Employer admitted redundancy claim: £7,881 awarded after no defence
A former employee won £7,881 after their employer admitted the claim of unfair dismissal and related claims. The tribunal awarded redundancy pay, notice pay, and holiday pay.
1 min read · Last updated 19 May 2026
Case details
Key facts
- The claimant was employed by the respondent.
- The respondent admitted the claimant's claim in its response.
- A rule 21 judgment was made on 4 October 2023 finding unfair dismissal and other claims.
- The basic award was reduced to nil under section 122(4) ERA 1996.
- The claimant did not pursue a compensatory award.
- The total award was £7881.40 including redundancy, notice pay, unlawful deduction, and holiday pay.
Timeline
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Claim presented
The claimant presented a claim to the employment tribunal.
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Rule 21 judgment
Employment Judge Roper issued a judgment finding unfair dismissal, entitlement to redundancy, breach of contract, unlawful deduction, and holiday pay.
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Remedy hearing
Employment Judge Dawson held a remedy hearing by video.
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Remedy judgment sent
The remedy judgment was sent to the parties.
The legal issue
The tribunal had to decide the remedy for the claimant's successful claims of unfair dismissal, redundancy, breach of contract, unlawful deduction from wages, and unpaid holiday pay. The employer had admitted the claims in its response.
The outcome
The tribunal awarded the former employee a total of £7,881.40 after the employer admitted the claims.
The basic award for unfair dismissal was reduced to nil under section 122(4) of the Employment Rights Act 1996, and the claimant did not pursue a compensatory award.
The award comprised:
- Redundancy payment: £4,158
- Notice pay: £2,772 (gross)
- Unlawful deduction from wages: £554.40 (gross)
- Holiday pay: £396 (gross)
Lessons & takeaways
- If an employer admits a claim in their response, the tribunal can proceed to judgment without a full hearing on liability.
- Claimants can still recover redundancy pay, notice pay, and holiday pay even if the basic award for unfair dismissal is reduced to nil.
- Representing yourself in a remedy hearing is possible, but understanding the breakdown of awards is important to ensure all losses are claimed.
When an employer admits liability
This case shows what happens when an employer admits a claim from the outset. The former employee brought claims for unfair dismissal, redundancy, breach of contract, unlawful deduction from wages, and unpaid holiday pay. The employer, Carter Technical Mouldings Ltd, admitted the claims in its response, leading to a rule 21 judgment on liability.
The remedy hearing
At the remedy hearing, the tribunal had to decide the financial awards. The basic award for unfair dismissal was reduced to nil under section 122(4) of the Employment Rights Act 1996, which allows a reduction if it is just and equitable. The claimant did not pursue a compensatory award, but still recovered other sums.
What was awarded
The tribunal ordered the employer to pay a total of £7,881.40, comprising a statutory redundancy payment of £4,158, notice pay of £2,772, an unlawful deduction from wages of £554.40, and holiday pay of £396. This shows that even without a compensatory award, employees can recover significant sums for statutory entitlements.
Key takeaway
For employees considering a claim, this case illustrates that an admission by the employer can streamline the process. However, it also highlights the importance of understanding the different heads of claim – redundancy, notice, and holiday pay are separate from unfair dismissal compensation and may be recoverable even if the basic award is reduced.
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