Mr A Stevenson v Dukinfield Engineering Ltd: 2404432/2025
JUDGMENT
[1]The respondent’s name is amended from “Dukinfield Engineering” to “Dukinfield Engineering Ltd”.[2]The complaints of discrimination on grounds of disability and detriment on the grounds of protected disclosures are dismissed upon withdrawal by the claimant.[3]The Judge was satisfied that the claim had been served on the respondent and that the respondent had failed to respond to the claim within the specified time period (or at all). Under Rule 22(2) it is possible to make a determination of the remaining matters in the claim without a hearing, and it is therefore possible to make such determination at this private preliminary hearing and not necessary to re-list the matter for a final hearing. The remaining complaints are determined as follows:3.1 The claimant’s complaint of wrongful dismissal (failure to pay notice pay) is well-founded. The respondent is ordered to pay the claimant the sum of £4,615.38 (gross), being 8 weeks’ notice pay.3.2 The claimant’s complaint of unauthorised deductions from wages is well-founded. The respondent is ordered to pay the claimant the sum of £2,500.00 (gross), being one months’ salary for the month of June 2025.3.3 The claimant’s complaint of failure to pay accrued outstanding holiday pay on termination of employment is well-founded. The respondent is ordered to pay the claimant the sum of £923.08 (gross), being 8 days’ holiday pay.3.4 The claimant’s complaint that the respondent has failed to pay a redundancy payment to which he is entitled is well-founded. The respondent is ordered to pay the claimant the sum of £6,923.04. This is calculated as 8 (years’ service) x 1.5 (age factor) x £576.92 (gross weekly wage). Approved by: