Miss N Coore v Royal Mail Group Ltd: 2303625/2023
JUDGMENT
[1]By consent, the claim of unfair dismissal is well-founded. This means the respondent unfairly dismissed the claimant.[2]The parties will be sent a separate case management order setting out required steps for preparing for the remedy hearing. _____________________________ Employment Judge Cansick Date: 10 January 2024 Case Number: 2303625/2023 1 THE EMPLOYMENT TRIBUNAL Claimant: Miss Coore Respondent: Royal Mail Group Limited Heard at: London South Employment Tribunal (video hearing) On: 10 April 2024 Before: Employment Judge Robinson Representation Claimant: In person Respondent: Andrew Burgess (Paralegal) REMEDY JUDGMENT The judgment of the Tribunal is that:[1]Pursuant to s.114 of the Employment Rights Act 1996, the Respondent is ordered to reinstate the Claimant to her previous role, with the same contractual rights, terms and conditions to which she was entitled at the date of her dismissal. This order is subject to the Claimant providing valid vetting documents within four weeks of the date of this judgment.[2]The Respondent shall pay the claimant a basic award of £5,287.23.[3]The Respondent shall pay the claimant a compensatory award comprising the following amounts. The Respondent can deduct tax and national insurance from the sums that are listed as gross; but not from those that are listed as net:a. £3,615 for overtime (gross)b. £2,114.89 for loss of pension entitlement (gross)c. £1,500 one off bonus entitlement (gross)d. £200 Christmas bonus (gross)e. £16,456.87 for loss of earnings (net)f. £500 for loss of statutory rights (net) Case Number: 2303625/2023 2g. £62.50 for stamps entitlement (net)