Ms K Mathews and Others v Appletree Nursery Group Ltd: 1600161/2017
JUDGMENT
It is the unanimous decision of the Employment Tribunal that the claims for compensation are upheld as detailed in the attached schedules.REASONS
[1]Liability judgment with written reasons was dated 27 April 2018. The Secretary of State was joined as a party to proceedings for the reasons set out in the liability judgment.[2]Judgment on remedy was reserved, as a result of applications made by the respondent and on behalf of claimants; Ms Edwards and Ms Mathews, which delayed the start of the remedy hearing until after 2:30 pm. Applications[3]On 27 June 2018, the respondent applied in writing for a postponement of the remedy hearing on the basis that it had made an appeal against liability judgment. The application was refused by Employment Judge S Davies on 29 June 2018.[4]The application to postpone was renewed orally on behalf the respondent at the start of the remedy hearing; it was made on the basis that remedy witness statements had been served by the claimants at 9am on the morning of the remedy hearing. The application was refused for the reasons given orally at the hearing.[5]Mr Gray made an application on behalf of Ms Edwards and Ms Mathews to join Mr and Mrs Buttle, directors of the respondent company, as individually named respondents in respect of the successful discrimination complaints. The application was made in response to a suggestion, made this morning during discussions between representatives, that the respondent may soon be placed into insolvency proceedings. We heard evidence from the relevant claimants about the reasons why this application had not been made at an earlier stage in proceedings. For the reasons given at the hearing, the application was refused.Hearing
[6]When dealing with the question of remedy, we heard witness evidence from all 6 Claimants. We read remedy witness statements adduced on behalf of all claimants represented by Mr Gray (Mr George having had time over an early lunchtime break to prepare cross examination questions).[7]Ms Clarke did not produce a witness statement but produced a document entitled “Response of Sonia Clarke to the skeleton argument on behalf of the respondent – remedy”.[8]We were presented with several bundles of documents:a. a combined bundle produced by the respondent and all claimants;b. a bundle produced by the Secretary of State; Case Number: 1600161/2017 3c. a bundle produced by Ms Clarke (which she was granted time to make copies of for the tribunal prior to the start of the hearing)[9]We read written submissions from all parties and additional documents were adduced into evidence during the course of the hearing; C1 from Ms Mathews with regard to rent arrears and C2 from Ms Edwards in respect of income from agency work.[10]As well as reading the written submissions we heard oral submissions from all parties.[11]It was noted that whilst Mr George asked some questions about holiday pay during the course of cross-examination, that there was no employer’s contract claim and he was not permitted to ask further questions on this topic. We make no finding as to the correct amount of holiday pay due or paid in respect of the claimants; the claimants did not present a claim in respect of holiday payments.[12]Mr Hunter submitted that the Secretary of State intends to issue notices of overpayment to the claimants, as appropriate, in respect of payments already made to them following the closure of Cardiff Bay nursery. Issuesa. determination of whether a Polkey reduction was appropriate in respect of the unfair dismissal complaints, and if so what percentage;b. whether the claimants provided sufficient evidence of mitigation of loss;c. whether, where expenses were claimed they were sufficiently evidenced;d. whether claimants who obtained alternative employment during what would have been their notice period, should be awarded damages for wrongful dismissal for the entirety of their notice period;e. Which Vento band to award compensation for injury to feelings in respect of Ms Edwards and Ms Mathews.Issues
[13]All calculations, were made on the basis of agreed figures in respect of net weekly salary. The parties did not provide agreed figures for gross weekly salary; accordingly we accepted the claimants’ figures for gross weekly salary which were not challenged. Law Case Number: 1600161/2017 4 Section 123 Employment Rights Act 1996 compensatory award … The amount of the compensation shall be such amount as the tribunal considers just and equitable circumstances having regard to the lost sustains by the complainant in consequence of the dismissal insofar as that loss is attributable to action taken by the employer the loss referred to in subsection (1) shall be taken to include any expenses reasonably incurred by the complainant in consequence of the dismissal Injury to feelingLaw
