Mr A Ogunleye v AAO UK Services Ltd: 2400739/2024
JUDGMENT
Employment Tribunals Rules of Procedure 2013 – Rule 21 The judgment of the Tribunal is that:[1]The claimant's claim for unpaid wages for September 2023 is well-founded and I order the respondent to pay the claimant £1,192.31 (gross).[2]The claimant's claim for notice pay is well-founded and I order the respondent to pay the claimant one week’s gross pay of £596.15.[3]The claimant's claim for accrued but untaken holidays on termination of employment is well-founded. According to the Working Time Regulations 1998, holiday pay accrues on a pro rata basis. The claimant was employed between 1 June 2023 and 14 September 2023. Accordingly, his entitlement to accrued but untaken holidays on termination of employment is eight days multiplied by the gross daily rate of £119.23 = £953.84. I order the respondent to pay the claimant the sum of £953.84.[4]The total sum payable by the respondent to the claimant within 14 days of the date of this Judgment is £2,742.30 (gross).[5]The claimant’s complaints under section 189 of the Trade Union and Labour Relations (Consolidation) Act 1992 of a failure by the respondent to comply with the requirements of section 188 of the 1992 Act are well-founded. The Tribunal orders the respondent by way of protective award under section 189(3) of the 1992 Act to pay the claimant, who was dismissed for redundancy between 14-30 September 2023 a payment equivalent to remuneration for the period of 30 days beginning on 30 September 2023. The Recoupment Regulations apply.