Employment Tribunal Rules Employer Must Pay Unpaid Wages and Notice Pay
📌 In brief
In this case, an Employment Tribunal ruled that the employer must compensate the worker for unauthorised wage deductions, breach of contract regarding notice pay, and failure to provide holiday pay. The decision highlights the importance of adhering to statutory requirements in employment law.
⚖️ Legal holding
An employer must comply with statutory requirements regarding payment of wages, notice periods, and holiday entitlements.
📖 Technical summary
The Employment Tribunal ruled in favour of the claimant, finding that the respondent made unauthorised deductions from wages and failed to pay notice and holiday pay.
📜 Headnote Official document
The Employment Tribunal found that the respondent made unauthorised deductions from the claimant's wages, breached contract by failing to provide notice pay, and did not pay for accrued but untaken holiday. The total sum of £3,926.88 was awarded.
📚 Full judgment Official document
OUTCOME: Allowed
Case Number: 6020206/2024
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
1. The complaint of unauthorised deductions from wages is well-founded. The respondent made an unauthorised deduction from the claimant's wages in the period1-19 September 2024 by failing to pay her the wages owed. Notice Pay 2. The complaint of breach of contract in relation to notice pay is well-founded.
3. The respondent shall pay the claimant 1 week’s gross pay 20-27 September 2024 as damages for breach of contract.
4. The total sum payable by the respondent to the claimant for unpaid wages and notice pay is 1 month’s pay of £3,166.67 This figure has been calculated using gross pay to reflect the likelihood that the claimant will have to pay tax on it.
Holiday Pay 5. 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 2 days holidays accrued but not taken on the date the claimant’s employment ended. 6. The respondent shall pay the claimant £292.30. The claimant is responsible for paying any tax or National Insurance.
Case Number: 6020206/2024
Expenses 7. The respondent shall pay the claimant £467.91 expenses owed on termination of employment. (Hotel expenses £88 plus mileage Stockport to Newport £168.30 plus milage Stockport to Wrexham £84.96 plus mileage Stockport to Wrexham £125.54) Other payments 8. The claimant’s claim for wages prior to commencement of employment does not succeed. Total award.
9. The total sum payable by the respondent to the claimant within 14 days of the date of this Judgment by 16 March 2026 is £3,926.88
Approved by:
Employment Judge KM Ross
2 March 2026
JUDGMENT SENT TO THE PARTIES ON
5 May 2026
FOR THE TRIBUNAL OFFICE
Case Number: 6020206/2024
Notes
Reasons for the judgment having been given orally at the hearing, 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.
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.
Recording and Transcription
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 accompanying Guidance, which can be found here:
www.judiciary.uk/guidance-and-resources/employment-rules-and-legislation-practice- directions/
Case Number: 6020206/2024
NOTICE
THE EMPLOYMENT TRIBUNALS (INTEREST) ORDER 1990 ARTICLE 12
Case number: 6020206/2024
Name of case: [APPELLANT]
v [RESPONDENT] [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: 5 May 2026
the calculation day in this case is:
6 May 2026
the stipulated rate of interest is:
8% per annum.
For the Employment Tribunal Office
Case No:6020206/2024
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted] Employment Tribunal Procedure Rules 2024 – Rule 22
1. The respondent has failed to present a valid response on time. The Employment Judge has decided that a determination can properly be made on the claim in accordance with Rule 22 of the Rules of Procedure.
2. The respondent has made an unauthorised deduction from the claimant's wages and is ordered to pay the claimant the gross sum of £3,166.67 (non-payment of wages for September 2024).
3. The respondent has failed to pay the claimant’s accrued but untaken holiday entitlement and is ordered to pay the claimant the gross sum of £438.45.
4. The claimant was dismissed in breach of contract in respect of reimbursement of business mileage expenses and accommodation and the respondent is ordered to pay damages to the respondent in the sum of £805.20 calculated as follows:
a. 1,216 miles x 45p per mile = £547.20 b. Hotel expenses £170.00 + £88.00 = £258.00
5. No award is made in respect of pension contributions, as these are matters for the [NAME] and/or the [NAME].
6. Consequently, the respondent must pay the claimant the sum of £4,410.32 in total.
7. The hearing listed on 9/4/2025 is cancelled.
Approved by: Employment Judge KM Ross 11 February 2025
Case No:6020206/2024
JUDGMENT SENT TO THE PARTIES ON
24 February 2025
AND ENTERED IN THE REGISTER
FOR THE TRIBUNAL OFFICE
Case No:6020206/2024
NOTICE
THE EMPLOYMENT TRIBUNALS (INTEREST) ORDER 1990 ARTICLE 12
Case number: 6020206/2024
Name of case: Mrs J [APPELLANT]
the relevant decision day in this case is: 24 February 2025
the calculation day in this case is: 25 February 2025
the stipulated rate of interest is: 8% per annum.
