Manchester ET Rules: Employer Must Pay Unpaid Wages and Redundancy
📌 In brief
In a case heard at Manchester Employment Tribunal, the judge ruled in favour of the worker who was not paid full wages and did not receive proper redundancy payment upon leaving their job. The employer was ordered to pay £4,274.67 but holiday pay claims were dismissed.
⚖️ Legal holding
An employer must compensate an employee for unauthorised wage deductions and statutory redundancy payments if made redundant without proper notice or payment.
📖 What the law says
This section outlines the criteria for determining whether the dismissal of an employee is fair or unfair. It requires the employer to provide the reason for the dismissal and prove that the reason falls within certain categories, including the employee's capability, qualifications, conduct, redundancy status, or violation of a duty or restriction.
Plain-English explanation — does not replace advice from a solicitor.
📖 Technical summary
The Employment Tribunal awarded the claimant £4,274.67 for wage deductions and redundancy but dismissed holiday pay claims.
📜 Headnote Official document
The Employment Tribunal awarded the claimant £4,274.67 for unauthorised deductions from wages and statutory redundancy payments after the respondent failed to attend the hearing.
📚 Full judgment Official document
OUTCOME: Allowed
Case No: 2402721/2025
EMPLOYMENT TRIBUNALS
Claimant: [redacted]
Respondent: [redacted]
Manchester by CVP
On:
26th March 2026
Before: Employment Judge Khan
REPRESENTATION:
Claimant: [redacted] Respondent: [redacted]
JUDGMENT
The Judgment of the Employment Tribunal is that:
1. The claim was presented in the Manchester Employment Tribunal on the 26 March 2026. The respondent failed to present a valid response on time. A determination can properly be made of the claim in accordance with rule 22 of the Rules of Procedure.
2. The respondent has made unauthorised deductions from the claimant’s wages in the period of 1 to 30 April 2025 and must pay the claimant £1,565.00, which is the gross sum deducted.
3. The claimant is entitled to be paid a statutory redundancy payment by the respondent in the sum of £2,709.67. This is calculated as follows: The claimant worked for the respondent for 5 years and was 62 years old when he was made redundant. The claimant is therefore entitled to 7.5 weeks with a weekly pay of £361.29 a week.
Case No: 2402721/2025
4. The claim for holiday pay is not well founded, and is dismissed.
5. The total amount awarded to the claimant and payable by the respondent is £4,274.67
6. The claimant is responsible for the payment of any tax or National Insurance.
Employment Judge Khan
_____________________________
Date: 26.03.2026
JUDGMENT SENT TO THE PARTIES ON
30 April 2026
AND ENTERED IN THE REGISTER
FOR THE TRIBUNAL OFFICE
Case No: 2402721/2025
NOTICE
THE EMPLOYMENT TRIBUNALS (INTEREST) ORDER 1990 ARTICLE 12
Case number: 2402721/2025
Name of case: [NAME] [APPELLANT]
v [RESPONDENT] 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: 30 April 2026
the calculation day in this case is:
1 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 Employment Tribunal Rules in Favour of Unfairly Dismissed Employee
- Employment Tribunal Employment Tribunal Rules Employer Must Pay Unlawful Wages Deduction
- Employment Tribunal Worker Wins Holiday Pay Claim Against Absent Employer
- Employment Tribunal Disabled Worker Wins Discrimination Case Against Employer
- 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 Unauthorised Wage Deductions: Claimant Wins Compensation at Employment Trib…
- Employment Tribunal Employment Tribunal Rules Wrongful Dismissal Due to Unpaid Notice Pay
- Employment Tribunal Employment Tribunal Upholds Disabled Worker's Discrimination Claims Against…
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 proper notice or payment upon redundancy.
- Employer breached contractual terms regarding notice periods and holiday entitlements.
- Employer did not compensate for pension contributions withheld.
- Employer dismissed without a fair reason and proper procedure.
Patterns observed in similar cases in this collection — every case is unique.
❓ Frequently asked questions
What did this decision decide?
The Employment Tribunal awarded the claimant for unauthorised wage deductions and statutory redundancy payments but dismissed their holiday pay claim.
Who was involved?
A worker (the claimant) and an employer (the respondent).
How did the court decide, and why?
The tribunal ruled in favour of the claimant because the employer failed to attend and respond to the claims properly.
Which laws or rules were applied?
The Employment Rights Act 1996 was cited for unauthorised wage deductions and redundancy payments.
What was the argument that mattered most?
The lack of response from the employer allowed the tribunal to rule in favour of the claimant based on their claims.
Was the decision for or against the person who brought the case?
In favour of the claimant.
What does this mean for someone in a similar situation?
Someone facing unauthorised wage deductions and redundancy issues should seek legal advice to understand their rights.
What evidence or documents mattered?
The tribunal relied on the lack of response from the employer and the claims made by the worker.
Can a decision like this be appealed?
Yes, decisions can often be appealed within a certain timeframe if new evidence is available.
Is it worth getting a solicitor for a case like this?
It's advisable to consult with a qualified solicitor to understand your rights and options.