Employment Tribunal Rules Employer to Pay Unpaid Wages and More
📌 In brief
The Employment Tribunal ruled in favour of the claimant, ordering the employer to compensate for unpaid wages, holiday pay, redundancy payment, and notice period as required by law. The decision highlights the importance of employers adhering to legal obligations regarding employee entitlements.
⚖️ Legal holding
An employer must compensate an employee for unpaid wages, holiday entitlements, redundancy payments, and notice period if these are not provided as required by law.
📖 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. Additionally, if the total amount of wages paid is less than what should have been paid after deductions, this shortfall is considered an unauthorized deduction by the employer.
An employer must provide a redundancy payment to an employee who is dismissed due to redundancy or who is eligible for such a payment because they have been laid off or had their working hours reduced.
Plain-English explanation — does not replace advice from a solicitor.
📖 Technical summary
The claimant successfully claimed for unauthorised wage deductions, holiday pay, redundancy payment, and notice pay.
📜 Headnote Official document
The Employment Tribunal ruled in favour of the claimant, ordering the employer to pay for unpaid wages (£2849.71), holiday pay (£474.39), redundancy payment (£1400), and notice period compensation (£445.06) due to non-compliance with statutory requirements.
📚 Full judgment Official document
OUTCOME: Allowed
Case No: 3300020/2025
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
1. The claim form was sent to the respondent in accordance with rule 16 of the Employment Tribunal Rules 2024. If it was not sent to the respondent’s registered address, it was sent to an appropriate address.
2. 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.
3. 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 calculated net of tax:
a. For unpaid wages: £2849.71; and b. For holiday outstanding and unpaid on termination of employment: £474.39
4. The claim for a redundancy payment (Employment Rights Act 1996 section 135) is well founded. The respondent must pay to the claimant within 14 days a redundancy payment of £1400, calculated in accordance with Employment Rights Act 1996 section 162.
Approved by:
Employment Judge Gordon Walker
Date 9 December 2025
Case No: 3300020/2025
JUDGMENT SENT TO THE PARTIES ON
.......18 December 2025.
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 No: 3300020/2025
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
2. The respondent did not present a response to the claim. The claimant provided further information by correspondence to the Tribunal on 23 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.
3. 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 2 weeks. The claimant was not paid for their notice period. The respondent must pay to the claimant within 14 days the net sum of £445.06 which is calculated as follows:
a. £ 1285.06 net notice pay due from the respondent b. Less earnings in mitigation: £840 net
Approved by: Employment Judge Gordon Walker
Date 10 February 2026
JUDGMENT SENT TO THE PARTIES ON
................21/4/2026.
..........
FOR THE TRIBUNAL OFFICE
Case No: 3300020/2025
📊 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
- Employment Tribunal Employment Tribunal Rules in Favour of Unfair Dismissal and Notice Pay Clai…
- Employment Tribunal Employment Tribunal Orders Employer to Pay Unpaid Wages and Holiday Pay
- Employment Tribunal Claimant Wins Unauthorised Wage Deduction Case at Employment Tribunal
- Employment Tribunal Worker Wins Unfair Dismissal Case at Employment Tribunal
- Employment Tribunal Worker Wins Case Against Employer Over Wages, Holiday Pay and Dismissal
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
- An employer must not make unauthorised deductions from an employee's wages without lawful justification.| An employer must provide accrued annual leave payment upon termination of employment.| 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.| An employer must provide a fair redundancy procedure to avoid an unfair dismissal claim.| An employer must comply with wage payment and holiday entitlement regulations as well as contractual obligations upon dismissal.
❌ Tends to be rejected
- An employer is not required to comply with the national minimum wage if an employee does not qualify for it under any circumstances during their employment period.| A person must be an employee under the Employment Rights Act 1996 for an unfair dismissal claim to succeed
- however, they may still bring race discrimination claims.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The Employment Tribunal ruled in favour of the claimant, ordering the employer to pay for unpaid wages, holiday pay, redundancy payment, and notice period compensation.
Who was involved?
A worker (the claimant) brought a case against their employer (Total Home Delivery Limited).
How did the court decide, and why?
The court decided in favour of the claimant because the employer failed to comply with statutory requirements regarding employee entitlements.
Which laws or rules were applied?
Key provisions included Employment Rights Act 1996 sections 13 and 135, and the Employment Tribunals Extension of Jurisdiction (England and Wales) Order 1994.
What was the argument that mattered most?
The employer's failure to provide statutory entitlements such as unpaid wages, holiday pay, redundancy payment, and notice period compensation was the central issue.
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?
Employees should seek legal advice if their employer fails to provide statutory entitlements such as unpaid wages, holiday pay, redundancy payment, and notice period compensation.
What evidence or documents mattered?
The claimant provided further information by correspondence which supported the claims made.
Can a decision like this be appealed?
Yes, decisions from Employment Tribunals can typically be appealed to an Employment Appeal Tribunal if certain conditions are met.
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.