Mr [NAME] For the Employment Tribunal Office
Case No:6020206/2024
GUIDANCE NOTE
1. There is more information about Tribunal judgments here, which you should read with this guidance note: www.gov.uk/government/publications/employment-tribunal-hearings-judgment-guide- t426
If you do not have access to the internet, you can ask for a paper copy by telephoning the Tribunal office dealing with the claim.
2. The payment of interest on Employment Tribunal awards is governed by The Employment Tribunals (Interest) Order 1990. Interest is payable on Employment Tribunal awards if they remain wholly or partly unpaid more than 14 days after the relevant decision day. Sums in the award that represent costs or expenses are excluded. Interest starts to accrue from the day immediately after the relevant decision day, which is called the calculation day.
3. The date of the relevant decision day in your case is set out in the Notice. If the judgment is paid in full by that date, no interest will be payable. If the judgment is not paid in full by that date, interest will start to accrue from the next day.
4. Requesting written reasons after you have received a written judgment does not change the date of the relevant decision day.
5. Interest will be calculated as simple interest accruing from day to day on any part of the sum of money awarded by the Tribunal that remains unpaid.
6. If the [APPELLANT] paying the Tribunal award is required to pay part of it to a public authority by way of tax or National Insurance, no interest is payable on that part.
7. If the Secretary of State has claimed any part of the sum awarded by the Tribunal in a recoupment notice, no interest is payable on that part.
8. If the sum awarded is varied, either because the Tribunal reconsiders its own judgment, or following an appeal to the Employment Appeal Tribunal or a higher court, interest will still be payable from the calculation day but it will be payable on the new sum not the sum originally awarded.
9. The online information explains how Employment Tribunal awards are enforced. The interest element of an award is enforced in the same way.
Case Number: 6020206/2024
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted] Manchester, by CVP On: 2 March 2026
Before: Employment Judge KM Ross
Representation Claimant: [redacted]
Respondent: [redacted] made by letter dated 3 July 2025 to reconsider the Rule 22 Judgment dated 11 February 2025 and sent to the parties on 24 February 2025
RECONSIDERATION JUDGMENT
1. The Rule 22 Judgment is revoked.
2. The response has been accepted, outside the time limit.
3. The decision has been re-taken and a new Judgment issued.
Date 2 March 2026
Approved by
Employment Judge KM Ross
JUDGMENT SENT TO THE PARTIES ON
5 May 2026
FOR THE TRIBUNAL OFFICE
Notes
Public access to employment tribunal decisions
Recording and Transcription
www.judiciary.uk/guidance-and-resources/employment-rules-and-legislation- practice-directions/
📊 How courts decide similar cases
Among 12 similar decisions in this collection:
- Employment Tribunal Claimant Wins Compensation for Unpaid Wages and Holidays
- Employment Tribunal Worker Wins Case Against Employer Over Wages, Holiday Pay and Dismissal
- Employment Tribunal Employment Tribunal Rules in Favour of Claimant: Damages Awarded for Unpaid…
- Employment Tribunal Claimant wins breach of contract case at Employment Tribunal
- Employment Tribunal Unlawful Wage Deduction: Employer Ordered to Repay Worker
- Employment Tribunal Employer Must Pay Back Unlawfully Deducted Wages
- Employment Tribunal Unauthorised Wage Deductions: Claimant Wins Compensation at Employment Trib…
- Employment Tribunal Worker Wins Holiday Pay Claim Against Absent Employer
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 unauthorized wage deductions.
- Employer breached contractual notice periods.
- Employer failed to comply with statutory requirements for holiday entitlements.
- Employer did not provide required notice pay upon dismissal.
- Employer did not comply with health and safety regulations.
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 worker for unauthorised wage deductions, breach of contract regarding notice pay, and failure to provide holiday pay.
Who was involved?
A worker (the claimant) brought a case against their employer (the respondent).
How did the court decide, and why?
The court decided in favour of the claimant based on evidence that the employer failed to comply with statutory requirements regarding wages, notice pay, and holiday entitlements.
Which laws or rules were applied?
No specific provisions are cited, but the decision is based on general employment law principles requiring employers to adhere to statutory obligations.
What was the argument that mattered most?
The central reasoning was that the employer's failure to pay wages and provide notice and holiday pay constituted a breach of contract and statutory requirements.
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?
This means that if an employer fails to comply with wage, notice pay, and holiday entitlement requirements, employees may seek compensation through the Employment Tribunal.
What evidence or documents mattered?
The judgment does not specify particular evidence or documents, but it is likely that financial records and employment contracts were crucial.
Can a decision like this be appealed?
Yes, decisions from an Employment Tribunal can typically be appealed to the Employment Appeal Tribunal.
Is it worth getting a solicitor for a case like this?
It is highly recommended to seek advice from a qualified solicitor for cases involving employment disputes.