Junior game designer dismissed hours after formal grievance over unpaid wages
A junior game designer who raised a formal grievance about unpaid wages was dismissed by email the same evening. The tribunal found the dismissal was automatically unfair and awarded £17,195.90.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant commenced employment on 24 August 2021 as a junior game designer and quality assurer.
- The claimant and colleagues did not receive their pay on 24 September 2021 as expected.
- The claimant raised a formal grievance about unpaid wages on 11 October 2021.
- The respondent dismissed the claimant by email on the same day, citing business goals and strategy.
- The tribunal found the dismissal was automatically unfair because the principal reason was the claimant's assertion of a statutory right to be paid.
- The respondent failed to follow the ACAS code of practice on disciplinary and grievance procedures.
Timeline
-
Employment commenced
The claimant started work as a junior game designer and quality assurer for Bright Idea Education Ltd.
-
Pay not received
The claimant and several colleagues did not receive their expected pay.
-
Meeting with manager
The claimant met with his manager to raise concerns about unpaid wages; the manager told him to stop work and go home, but the claimant continued working.
-
Worked from home
The claimant informed the CEO he could not afford to travel and was allowed to work from home.
-
Email about unpaid pay
The claimant emailed the CEO at 11:53 raising concerns about outstanding pay; no reply was received.
-
Formal grievance and dismissal
At 16:31 the claimant emailed a formal grievance about unpaid pay and payslips. At 22:51 the same day, the respondent emailed a dismissal letter stating termination due to business goals and strategy.
-
Access revoked
The claimant found his access to Teams and shared drives removed.
-
Building access denied
The claimant attended the office but his building access had been revoked.
-
Notice period ended
The one-week notice period given in the dismissal letter expired.
-
Tribunal hearing
The employment tribunal heard the case and issued a judgment in favour of the claimant.
The legal issue
The tribunal had to decide whether the claimant was automatically unfairly dismissed for asserting a statutory right (the right to be paid wages), and whether he was subjected to unauthorised deductions from wages and breach of contract regarding notice pay.
The outcome
The tribunal ruled in favour of the claimant on all main claims.
- The dismissal was automatically unfair because the real reason was the claimant's grievance about unpaid wages, not business goals as claimed.
- The respondent also made unauthorised deductions from wages and breached contract by failing to give proper notice.
- Compensation breakdown:
- Unauthorised deductions: £2,819.87
- Breach of contract (notice): £509.62
- Compensatory award for unfair dismissal: £12,605.85
- ACAS code uplift (10%): £1,260.56
- Total: £17,195.90
Lessons & takeaways
- Dismissing an employee shortly after they raise a formal grievance about unpaid wages is highly risky and likely to be seen as automatically unfair.
- Employers must follow the ACAS code of practice on disciplinary and grievance procedures; failure can lead to a 10% uplift on compensation.
- Even a short-serving employee (here, less than two months) can bring a successful claim for automatic unfair dismissal if the reason is an assertion of a statutory right.
- Unauthorised deductions from wages and breach of contract for notice pay can be claimed alongside unfair dismissal.
What this case shows in practice
A junior game designer and quality assurer started work for Bright Idea Education Ltd in August 2021. When his September pay did not arrive, he raised concerns with his manager and then with the CEO. After receiving no response, he submitted a formal grievance by email at 4:31pm on 11 October 2021. That same evening, at 10:51pm, the company emailed him a dismissal letter, citing 'business goals and strategy'.
The tribunal found that the timing spoke for itself. The real reason for the dismissal was the grievance about unpaid wages – an assertion of a statutory right. That made the dismissal automatically unfair, regardless of how long the employee had worked there.
What the losing side could have done differently
The respondent did not attend the hearing or engage with the process. Had they done so, they might have argued that the dismissal was for a genuine business reason. But the near-instant dismissal after the grievance made that impossible to sustain. The company also failed to follow any disciplinary or grievance procedure, leading to a 10% uplift on the compensatory award for breaching the ACAS code.
Why the result matters for similar claims
This case is a reminder that the law protects employees who assert their statutory rights – including the right to be paid. Employers cannot use dismissal as a way to silence a grievance about unpaid wages. The fact that the claimant had only been employed for a few weeks did not weaken his claim; automatic unfair dismissal has no qualifying service period. For employees in similar situations, the key takeaway is to raise concerns in writing and keep records. For employers, the message is clear: dismissing someone shortly after they complain about unpaid wages is almost certain to backfire.
Similar cases
Sales manager dismissed by text message after 24 years' service wins £38,000
A sales manager with 24 years' service was dismissed by text message without any disciplinary process. The tribunal awarded him £38,229.54 for unfair dismissal, unpaid wages, and breach of contract.
Gymnastics coach dismissed after asking for contract and payslips wins automatic unfair dismissal claim
A gymnastics coach was automatically unfairly dismissed after asserting her right to a written contract and payslips. The tribunal awarded £56,202 including compensation for unlawful wage deductions.
18-year finance officer wins constructive dismissal after unfair re-grading and ignored grievance
A finance and commissioning officer with 18 years' service was constructively dismissed after Hertfordshire County Council unfairly re-graded her role and failed to properly consider her grievance. The tribunal awarded £66,476.86.
Former employee awarded £4,924 for unpaid wages, holiday pay and notice pay
A Watford tribunal found Invicta Care and Training Ltd. unlawfully deducted wages and failed to pay holiday pay and notice pay, awarding the former employee £4,924.02.