Holiday Pay Claim Successful in Employment Tribunal Case
📌 In brief
In this Employment Tribunal case, the claimant successfully argued that their employer failed to provide payment for accrued but untaken leave upon termination of employment. The judge awarded £1384.62 in holiday pay and an additional £151.71 for financial loss due to the unauthorised deduction. However, claims related to notice pay were dismissed.
⚖️ Legal holding
An employer must provide holiday pay for accrued but untaken leave upon termination of employment.
📖 Technical summary
The claimant's holiday pay claim was successful, but their notice pay claims were dismissed.
📜 Headnote Official document
The claimant's complaint regarding holiday pay was well-founded, as the respondent failed to provide payment for accrued but untaken leave upon termination. The Employment Judge awarded £1384.62 in holiday pay and £151.71 for financial loss due to the unauthorised deduction. Notice pay claims were dismissed.
📚 Full judgment Official document
OUTCOME: Allowed in Part
Case Number: 6013192/25
1
EMPLOYMENT TRIBUNALS
Claimant: [redacted] Respondent: [redacted] Cambridge Employment Tribunal (By Video) On: 20 March 2026 Before: Employment Judge Taft
REPRESENTATION:
Claimant: [redacted] Respondent: [redacted]
1. 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 holidays accrued but not taken on the date the claimant’s employment ended.
2. The respondent shall pay the claimant £1384.62. The claimant is responsible for paying any tax or National Insurance.
3. The respondent shall also pay the claimant £151.71 to compensate the claimant for financial loss attributable to the unauthorised deduction.
4. The claims in respect of notice pay are not well founded and are dismissed.
Approved by: Employment Judge Taft 30 March 2026
Case Number: 6013192/25
2 Judgment sent to the parties on: 12 May 2026 …………………………………… For the Tribunal: ……………………………………
Notes Summary 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. Those reasons may be summary reasons or full written reasons. If full written reasons are provided they will be placed online. All judgments (apart from judgments under Rule 51) and any full written reasons for the judgments are published, in full, online at https://www.gov.uk/employment-tribunal-decisions shortly after a copy has been sent to the [NAME]. If a Tribunal hearing has been recorded, you may request a transcript of the recording. Unless there are exceptional circumstances, you will have to pay for it. 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 at 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 Late Unfair Dismissal Claim Allowed by Employment Tribunal
- Employment Tribunal Employment Tribunal Rules on Age Discrimination and Disability Adjustments
- Employment Tribunal Employment Tribunal Allows Unfair Dismissal Claim, But Compensation Reduced
- Employment Tribunal Employment Tribunal Rules on Disability Discrimination and Pay Statements
- Employment Tribunal Employment Tribunal Rejects All Discrimination Claims Against DVLA
- Employment Tribunal Home Office Wins Disability Discrimination Case at Employment Tribunal
- Employment Tribunal Unfair Dismissal Claim Rejected Due to Capability Issues
- Employment Tribunal Employment Tribunal Rejects Unfair Dismissal and Breach of Contract Claims
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 reductions and breaches of contract regarding notice periods.
- Employer must show valid reasons for dismissing employees in a transfer of undertaking situation.
- Employer must make reasonable adjustments to avoid discriminatory constructive dismissal.
- Employer cannot dismiss without fair reason or proper procedure.
- Employer must consider the reasonableness of a late unfair dismissal claim if impracticable.
❌ Tends to be rejected
- Employer is not required to make reasonable adjustments for an employee who does not meet the legal definition of disabled under the Equality Act 2010.
- Employer may dismiss an employee for misconduct with reduced compensation if the employee contributed to their own dismissal.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The claimant's complaint regarding holiday pay was successful, while their notice pay claims were dismissed.
Who was involved?
A worker and an employer were involved in the case.
How did the court decide, and why?
The court decided that the employer must provide payment for accrued but untaken leave upon termination of employment, as required by law.
Which laws or rules were applied?
Regulation 3 of the Working Time Regulations 1998 was applied.
What was the argument that mattered most?
The claimant's argument regarding unauthorised deductions for holiday pay was crucial in securing a successful outcome.
Was the decision for or against the person who brought the case?
The decision was largely in favour of the claimant, with the holiday pay claim being successful and notice pay claims dismissed.
What does this mean for someone in a similar situation?
Individuals in similar situations should ensure their employers provide payment for accrued but untaken leave upon termination to avoid financial loss.
What evidence or documents mattered?
The specific evidence and documents that were crucial are not detailed, but typically such cases rely on employment contracts and records of leave taken.
Can a decision like this be appealed?
Yes, decisions from Employment Tribunals 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 cases involving employment disputes.