Cleaner dismissed by text message: no investigation, no procedure
A cleaner with two years' service was dismissed by text message after calling in sick. The tribunal found the dismissal unfair and awarded £8,192.72.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed as a cleaner from 1 April 2019.
- The respondent dismissed the claimant via a text message on 15 November 2021 stating 'I don’t think there is any point for you to be with us anymore'.
- The respondent did not follow any disciplinary procedure or ACAS code before dismissing the claimant.
- The claimant obtained a new job at Premier Inn on 3 December 2021.
- The respondent failed to provide the claimant with a written statement of employment particulars.
Timeline
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Employment started
Claimant started work as a cleaner for the respondent.
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Annual leave started
Claimant went on annual leave for 2 weeks.
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Return from leave
Claimant returned from leave a week late.
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Funeral request
Claimant texted respondent requesting time off for a funeral.
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Van accident
Claimant was in a company van when the driver's foot slipped; she was thrown about.
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Worked 6 hours
Claimant attended work for 6 hours.
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Called in sick
Claimant called in sick due to pain from the accident.
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Dismissal text
Respondent sent text dismissing claimant: 'I don’t think there is any point for you to be with us anymore'.
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New job started
Claimant started working at Premier Inn as a cleaner.
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Final hearing
Employment tribunal hearing took place.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed when the respondent terminated her employment by text message without following any disciplinary procedure or the ACAS code of practice.
The outcome
The tribunal upheld the claim for unfair dismissal and wrongful dismissal.
- The respondent dismissed the claimant by text message on 15 November 2021 with no prior investigation, disciplinary hearing, or right of appeal.
- The tribunal found the dismissal procedurally unfair and that the respondent had not shown a potentially fair reason for dismissal.
- Compensation awarded:
- Basic award: £1,107.69
- Compensatory award: £5,587.35
- Wrongful dismissal (notice pay): £759.22
- Failure to provide written particulars: £738.46
- Total: £8,192.72
Lessons & takeaways
- Dismissing an employee by text message without any investigation or hearing is almost certain to be unfair.
- Even small employers must follow basic procedural fairness, including giving the employee a chance to explain before dismissing.
- Failure to provide a written statement of employment particulars can result in an additional award of up to 4 weeks' pay.
- The ACAS code of practice on disciplinary and grievance procedures applies to all employers regardless of size.
Dismissal by text: a cautionary tale for small employers
This case shows how a seemingly simple dismissal can go badly wrong when an employer ignores basic employment law. The cleaner, who had worked for the respondent for just over two years, was dismissed by a text message that read: 'I don’t think there is any point for you to be with us anymore.' There had been no investigation, no disciplinary meeting, and no opportunity for the employee to respond to any concerns.
The tribunal noted that the respondent, a small cleaning company, had not followed any part of the ACAS code of practice. The director represented the company in person and appeared to have little understanding of employment procedures. The dismissal was triggered after the employee called in sick following a van accident at work. The respondent did not explore whether the absence was genuine or consider alternatives.
What the employer could have done differently
The respondent could have avoided this claim by following a simple process: investigating the circumstances of the absence, holding a meeting with the employee to discuss any concerns, and allowing her to be accompanied. Even a basic conversation before sending the dismissal text would have made a significant difference. The tribunal also noted that the respondent failed to provide a written statement of employment particulars, which led to an additional award.
Why this matters for similar claims
This case is a reminder that employment rights apply regardless of the employer's size or resources. The fact that the respondent was a small business did not excuse the lack of procedure. For employees, it shows that a dismissal by text message is likely to be unfair, especially when there is no prior warning or investigation. The total compensation of over £8,000 reflects the seriousness of the procedural failure and the impact on the employee, who found a new job within weeks but still lost pay and security.
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