[14]We were referred to the Presidential Guidance on Employment Tribunal awards for injury to feelings and psychiatric injury dated 5 September 2017 and the subsequent first addendum dated 23 March 2018, with regard to the Vento bands.[15]However, the claims were brought on 8 March 2017; the appropriate Vento bands remain as indicated in paragraph 3 of the Presidential Guidance of 5 September 2017 (subject to 10% increase following Simmons v Castle and discretionary uprating, paragraph 11): “In Da’Bell v NSPCC (2009) UKEAT/0227/09, [2010] IRLR 19 the Employment Appeal Tribunal revisited the bands and uprated them for inflation. The lower band was raised to between £600 and £6,000; the middle band was raised to between £6,000 and £18,000; and the upper band was raised to between £18,000 and £30,000”[16]When making awards for injury to feelings we took into account the following:a. awards for injury to feelings are compensatory and should be just to both parties, fully compensating the claimant without punishing the respondent;b. awards that are too low diminish respect for the policy underlying anti-discrimination legislation. An excessive award could have the same effect. Awards must command public respect;c. awards for injury to feeling are not susceptible to scientific quantification and depend on the experience and common sense of the tribunal making the award;d. severity of treatment can be more important than its length. The decisive factor is the effect of unlawful discrimination on the claimant. The severity or length of discrimination are really only indicia against which it may be possible to assess the truth of the claimant’s account of their hurt or injury; Case Number: 1600161/2017 5e. where a number of allegations of discrimination are upheld, a global award covering all acts of discrimination can usually be made subject to the following;f. where compensation for injury to feelings is awarded for more than one form of discrimination, consideration should be given to making separate awards the each of the different forms of discrimination (whilst keeping in mind a sensible total). This might take into account deliberate acts of discrimination, such as an act of victimisation. Conclusions PolkeyConclusions
[17]All claimants, save Ms Mathews, were dismissed for redundancy when the Cardiff Bay nursery closed. The respondent contended for a 100% or 50% Polkey deduction in respect of the relevant claimants; claimants submitted that no deduction should be made at all.[18]The relevant findings in the liability judgment are at paragraph 8 (flexible workforce between different nursery locations), paragraph 15 (Ms Fitzpatrick’s list of jobs to discuss with staff affected by redundancy and assistant manager role in Llanishen), paragraph 14 (failures in respect of individual consultation with the claimants on maternity leave), paragraph 16 (advertisement for a nursery manager in Cardiff), paragraph 17 (Mr Buttle’s evidence that not all vacancies were placed on website), paragraph 23 (unfairness in respect of pool and consultation and suitable alternative roles). Our findings with regard to the availability of other roles at the time of redundancy were based on the respondent’s witnesses own evidence.[19]With regard to the availability of management roles, the respondent’s evidence was that there was an assistant manager role in Llanishen (paragraph 13) at the time of the redundancies. On 20 December 2016 a nursery manager role became available in Cardiff (or Magor on Mr Buttle’s evidence - paragraph 16). If Mr Buttle’s evidence had been accepted and there was a performance issue regarding the manager at Magor, the performance issue would have likely been apparent to the respondent on around 28 October 2016. However, we found the explanation lacked credibility (paragraph 16) and that the role advertised was one in Cardiff.[20]Both Ms Lawday and Ms Edwards held managerial positions. In circumstances where a nursery site closed entirely, we consider that there must be some risk of a fair dismissal for redundancy. However, based on the respondent’s evidence there was at least one role available at the time and the possibility of a second role six weeks later. In the circumstances we Case Number: 1600161/2017 6 consider 25% reduction to reflect the chance of a fair dismissal is appropriate in respect of Ms Lawday and Ms Edwards.