C M L Worgan v Clearcrystaluk Ltd: 6008648/2025
JUDGMENT
[1]The claim was presented in the Manchester Employment Tribunal on 13 March 2025. The respondent has failed to present a valid response on time. The Employment Judge has decided that a determination can properly be made of the claim, or part of it, in accordance with rule 22 of the Rules of Procedure.[2]The respondent has made unauthorised deductions from the claimant’s wages in respect of 15 days sick pay and must pay the claimant £1,234.71 gross.[3]The claimant was dismissed in breach of contract in respect of notice and the respondent must pay damages to the claimant of £1, 234.71. This has been calculated using gross pay to reflect the likelihood that the claimant will have to pay tax on it as Post Employment Notice Pay.[4]The claimant was dismissed by reason of redundancy and is entitled to a redundancy payment of £1,234.71 (1 week’s pay for every complete year of service when the claimant was aged between 22 and 41; 1 x 3 x £411.57 = £1,234.71).[5]The unfair dismissal complaint is well-founded. The claimant was unfairly dismissed. No basic award is made because it has been extinguished by the redundancy payment.[6]The respondent has failed to pay the claimant’s accrued but untaken annual leave entitlement on termination of employment of 16 days and must pay the claimant £1,317.80 gross.[7]The respondent must pay the claimant £5,021.93 in total.[8]The claimant will be responsible for paying any tax liabilities arising out of the gross award if they receive the gross figure and tax is not deducted from source.[9]The hearing listed on 30 March 2026 is cancelled. Approved by: