Cleaner with 7 years' service dismissed without any redundancy process: bowling club found liable
A cleaner was unfairly dismissed when a bowling club committee decided to let her go without notice or any redundancy procedure. The tribunal awarded £7,252 in compensation, including an ACAS uplift for failing to follow the statutory code.
1 min read · Last updated 19 May 2026
Case details
- #cleaner
- #bowling-club
- #acas-code-uplift
- #no-redundancy-procedure
- #employee-status-dispute
- #wrongful-dismissal
- #holiday-pay
Key facts
- The claimant was employed as a cleaner from 3 January 2015 until 13 October 2022.
- The respondent conceded the claimant was an employee after initially arguing she was a worker.
- The respondent dismissed the claimant without notice or any redundancy procedure.
- The respondent failed to provide a statement of terms and conditions of employment.
- The claimant was not given an opportunity to appeal her dismissal.
- The respondent used the lack of a contract as a reason to avoid paying the claimant.
Timeline
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Employment started
Claimant began working as a cleaner for the Golborne Bowling Club.
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Steward resigned
Paul Kennedy, the claimant's ex-husband and steward, resigned. The claimant stopped working behind the bar.
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New till purchased
The club purchased a new till, which was left open when bar staff were working.
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Committee meeting
The committee decided to dismiss the claimant, citing financial concerns.
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Dismissal
The claimant was dismissed without notice by letter, offered one week's notice pay which was never paid.
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Claimant sought notice and redundancy pay
The claimant wrote to the respondent requesting notice and redundancy pay.
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ACAS early conciliation started
ACAS early conciliation began, lasting until 5 December 2022.
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Claim form submitted
The claimant submitted her claim to the Employment Tribunal.
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Hearing started
The substantive hearing took place over four days.
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Judgment given
The tribunal found the claimant was unfairly dismissed and awarded compensation.
The legal issue
The tribunal had to decide whether the cleaner was unfairly dismissed and what compensation was due, including whether the club's complete failure to follow any procedure meant the dismissal was automatically unfair and whether an ACAS uplift should apply.
The outcome
The tribunal unanimously found the claimant was unfairly dismissed. The respondent conceded the claimant was an employee but had dismissed her without notice or any redundancy procedure.
Compensation awarded:
- Basic award: £1,080.66
- Compensatory award (loss of earnings): £5,351.84
- Loss of statutory rights: £450.00
- ACAS uplift (25%): £1,450.46
- Total unfair dismissal compensation: £7,252.30
- Wrongful dismissal (notice pay): £720.44
- Unpaid holiday pay: £809.26
- Failure to provide written particulars: £411.68
Lessons & takeaways
- Even small organisations like a bowling club must follow a fair redundancy procedure, including consultation and a right of appeal.
- Failing to provide a written contract does not allow an employer to avoid employment rights obligations.
- The ACAS code of practice applies to all dismissals; ignoring it can increase compensation by up to 25%.
- Employees with two or more years' service are entitled to a redundancy process if their role is at risk.
What this case shows
This case is a stark example of how not to handle a redundancy situation. The claimant had worked as a cleaner for the Golborne Bowling Club for over seven years. In October 2022, the club's committee decided to dismiss her due to financial concerns. They did not consult her, give her any notice, or offer a right of appeal. The dismissal letter arrived without warning, and the promised notice pay was never paid.
The club initially argued that the claimant was not an employee but a worker, which would have reduced her rights. However, they conceded this point at the hearing. The tribunal found that the complete absence of any procedure made the dismissal unfair. The club's failure to provide a written contract or follow the ACAS code of practice on disciplinary and grievance procedures led to a 25% uplift in compensation.
What the club could have done differently
The club could have avoided this outcome by following basic steps: consulting with the claimant about the financial situation, considering alternatives to dismissal, giving proper notice, and allowing an appeal. Even a small voluntary organisation can conduct a fair process. The tribunal noted that the club's committee members appeared to have acted without understanding their legal obligations as employers.
Why this matters
This case reinforces that all employers, regardless of size, must follow a fair procedure when dismissing employees. The ACAS uplift is a powerful tool for tribunals to penalise employers who ignore the statutory code. For employees, it shows that even a seemingly informal workplace can be held to account for failing to respect employment rights.
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