[21]As for Ms Jarvis, Ms Mabey and Ms Clarke, we take into account our findings that the respondent had a flexible workforce (evidence of Mr Buttle and Ms Wooldridge) and at times there was the need for cover between nursery sites for sickness or holiday absence. The respondent failed to pool staff from across different nursery sites and apply selection criteria across the workforce at the time of redundancy; had they done so, it may be that others would have been selected for redundancy. We take into account that Ms Clarke, although employed as a cook had almost completed her training to qualify as a nursery nurse and so would have been deployable across sites in that capacity within a short period of time. Where there was a closure of a nursery site we consider there would have been some risk of fair dismissal for redundancy and that a 30% reduction is appropriate, to reflect the chance that one in three of these claimants would have lost their role through fair selection.[22]The situation with regards to Ms Mathews is different in that her effective date of termination was 1 July 2017 and the reason for her dismissal was because of her pregnancy/maternity leave. The dismissal took place shortly before an open day at the respondent’s new nursery in Ocean Way. The doors of the new nursery opened to children in September 2017. We take into account the findings we have made about a flexible workforce and the need for cover across different sites due to sickness or holiday absence and the fact that the summer months intervened. No steps were taken to consider the suitability of Ms Mathews for any role in the new nursery. In all the circumstances, we do not consider that any deduction should be made under Polkey in respect of Ms Mathews’ loss. Loss of statutory rights[23]The claimants were not challenged in respect of the sum of £500 that they each sought in respect of loss of statutory rights. We uphold this claim for compensation in respect of all claimants, save for Ms Mathews.[24]Ms Mathews had not accrued two years’ service in order to accrue the right to a redundancy payment or to bring in unfair dismissal claim and as such we do not consider it appropriate to make any award under this head of loss for her. Ms Clarke – Expenses/costs/tax credits/JSA[25]Ms Clarke withdrew her claim for compensation for her attendance at tribunal and expenses related to the conduct of the tribunal litigation. Case Number: 1600161/2017 7[26]She claimed expenses of £180 in respect of a holding fee for her childminder, over a nine week period whilst she completed her qualification as a nursery nurse. Ms Clarke had only one examination to complete to obtain her qualification and was booked on a course to complete her qualification by the respondent. When Ms Clarke attended the course, she was told that she was no longer registered as an attendee and as such she had to complete the qualification herself. Due to the time of year (coming up to Christmas) she took the reasonable decision to complete her qualification before starting employment in the New Year. Ms Clarke paid the holding fee to her childminder in order to keep her children’s place with the minder in the intervening period until she started new employment.[27]Mr George submitted that in the absence of evidence to support the claim of compensation for expenses we should not uphold the claim. We infer that he refers to an absence of documentary evidence, because we have the oral evidence of Ms Clarke which was unchallenged and we accept. We find Ms Clarke’s oral evidence sufficient in the circumstances to uphold her claim. We consider that this is a loss which flows from Ms Clarke’s unfair dismissal and it is appropriate to uphold her claim for compensation.[28]Ms Clarke included in her schedule of loss the sum of £630 for loss of working tax credits over a nine week period at £70 per week. The respondent did not challenge Ms Clarke in respect of this sum and therefore we consider it appropriate to uphold her claim for compensation in this regard.[29]We must apply the recoupment provisions to Ms Clarke’s award for compensation as she was in receipt of jobseeker’s allowance between November 2016 and January 2017 (Ms Clarke’s bank account statements page 120 – 138 of the combined bundle). Payments from the Redundancy Payment Office (RPO)[30]In calculating amounts due to the claimants, we have not made deductions in respect of payments already received from the RPO. The reason for this approach is that we understand such payments were made on a mistaken basis as to the identity of the claimants’ employer (paragraphs 13, 14, 45, 48 and 49 of the liability judgment).[31]We also note that the Secretary of State intends to issue notices of overpayment to relevant claimants. Mitigation[32]The respondent bears the burden of proof in respect of failure to mitigate loss by claimants. Case Number: 1600161/2017 8[33]Ms Edwards was questioned about available nursery roles which she did not apply for. We note that some of these roles were in Bristol (we accept that this would be too far for Ms Edwards to travel in light with her young family) and some required the successful applicant to be Welsh speaking (Ms Edwards is not).[34]Ms Edwards satisfied us with her oral evidence, and C2, that she had taken appropriate steps to mitigate her loss with new employment at a school via an agency.[35]Similarly, we are satisfied with Ms Mathews oral evidence with regard to the steps she took to obtain new employment whilst the mother of a young baby following her discriminatory dismissal. We accept her unchallenged evidence of obtaining roles firstly with Lidl, then on a zero hours contract with Sports Direct (averaging 15.5 hours per week) and on 4 June 2018 obtaining a permanent role at a nursery.[36]As regards Ms Clarke we are satisfied that she took a reasonable approach to mitigation of loss by completing her qualifications as a nursery nurse and obtaining employment within a 13 week period.[37]We consider that all claimants, including those who obtained alternative employment almost immediately with another nursery, have taken reasonable steps to mitigate their loss following their unfair dismissals. Notice pay and mitigation[38]The respondent submitted that we should not award damages for the full period of notice in circumstances where claimants obtained alternative employment during that notice period.[39]In support of this submission, the respondent referred us to Hardy v Polk (Leeds) Ltd (2004) UKEAT 0301/03. However, we were not referred to the later Court of Appeal decision in Langley and anor v Burlo (2007) ICR 390 which upholds, as good industrial relations practice, payment of full notice pay in circumstances where an employer terminates without notice (the Norton Tool exception).[40]Accordingly, we followed the Court of Appeal precedent and where claimants have obtained alternative employment during the period that would have been their notice period, we uphold their claim for damages in full. To avoid double recovery, however, where employment was obtained during notice period we do not award anything further for loss of earnings. Future loss Case Number: 1600161/2017 9[41]Ms Edwards was hopeful that she would find a permanent position with the school she is now working with from next term. We therefore award her loss of earnings until the start of the next school term in September 2018.[42]From 4 June 2018, Ms Mathews obtained an equivalent position at a nursery albeit on part time hours. Her schedule of loss does not include a sum claimed for future loss and we therefore do not make an award for future loss, reflecting the fact that her pay is at a similar level and the reality that she may have opted for part time hours now that she has child care responsibilities. Injury to feeling Ms Mathews[43]When considering compensation for injury to feeling in respect of Ms Mathews there are three acts of discrimination to consider:a. victimisation in that the respondent subjected her to detriment by delaying payments of statutory maternity pay (SMP) in March, April and May 2017 after she issued Employment Tribunal proceedings;b. maternity discrimination in that the respondent subjected her to detriment by failing to notify her of the issues affecting Cardiff Bay nursery leading to its closure;c. maternity discrimination by dismissing her with effect from 1 July 2017.[44]It was clear during the course of her evidence, both at the liability and remedy hearing, that Ms Mathews had been deeply affected by the discrimination that she experienced. Ms Mathews was tearful on both occasions when giving evidence and described the impact on her when looking after her small baby including the worry, stress and anxiety she experienced with regard to whether she would be able to buy milk and nappies for her baby or to pay the rent on her flat.[45]In oral evidence, Ms Mathews described just sitting with her son crying with worry over the situation. In her remedy witness statement (paragraph 3) she says, “I feel that the respondent robbed me of enjoying my time off on maternity with my child by causing so much stress and upset”.[46]Ms Mathews described receiving numerous calls and correspondence from the council with regard to rent arrears on her flat and provided an example letter at C1 and paragraph 15 of her remedy witness statement. Ms Case Number: 1600161/2017 10 Mathews is still paying off her rent arrears accrued as a result of late payment of SMP (paragraph 25 of the remedy witness statement).[47]Ms Mathews was particularly upset about the late payments of SMP despite repeated calls she made to Mr Buttle to enquire when it would be paid.[48]She described the worry and stress whilst looking after her very young baby knowing that in a few months’ time she would have to face trying to find an entirely new job (paragraph 11 remedy witness statement)[49]Ms Mathews described having to borrow money from her mother to cover the essentials of her baby (paragraph 14 remedy witness statement) in circumstances when her mother could ill afford to lend her the money. Sadly, Ms Mathews’ mother died whilst she was on maternity leave and the impact of this loss on her was apparent. Despite her sad and difficult personal circumstances, the respondent engaged in an act of victimisation by paying SMP late in response to Ms Mathews submitting an Employment Tribunal claim, Mr Buttle used words to the effect “you expect me to pay you when you’re bringing a tribunal claim?” (Paragraph 35 of the liability judgment).[50]We have no hesitation in concluding that an award for injury to feeling should fall within the middle bracket of Vento, to reflect the serious impact the discrimination has had on Ms Mathews. Particularly in respect of the victimisation complaint; a deliberate act of discrimination, such as that visited upon Ms Mathews, will understandably create a high level of upset, as it has done in this case.[51]We consider it appropriate to award a global sum for injury to feeling that reflects all three acts of discrimination, including that of victimisation. We uphold the claim for compensation for injury to feelings in the sum of £16,000. Ms Edwards[52]We upheld Ms Edwards complaint in respect of victimization; in that the respondent subjected her to detriment by delaying SMP in March, April and May 2017 after she brought Employment Tribunal proceedings.[53]Ms Edwards describes in her remedy witness statement (paragraph 10) feeling sick, angry and distressed when Ms Mathews told her that Mr Buttle said he would not continue to pay SMP as a result of the tribunal claim. Ms Edwards described feeling upset and anxious having to chase payments every month which distracted her from caring for her children whilst on maternity leave. Ms Edwards had to borrow money to ensure that essential bills paid. Case Number: 1600161/2017 11[54]Ms Edwards described being deprived of getting the most from the first crucial months of her new baby’s life; time that she can never regain and for which she experiences feelings of guilt at not being able to devote her full-time attention to her family.[55]Again, an act of deliberate discrimination such as victimisation is likely to create high levels of upset, as it has done for Ms Edwards. We conclude that an injury to feeling award should fall within the middle band of Vento to reflect the serious impact the discrimination had on Ms Edwards during these important first months with her young family. We uphold the claim for compensation for injury to feelings in the sum of £7,000. _________________________________ Employment Judge S Davies Dated: 9 July 2018 CORRECTED JUDGMENT SENT TO THE PARTIES ON ……………20 February 2019……………. ………………………………………………. FOR THE SECRETARY OF EMPLOYMENT TRIBUNAL Case Number: 1600161/2017 12 IN THE EMPLOYMENT TRIBUNALS CASE NO: 1600161/2017 BETWEEN Chidi Jarvis AND Appletree Nursery Group LtdConclusions
[1]Details Date of birth of claimant 24/05/19861 Date started employment 12/09/2014 Effective Date of Termination 28/10/2016 Period of continuous service (years) 2 Age at Effective Date of Termination 30 Date new equivalent job started 11/11/2016 Remedy hearing date 02/07/2018 Contractual notice period (weeks) 4 Statutory notice period (weeks) 2 Net weekly pay at EDT 185.38 Gross weekly pay at EDT 189.00[2]Statutory Redundancy Payment (SRP) Number of qualifying weeks (2) x Gross weekly pay (189.00) 378.00 Total SRP 378.00[3]Damages for wrongful dismissal Damages period (4) x Net weekly pay (185.38) 741.52 Total damages 741.52[4]Compensatory award (immediate loss) Loss of net earnings (employment