17-year bar stewardess made redundant without consultation after club closure
A bar stewardess with 17 years' service was unfairly dismissed when Halliwell Conservative Club closed without consulting her. The tribunal awarded £12,883.98 in redundancy and holiday pay but no compensation as closure was inevitable.
1 min read · Last updated 18 May 2026
Case details
- #redundancy
- #unfair-dismissal
- #working-time-regulations
- #holiday-pay
- #unincorporated-association
Key facts
- The claimant was employed as bar stewardess from 23 February 2004 until 4 November 2021.
- The club closed due to COVID-19 lockdowns and a leaking roof, making it unviable.
- The claimant was dismissed by reason of redundancy without consultation.
- The fifth respondent became a trustee and member of the club committee in 2014.
- The claimant was awarded a redundancy payment of £10,079.64 and holiday pay of £2,804.34.
- No compensatory award was made because redundancy was inevitable.
Timeline
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Employment started
Claimant began work as bar stewardess at Halliwell Conservative Club.
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Fifth respondent became trustee
The Association of Conservative Clubs Limited purchased the club premises and became a trustee and member of the committee.
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First COVID-19 lockdown
The club closed due to government restrictions; claimant was placed on furlough.
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Closure announced
Claimant was told the club would close and premises sold.
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Redundancy claim made
Claimant wrote to fifth respondent seeking redundancy payment.
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Fifth respondent's response
Mr Littlewood said club was insolvent and advised claimant to apply to Redundancy Payments Office.
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Employment ended
Claimant's employment terminated after 12 weeks' notice in lieu.
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Claim presented
Claimant presented claim for unfair dismissal, redundancy payment, and holiday pay.
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Hearing and judgment
Employment Judge Batten heard the case and issued judgment.
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Reasons sent
Written reasons for judgment were sent to parties.
The legal issue
The tribunal had to decide whether the claimant was an employee of the club's executive committee, whether her dismissal by reason of redundancy was unfair due to lack of consultation, and whether she was entitled to a redundancy payment and holiday pay.
The outcome
The tribunal ruled that the claimant was employed by the executive committee of Halliwell Conservative Club, an unincorporated association, and that the trustees and committee members were jointly liable. Her dismissal by reason of redundancy was unfair because she was not consulted before being let go.
However, the tribunal decided it was not just and equitable to award compensation beyond the statutory redundancy payment, as the club's closure was unavoidable due to COVID-19 and a leaking roof.
Compensation awarded:
- Redundancy payment: £10,079.64
- Holiday pay: £2,804.34
- Total: £12,883.98
Lessons & takeaways
- Even when a business closure seems inevitable, employers must still consult employees before making them redundant — failure to do so makes the dismissal unfair.
- Employees of unincorporated associations (like members' clubs) should check who their legal employer is; the committee or trustees may be personally liable.
- Long-serving employees are entitled to statutory redundancy pay based on age and length of service — this cannot be avoided by claiming insolvency.
- Accrued but untaken holiday pay must be paid on termination, regardless of the reason for dismissal.
What this case shows
This case illustrates how even a seemingly inevitable redundancy can still be unfair if the employer fails to consult. The bar stewardess had worked at Halliwell Conservative Club for 17 years when the club closed due to COVID-19 lockdowns and a leaking roof. She was told the club would close and was dismissed without any consultation process. The tribunal found that while the redundancy was genuine, the lack of consultation made the dismissal procedurally unfair.
What the club could have done differently
The club could have avoided the unfair dismissal finding by simply discussing the situation with the employee before making her redundant. Even a brief meeting to explain the financial position and confirm that there was no alternative role would have been sufficient. Instead, the club gave her notice without any prior discussion. The tribunal noted that no compensatory award was appropriate because the redundancy was inevitable, but the statutory redundancy payment still had to be paid.
Why this matters
For employees, this case confirms that statutory redundancy pay and holiday pay are protected rights that cannot be avoided by an employer's financial difficulties. For employers, it is a reminder that even in dire circumstances, consultation is a legal requirement. The case also highlights the complexities of unincorporated associations, where committee members can be personally liable for employment debts.
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