Ms M Vickers v Teckwood Ltd: 6016711/2025
JUDGMENT
[1]The Claimant’s claim of automatic unfair dismissal (by way of dismissal during maternity leave) succeeds and she is awarded compensation as scheduled below in the total sum of £21,271.31.[2]The Claimant’s claim of breach of contract by way of dismissal without notice also succeeds and she is awarded damages as scheduled below in the total sum of £1,118.46 calculated net of tax.REASONS
[3]There was no attendance by the Respondents today and no explanation for non-attendance or application for postponement provided by them. Following investigation I ascertained that they had been served with the ET1 both at their trading and their registered office addresses and that thus they had been properly served with this claim.[4]The Respondents have taken no part in these proceedings whatsoever. Therefore I grant this Judgment under Rule 22 of the Employment Tribunal Procedure Rules 2024 (“ET Rules”) based a detailed examination of the evidence before me provided by the Claimant in order to calculate the compensation to which she is entitled under both heads of claim.[5]In all respects the Claimant proved that though she was told her employment was being brought to an end on 4 March 2025 with immediate effect on grounds of alleged redundancy, such termination was effected towards the end of but during her additional maternity leave. Therefore I had sufficient grounds to conclude that her dismissal was automatically unfair under Section 99 of the Employment Rights Act 1996 (“ERA”) and Regulation 20 of the Maternity and Parental Leave Regulations 1999 (“MPLR”), and that despite the Respondents apparently ignoring these proceedings, the Claimant is entitled to the compensation and damages as scheduled below