obtained on 11/11/17) 0.00 1 Ms Jarvis’ schedule of loss gives a birth year of 1968 but we conclude that this is an error and took the date from the secretary of state’s bundle (page 75). The parties should apply for reconsideration is this is an error. Case Number: 1600161/2017 13 Plus loss of statutory rights 500.00 Total compensation (immediate loss) 500.00[5]Adjustments to total compensatory award Less Polkey deduction @ 30% -150.00 Compensatory award before adjustments 500.00 Total adjustments to the compensatory award -150.00 Compensatory award after adjustments 350.00[6]Summary totals SRP 378.00 Wrongful dismissal 741.52 Compensation award including statutory rights 350.00 Total 1,469.52 Case Number: 1600161/2017 14 IN THE EMPLOYMENT TRIBUNALS CASE NO: 1600161/2017 BETWEEN Joanna Mabey AND Appletree Nursery Group Ltd 1. Details Date of birth of claimant 18/04/1973 Date started employment 05/03/2012 Effective Date of Termination 28/10/2016 Period of continuous service (years) 4 Age at Effective Date of Termination 43 Date new equivalent job started 01/11/2016 Remedy hearing date 02/07/2018 Contractual notice period (weeks) 4 Statutory notice period (weeks) 4 Net weekly pay at EDT 236.85 Gross weekly pay at EDT 252.00 2. Statutory Redundancy Payment (SRP) Number of qualifying weeks (5) x Gross weekly pay (252.00) 1,260.00 Total SRP 1,260.00 3. Damages for wrongful dismissal Number of weeks (4) x Net weekly pay (236.85) 947.40 Total damages 947.40 4. Compensatory award (immediate loss) Loss of net earnings (employment obtained from 01/11/16) 0.00 Plus loss of statutory rights 500.00 Total compensation (immediate loss) 500.00 Case Number: 1600161/2017 15 5. Adjustments to total compensatory award Less Polkey deduction @ 30% -150.00 Compensatory award before adjustments 500.00 Total adjustments to the compensatory award -150.00 Compensatory award after adjustments 350.00 6. Summary totals SRP 1,260.00 Wrongful dismissal 947.40 Compensation award including statutory rights 350.00 Total 2,557.40 Case Number: 1600161/2017 16 IN THE EMPLOYMENT TRIBUNALS CASE NO: 1600161/2017 BETWEEN Kelly Mathews AND Appletree Nursery Group Ltd 1. Details Date of birth of claimant 15/05/1990 Date started employment 03/11/2015 Effective Date of Termination 01/07/2017 Period of continuous service (years) 1 Age at Effective Date of Termination 27 Date new equivalent job started 04/06/2018 Remedy hearing date 02/07/2018 Date by which employer should no longer be liable 04/06/2018 Contractual notice period (weeks) 4 Statutory notice period (weeks) 1 Net weekly pay at EDT 230.00 Gross weekly pay at EDT 293.12 2. Damages for wrongful dismissal Loss of earnings Damages period (4) x Net weekly pay (230.00) 920.00 Total damages 920.00 3. Compensatory award (immediate loss) Loss of net earnings Number of weeks (44.3) x Net weekly pay (230.00) 10,189.00 Less sums obtained through mitigation -5,606.20 Earnings 5,606.20 Lidl (July 2017) 540.80 Sports Direct (04/08/2017 to 03/06/2018) 5,065.40 Case Number: 1600161/2017 17 Total compensation (immediate loss) 4,582.80 4. Adjustments to total compensatory award Compensatory award before adjustments 4,582.80 Total adjustments to the compensatory award 0.00 Compensatory award after adjustments 4,582.80 5. Non financial losses Injury to feelings 16,000.00 Plus interest @ 8% for 458 days (from 31/03/17 the first late payment of SMP – this date falls between the other acts of discrimination in October 2016 and dismissal on 1 July 2017) 1,606.14 Total non-financial award 17,606.14 6. Summary totals Wrongful dismissal 920.00 Compensation award including statutory rights 4,582.80 Non-financial loss 17,606.14 Total 23,108.94 Case Number: 1600161/2017 18 IN THE EMPLOYMENT TRIBUNALS CASE NO: 1600161/2017 BETWEEN Laura Edwards AND Appletree Nursery Group LtdConclusions
Conclusions
[1]Details Date of birth of claimant 23/04/1989 Date started employment 12/07/2010 Effective Date of Termination 28/10/2016 Period of continuous service (years) 6 Age at Effective Date of Termination 27 Date new equivalent job expected to start 01/09/2018 Remedy hearing date 02/07/2018 Date by which employer should no longer be liable 01/09/2018 Contractual notice period (weeks) 6 Statutory notice period (weeks) 6 Net weekly pay at EDT 296.30 Gross weekly pay at EDT 348.00[2]Statutory Redundancy Payment (SRP) Number of qualifying weeks (5.5) x Gross weekly pay (348.00) 1,914.00 Total SRP 1,914.00[3]Damages for wrongful dismissal Damages period (6) x Net weekly pay (296.30) 1,777.80 Total damages 1,777.80[4]Compensatory award (immediate