Agency worker injured on day two wins £1,500 signing bonus
An agency worker who suffered a back injury on his second day was awarded £1,500 of a promised £3,000 signing bonus after the tribunal ruled the time off counted towards the 45-day qualifying period.
1 min read · Last updated 18 May 2026
Case details
- #signing-on-bonus
- #agency-worker
- #workplace-injury
- #statutory-sick-pay
- #acas-early-conciliation
Key facts
- The claimant started work on 22 November 2021 and suffered a back injury the next day.
- The claimant never returned to work after the injury.
- The respondent terminated the assignment on 7 December 2021 but the employment contract remained in force.
- The claimant was promised a £3,000 signing bonus payable in two tranches after 45 and 90 days.
- The claimant worked only two days and did not receive any bonus or sick pay.
- The tribunal found the claimant entitled to the first tranche of £1,500 as the injury period counted towards the 45-day threshold.
Timeline
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Contract signed and assignment arranged
Claimant entered into employment contract with PMP Recruitment and was placed on assignment with Amazon.
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Claimant started work at Amazon
Claimant commenced work at Amazon sorting centre.
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Claimant suffered back injury
Claimant injured his back lifting heavy boxes and was signed off work by his GP.
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Assignment terminated by respondent
Respondent emailed claimant to end the Amazon assignment; claimant believed his employment was also terminated.
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Claimant recovered from injury
Claimant says he remained incapacitated until about 16 February 2022.
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ACAS early conciliation started
Claimant referred the dispute to ACAS.
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ACAS certificate issued
ACAS issued a certificate allowing the claimant to present a tribunal claim.
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Claim presented to tribunal
Claimant presented his ET1 claim for unfair dismissal, breach of contract, and unlawful deduction of wages.
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Preliminary hearing
Employment Judge Oldroyd struck out unfair dismissal and breach of contract claims; allowed unlawful deduction claims to proceed.
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Final hearing
Employment Judge Lumby awarded £1,500 for unpaid signing bonus but dismissed the sick pay claim.
The legal issue
Whether the claimant was entitled to a signing-on bonus and statutory sick pay as unlawful deductions from wages, and whether the claims were brought in time.
The outcome
The tribunal partially upheld the claim for unlawful deduction from wages, awarding the claimant £1,500 for the unpaid first tranche of a signing bonus. The claim for statutory sick pay was dismissed because the claimant had not provided sufficient evidence of entitlement.
- Compensation: £1,500 (first tranche of signing bonus)
- Basic award: None
- Compensatory award: None
- Polkey reduction: Not applicable
- Contributory fault: None
Lessons & takeaways
- If you are promised a bonus contingent on days worked, check whether sick leave or other paid time off counts towards the qualifying period.
- Keep copies of all correspondence about bonus terms, especially if they are not in your contract.
- Present your claim to the tribunal within three months of the deduction to avoid being out of time.
- For statutory sick pay claims, you need medical evidence covering the specific period of absence.
A short-lived job, a lasting injury, and a bonus dispute
The claimant started a new role at an Amazon sorting centre on 22 November 2021, arranged by recruitment agency PMP Recruitment Limited. The next day, he injured his back lifting heavy boxes and never returned to work. His assignment was terminated on 7 December, but his employment contract remained in place.
He had been promised a £3,000 signing bonus, payable in two tranches: £1,500 after 45 days and another £1,500 after 90 days. Because he worked only two days, PMP argued he had not met the qualifying period. The tribunal disagreed, finding that the time he was off work due to injury counted towards the 45-day threshold, entitling him to the first £1,500.
What the employer could have done differently
PMP Recruitment could have avoided this claim by making the bonus terms clearer in writing, particularly whether sickness absence counted towards the qualifying days. They also failed to pay the bonus despite the claimant arguably meeting the condition. A simple check of the contract wording and a willingness to pay what was promised would have prevented the dispute.
Why this matters for similar claims
This case shows that employment tribunals will interpret bonus conditions in favour of the employee where the wording is ambiguous or where the employer has not clearly excluded sick leave. It also highlights that agency workers can bring claims for unlawful deduction of wages even after very short periods of work. However, the claim for statutory sick pay failed because the claimant did not provide sufficient medical evidence, underlining the importance of keeping proper sick notes.
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