Employment Tribunal Rules in Favour of Unfairly Dismissed Employee
📌 In brief
An employee successfully brought an unfair dismissal case against their employer at the Manchester Employment Tribunal. Compensation was awarded to the employee for being unfairly dismissed without a fair reason, as per s.98 ERA 1996.
⚖️ Legal holding
An employer must not unfairly dismiss an employee without a fair reason under the Employment Rights Act 1996.
📖 What the law says
Under this section, an employer must provide a reason for dismissing an employee, which can relate to the employee's capability or qualifications, their conduct, redundancy, or a breach of duty or restriction imposed by law. Additionally, the employer must prove that the reason is fair and reasonable considering the circumstances, including the size and resources of the employer's business.
Plain-English explanation — does not replace advice from a solicitor.
📖 Technical summary
The claimant's unfair dismissal complaint was upheld, and compensation awarded.
📜 Headnote Official document
The Employment Judge ruled that the respondent unfairly dismissed the claimant without a fair reason, as per s.98 ERA 1996. The claimant was awarded a basic and compensatory award.
📚 Full judgment Official document
OUTCOME: Allowed
Case No. 6021039/2025
1
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
Manchester (by CVP) On: 24 February 2026 Before: Employment Judge Miller-Varey
REPRESENTATION:
Claimant: [redacted] Respondent: [redacted] The judgment of the Tribunal is as follows:
1. The Respondent's application for an extension of time to present a response pursuant to rule 21(1) is refused.
2. The complaint of unfair dismissal under Part X Employment Rights Act 1996 is well-founded. The claimant was unfairly dismissed. The respondent is ordered to pay the claimant the following: (a) A basic award in the sum of £1713. (b) A compensatory award in the sum of £5761.33 3. The recoupment regulations do not apply.
Approved by Tribunal Judge Miller-Varey Acting as a Judge of the Employment Tribunal
27 February 2026
Case No. 6021039/2025
2
JUDGMENT SENT TO THE PARTIES ON
1 May 2026
FOR THE TRIBUNAL OFFICE
Note 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.
Case No. 6021039/2025
3
NOTICE
THE EMPLOYMENT TRIBUNALS (INTEREST) ORDER 1990 ARTICLE 12
Case number: 6021039/2025
Name of case: [APPELLANT]
v [RESPONDENT] [COMPANY] T/A [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 May 2026
the calculation day in this case is:
2 May 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 Manchester ET Rules: Employer Must Pay Unpaid Wages and Redundancy
- Employment Tribunal Worker Wins Holiday Pay Claim Against Absent Employer
- Employment Tribunal Employment Tribunal Rules Employer Must Pay Unlawful Wages Deduction
- Employment Tribunal Disabled Worker Wins Discrimination Case Against Employer
- Employment Tribunal Successful Unfair Dismissal Claim at Employment Tribunal
- Employment Tribunal Employment Tribunal Rules in Favour of Claimant: Damages Awarded for Unpaid…
- Employment Tribunal Claimant Wins Compensation for Unpaid Wages and Holidays
- Employment Tribunal Successful Unfair Dismissal Claim at Employment Tribunal
- Employment Tribunal Claimant wins case over unauthorised wage cuts and unpaid holiday
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 failed to provide a fair reason for dismissal.
- Employer breached contractual notice periods and pension contributions.
- Employer did not comply with Working Time Regulations 1998.
- Employer dismissed employee without proper procedure.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The claimant's unfair dismissal complaint against their employer was successful.
Who was involved?
An employee (the claimant) and an employer (the respondent).
How did the court decide, and why?
The Employment Judge ruled in favour of the claimant because the dismissal lacked a fair reason under s.98 ERA 1796.
Which laws or rules were applied?
s.98 Employment Rights Act 1996 was cited.
What was the argument that mattered most?
The lack of fair reason for dismissal as per s.98 ERA 1996.
Was the decision for or against the person who brought the case?
For the claimant, who won compensation.
What does this mean for someone in a similar situation?
If dismissed without fair reason, an employee may be entitled to compensation and a basic award.
What evidence or documents mattered?
The judgment does not specify particular evidence but likely included employment contract details and dismissal reasons.
Can a decision like this be appealed?
Yes, decisions can often be appealed within specified timeframes.
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.