loss) Loss of net earnings Number of weeks (81.4) x Net weekly pay (296.30) 24,118.82 Plus loss of statutory rights 500.00 Case Number: 1600161/2017 19 Less sums obtained, or should have been obtained, through mitigation -21,892.08 Earnings 21,892.08 New Directions (08/04/2017 to 02/07/2018) 16,453.76 SMP (31/10/2016 to 05/07/2017) 5,438.32 Total compensation (immediate loss) 2,726.74[5]Compensatory award (future loss) Loss of future earnings Number of weeks (8.7) x Net Weekly pay (296.30) 2,577.81 Less agency earnings to end of term (3 weeks) -771.27 Total compensation (future loss) 1,806.54[6]Adjustments to total compensatory award Less Polkey deduction @ 25% -1,133.32 Compensatory award before adjustments 4,533.28 Total adjustments to the compensatory award -1,133.32 Compensatory award after adjustments 3,399.96[7]Non financial losses Injury to feelings 7,000.00 Plus interest @ 8% for 458 days (from 31/03/17) 702.68 Total non-financial award 7,702.68[8]Summary totals SRP 1,914.00 Wrongful dismissal 1,777.80 Compensation award including statutory rights 3,399.96 Non-financial loss 7,702.68 Total 14,794.44 Case Number: 1600161/2017 20 IN THE EMPLOYMENT TRIBUNALS CASE NO: 1600161/2017 BETWEEN Chantal Lawday AND Appletree Nursery Group LtdConclusions
[1]Details Date of birth of claimant 19/06/1991 Date started employment 14/07/2009 Effective Date of Termination 28/10/2016 Period of continuous service (years) 7 Age at Effective Date of Termination 25 Date new job started 18/11/2016 Remedy hearing date 02/07/2018 Contractual notice period (weeks) 7 Statutory notice period (weeks) 7 Net weekly pay at EDT 275.11 Gross weekly pay at EDT 314.14[2]Statutory redundancy payment (SRP) Number of qualifying weeks (5) x Gross weekly pay (314.14) 1,570.70 Total SRP 1,570.70[3]Damages for wrongful dismissal Number of weeks (7) x Net weekly pay (275.11) 1,925.77 Total damages 1,925.77[4]Compensatory award (immediate loss) Loss of net earnings (employment obtained on 18/11/16) 0.00 Plus loss of statutory rights 500.00 Case Number: 1600161/2017 21 Total compensation (immediate loss) 500.00[5]Adjustments to total compensatory award Less Polkey deduction @ 25% -125.00 Compensatory award before adjustments 500.00 Total adjustments to the compensatory award -125.00 Compensatory award after adjustments 375.00[6]Summary totals SRP 1,570.70 Wrongful dismissal 1,924.77 Compensation award including loss of statutory rights 375.00 Total 3,871.47 Case Number: 1600161/2017 22 IN THE EMPLOYMENT TRIBUNALS CASE NO: 1600161/2017 BETWEEN Sonia Clarke AND Appletree Nursery Group Ltd[1]Details Date of birth of claimant 09/10/1974 Date started employment 16/06/2010 Effective Date of Termination 28/10/2016 Period of continuous service (years) 6 Age at Effective Date of Termination 42 Date new equivalent job started 28/01/2017 Remedy hearing date 02/07/2018 Contractual notice period (weeks) 6 Statutory notice period (weeks) 6 Net weekly pay at EDT 160.76 Gross weekly pay at EDT 170.00[2]Statutory Redundancy Payment (SRP) Number of qualifying weeks (6.5) x Gross weekly pay (170.00) 1,105.00 Total SRP 1,105.00[3]Damages for wrongful dismissal Damages period (6) x Net weekly pay (160.76) 964.56 Total damages 964.56[4]Compensatory award (immediate loss) Loss of net earnings Number of weeks (7.1) x Net weekly pay (160.76) 1,141.40 Plus loss of statutory rights 500.00 Plus Working tax credits 630.00 Case Number: 1600161/2017 23 Plus Holding fee for childminder 180.00 Total compensation (immediate loss) 2,451.40[5]Adjustments to total compensatory award Less Polkey deduction @ 30% -735.42 Compensatory award before adjustments 2,451.40 Total adjustments to the compensatory award -735.42 Compensatory award after adjustments 1,715.98[6]Summary totals SRP 1,105.00 Wrongful dismissal 964.56 Compensation award including loss of statutory rights 1,715.98 Total 3,785.54 RECOUPMENT Recoupment Prescribed period 10/12/2016 to 02/07/2018 Total award £3,785.54 Prescribed element £1,951.40 Balance £1,834.14 Case No: 1600161/2017 10.15 Certificate of Correction – rule 69 March 2017 EMPLOYMENT TRIBUNALS Claimants: Ms K Mathews Ms L Edwards Ms C Lawday Ms J Mabey Ms S Clarke Ms C Jarvis Respondent: Appletree Nursery Group Ltd Party: Secretary of State CERTIFICATE OF CORRECTION Employment Tribunals Rules of Procedure 2013 Under the provisions of Rule 69, the Reserved Judgment sent to the parties on 12 July 2018 is corrected as set out in block type at paragraphs 2, 5, 9, 12(e), 17, 22, 23, 24, 35, 42, 43, 44-47, 49, 50 and 53 (to correct the spelling of Claimant, Ms K Mathews’ surname).