Ms R Hanson v Sedbury Takeaway Ltd: 1600679/2021
JUDGMENT
[1]The Claimant’s claim for unfair dismissal is well-founded and succeeds, the Respondent having failed to prove that there was a potentially fair reason for the dismissal.[2]The case is listed for a Remedy Hearing on the first open date on or after 1 March 2022 (t/e three hours) with the following directions:a. The Claimant shall by 28 January 2022 send to the Tribunal and the Respondent(i) an up-to-date Schedule of Loss which shall set out the amounts that she is claiming for unfair dismissal and the calculations for those sums; and(ii) details of when her fitness for work note expired finally;(iii) information of steps taken to look for work after her dismissal; and(iv) details of her subsequent employment and income.b. The Respondent shall by 11 February 2022 send to the Tribunal and the Claimant any evidence in reply that it seeks to rely upon.c. The Claimant shall by two working days prior to the next Hearing send to the Tribunal and the Respondent an electronic composite bundle containing the documents referred to above. Case No: 1600679/2021[3]The parties have been warned that they must comply with the directions above and a failure to do so may result in the Hearing proceeding in any event and that their participation may be limited.[4]The Remedy Hearing shall be listed before Employment Judge R Evans (if available) on the next occasion. Signed by[5]The parties are referred to the annex to this judgment in respect of the recoupment provisions. Some of this needs to be paid immediately (para 4) and some needs to be retained by the Respondent pending receipt of a recoupment notice.[6]The claimant is responsible for any income tax or employee national insurance contributions that may be due on the sums awarded. Signed by