Concierge wins redundancy and notice pay after employer enters liquidation
A concierge staff member was awarded £3,664 after his employer entered liquidation and failed to pay redundancy, notice and holiday pay. The tribunal found the dismissal was unfair and ordered compensation.
2 min read · Last updated 18 May 2026
Case details
- #statutory-redundancy-payment
- #unfair-dismissal
- #breach-of-contract
- #holiday-pay
- #liquidated-respondent
Key facts
- The claimant was employed from 12 June 2017 to 20 February 2020.
- The respondent entered creditors' voluntary liquidation and its response was struck out.
- The claimant's employment ended due to termination of management agency agreements.
- The claimant was entitled to one month's notice under his contract.
- The claimant had 12 days' accrued but untaken holiday at dismissal.
Timeline
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Employment started
Claimant began employment with Urbanbubble Liverpool Limited.
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Dismissal
Claimant's employment ended due to termination of management agency agreements.
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TUPE judgment
Reserved judgment that claimant's employment did not transfer under TUPE.
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Tribunal letter
Tribunal invited claimants to provide updated schedules of loss and confirm if they agreed to determination without hearing.
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Judgment
Employment Judge McDonald issued judgment awarding £3664.04.
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Judgment sent
Written judgment sent to parties.
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Reconsideration application
Claimant applied for reconsideration.
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Reconsideration refused
Application refused as no reasonable prospect of varying or revoking original decision.
The legal issue
The tribunal had to decide whether the claimant was entitled to a statutory redundancy payment, unfair dismissal compensation, notice pay, and holiday pay, and whether the amounts should be reduced due to the respondent's liquidation and lack of evidence of alternative employment.
The outcome
The tribunal found in favour of the claimant on all claims.
- Statutory redundancy payment: £731.64
- Unfair dismissal compensation (for loss of statutory rights): £500.00
- Notice pay (breach of contract): £1,335.00
- Holiday pay (12 days accrued but untaken): £1,097.40
Total award: £3,664.04. The basic award for unfair dismissal was reduced to nil because the statutory redundancy payment already covered that element.
Lessons & takeaways
- Even if an employer enters liquidation, employees can still pursue claims at an employment tribunal and may win by default if the respondent does not defend the case.
- Statutory redundancy payments are calculated based on age, length of service, and weekly pay — check your entitlement if you are made redundant.
- Keep records of your contract terms, such as notice period and holiday entitlement, as these are key to claiming breach of contract and holiday pay.
- If your employer's response is struck out, the tribunal can decide the case on the papers without a hearing — but you must still provide evidence to support your claims.
When an employer goes into liquidation
This case shows what can happen when a company enters creditors' voluntary liquidation and stops defending employment claims. The concierge staff member had worked for Urbanbubble Liverpool Limited for nearly three years when his employment ended in February 2020 because the management agency agreements for the buildings he worked at were terminated.
The respondent's liquidator confirmed that the company's response to the tribunal claim was not being actively pursued, so the tribunal struck it out. That meant the case could be decided on the papers, without a hearing, based on the evidence the claimant provided.
What the tribunal awarded
The tribunal upheld four separate claims. The statutory redundancy payment was straightforward: the claimant had two complete years' service and was entitled to one week's pay per year. His unfair dismissal claim also succeeded, but the basic award was reduced to nil because it overlapped with the redundancy payment. He received £500 for loss of statutory rights.
The breach of contract claim for notice pay succeeded because his contract entitled him to one month's notice, which was not given. And he was awarded just over £1,000 for 12 days of accrued but untaken holiday.
What the losing side could have done differently
If the company had not gone into liquidation, it could have argued that the dismissal was fair — perhaps that the redundancy was genuine and that there was no suitable alternative employment. The claimant argued that he could have transferred to another site, Falkner Place, but the tribunal found he had not provided enough evidence to show that role existed. That is why no compensation for future loss of earnings was awarded.
Why this matters for similar claims
This case is a reminder that even if your employer is insolvent, you can still bring claims and get a judgment. However, enforcing the award against a company in liquidation may be difficult — you may need to register as a creditor to recover the money. It also shows the importance of keeping evidence of your contract terms and any attempts to find alternative work, as the tribunal will expect you to prove your losses.
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