Worker Wins Unlawful Deductions and Holiday Pay Case at Employment Tribunal
📌 In brief
A worker won a case against their employer at the Employment Tribunal. The tribunal ruled in favour of the worker on issues of unlawful wage deductions, unpaid holiday pay, and failure to provide necessary employment documentation. This decision highlights the importance of employers adhering to statutory requirements regarding wages and holidays.
⚖️ Legal holding
An employer must comply with statutory requirements for wages, holidays, and employment documentation.
📖 Technical summary
The claimant successfully claimed unlawful wage deductions, unpaid holiday pay, and failure to provide written particulars.
📜 Headnote Official document
The claimant successfully argued that the employer unlawfully deducted wages, failed to provide statutory holiday pay, and did not supply written particulars as required by law. The Employment Judge ordered compensation for these breaches.
📚 Full judgment Official document
OUTCOME: Allowed
Case Number: 6036608/2025 1
EMPLOYMENT TRIBUNALS
Claimant: [redacted] Respondent: [redacted] Heard at:
[COMPANY]
On:
13 April 2026
Before:
Employment Judge Comfort
Representatives
For the Claimant: [redacted] For the Respondent: [redacted]
1. The Claimant’s complaint of unlawful deductions from wages is well-founded. The Respondent is ordered to pay the Claimant £9,200.00.
2. The Claimant’s complaint of unpaid statutory holiday pay is well-founded. The Respondent is ordered to pay the Claimant £4,964.61.
3. The Claimant’s complaint of failure to provide statutory written particulars under section 1 of the Employment Rights Act 1996 is well-founded. The Tribunal makes an award under section 38 of the Employment Act 2002 in the sum of £1,601.68.
4. The Claimant’s complaint concerning payslip and P45 irregularities is well-founded, but the Tribunal makes no separate financial award, all relevant sums having been addressed through other heads of claim.
5. The Claimant’s claim regarding the Respondent’s failure to auto-enrol him into a workplace pension scheme is dismissed. The Tribunal does not have jurisdiction to hear this claim. Any such complaint lies within the jurisdiction of the [NAME].
Case Number: 6036608/2025 2
6. The Respondent shall pay to the Claimant the total sum of: £15,766.29 (Fifteen thousand seven hundred and sixty-six pounds and twenty-nine pence) (Note The sums awarded are gross. Any liability for income tax or National Insurance contributions rests with the Claimant.)
Employment Judge Comfort
Dated: 21 April 2026
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 All 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.
📊 How courts decide similar cases
Among 12 similar decisions in this collection:
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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 cover reasonable legal costs if claimant successfully pursues a case.
- Employer must pay notice period wages for unjustified termination.
- Employer must provide written statement of employment particulars to comply with statutory requirements.
- Employer cannot dismiss an employee without fair and justifiable reasons under the Employment Rights Act 1996.
- Employer cannot make unauthorised deductions from an employee's wages without lawful justification.
- Employer must compensate for breaches of contract regarding notice pay and written statements.
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 respondent to pay £15,766.29 for unlawful deductions from wages and unpaid statutory holiday pay.
What was the dispute about?
The dispute was about the respondent's failure to provide the claimant with statutory written particulars, make lawful deductions from wages, and pay statutory holiday pay.
How did the court decide, and why?
The court decided in favour of the claimant because the respondent failed to comply with the Employment Rights Act 1996 and the Working Time Regulations 1998, which mandate the provision of statutory written particulars and payment of statutory holiday pay.
Which laws or rules were applied?
The Employment Rights Act 1996 and the Working Time Regulations 1998 were applied.
What was the argument that mattered most?
The argument that mattered most was the claimant's assertion that the respondent had failed to provide statutory written particulars and had unlawfully deducted wages and failed to pay statutory holiday pay.
Was the decision for or against the person who brought the case?
The decision was for the person who brought the case.
What does this mean for someone in a similar situation?
This means that employers must ensure they provide statutory written particulars and comply with the requirements for paying wages and statutory holiday pay to avoid legal action.
What evidence or documents mattered?
The judgment does not specify the exact evidence or documents that mattered, but it likely included payroll records and employment contracts.