Ms G Norris v Modulous (Lewisham) Ltd: 2200891/2024
JUDGMENT
Rule 22 of the Employment Tribunal Procedure Rules 2024 No response to the claim having been received by the time specified, the judgment of the Tribunal is as follows:[1]The name of the Respondent to the proceedings is amended to Modulous (Lewisham) Limited.[2]The complaint of unlawful deduction from wages is well founded. The Respondent shall pay compensation to the Claimant of £5,407.04, comprising:2.1 One month’s salary of £3,862.00.2.2 Unpaid pension contributions of £1,545.04.[3]The complaint of failure to pay notice pay is well founded. The Respondent shall pay compensation to the Claimant of £3,862.00 (one month’s salary).[4]The complaint of failure to pay holiday pay is well founded. The Respondent shall pay to the Claimant compensation of £1,242.94 (being 7 days’ pay at £177.56).[5]All of the above figures are calculated gross and the Claimant may be liable to income tax and/or National Insurance contributions on them.[6]The other complaints of unfair dismissal and for a redundancy payment and a protective award will be determined at a hearing. Case Number: 2200891/2024 2 ________________________________________ Employment Judge Glennie Dated: 1 April 2025………………………………….. Judgment sent to the parties on: 10 July 2025 ………...................................................................... ………...................................................................... For the Tribunal Office Case number: 2200891/2024 v3 10.2.25 1 EMPLOYMENT TRIBUNALS Claimant: Ms G Norris Respondent: Modulous (Lewisham) Limited Heard at: London Central by CVP) On: 11 July 2025 Before: Employment Judge Emery REPRESENTATION: Claimant: In person Respondent: No attendance[1]The claim of unfair dismissal is not well founded and is dismissed.[2]The complaint that the respondent failed to consult employees including the claimant who were at risk of redundancy at her place of work is well founded and succeeds; the Tribunal declares that the respondent was in breach of s.188 Trade Union and Labour Relations (Consolidation) Act 1992.[3]It is just and equitable for the length of the protected period to be eight weeks, from 4 December 2023 to 4 February 2024.[4]The respondent shall pay the claimant the following sum:a. Weekly limit 2023/24: £643.b. Protective award: £643 x 8 weeks: £5,144.00 Approved by: Case number: 2200891/2024 v3 10.2.25 2 Employment Judge Emery 10 July 2025 Judgment sent to the parties on: 15 July 2025 …………………………………… For the Tribunal: …………………………………… Case No: 2200891/2024 10.15 Certificate of Correction – rule 69 March 2017 EMPLOYMENT TRIBUNALS Claimant: Ms G Norris Respondent: Modulous (Lewisham) Limited CERTIFICATE OF CORRECTION Employment Tribunals Rules of Procedure 2013 Under Rule 67, the judgment sent to the parties on 15 July 2025, is corrected to amend the dates for which the protected award shall be made, as underlined in the Corrected Judgment. Approved by: Employment Judge Emery _____________________________ Date 27 October 2025 SENT TO THE PARTIES ON 4 November 2025 FOR THE TRIBUNAL OFFICE Important note to parties: Any dates for asking for written reasons, applying for reconsideration or appealing against the judgment are not changed by this certificate of correction and corrected judgment. These time limits still run from the date the original judgment or reasons were sent, as explained in the letter that sent the original judgment. Case number: 2200891/2024 v3 10.2.25 1 EMPLOYMENT TRIBUNALS Claimant: Ms G Norris Respondent: Modulous (Lewisham) Limited Heard at: London Central by CVP) On: 11 July 2025 Before: Employment Judge Emery REPRESENTATION: Claimant: In person Respondent: No attendance CORRECTED JUDGMENT The judgment of the Tribunal is as follows:[1]The claim of unfair dismissal is not well founded and is dismissed.[2]The complaint that the respondent failed to consult employees including the claimant who were at risk of redundancy at her place of work is well founded and succeeds; the Tribunal declares that the respondent was in breach of s.188 Trade Union and Labour Relations (Consolidation) Act 1992.[3]It is just and equitable for the length of the protected period to be eight weeks, from 1 December 2023 to 25 January 2024.[4]The respondent shall pay the claimant the following sum:a. Weekly limit 2023/24: £643.b. Protective award: £643 x 8 weeks: £5,144.00 Approved by: Case number: 2200891/2024 v3 10.2.25 2