pay based on a rolling 12-week average.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The court ordered the employer to pay unpaid wages, holiday pay, and notice period.
Who was involved?
A worker (the claimant) and their employer (the respondent).
How did the court decide, and why?
The court decided in favour of the claimant because the employer failed to respond to the claims and there was evidence supporting the unpaid wages and holiday pay.
Which laws or rules were applied?
Employment Rights Act 1996 section 13 and breach of contract terms.
What was the argument that mattered most?
The claimant's argument about unpaid wages, holiday pay, and notice period not being paid as per employment law and contract.
Was the decision for or against the person who brought the case?
For the claimant.
What does this mean for someone in a similar situation?
Someone in a similar situation can bring a case to an Employment Tribunal if their employer fails to pay wages, holiday pay, and notice period as required by law.
What evidence or documents mattered?
The claimant provided correspondence with the tribunal supporting their claims.
Can a decision like this be appealed?
Yes, decisions from Employment Tribunals can generally be appealed to an 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.