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.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by the late Glenn Manuel from age 14 and became Sales Manager.
- After Mr Manuel's death, the claimant continued running the business with the family's agreement.
- The claimant was dismissed by text message on 3 March 2022 without any disciplinary process.
- The respondent failed to pay the claimant's wages for February and March 2022.
- The respondent did not provide any notice pay or follow the ACAS Code of Practice.
- The tribunal found the respondent's documents were fabricated for the hearing.
Timeline
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Employment started
The claimant began working for Glenn Manuel at age 14 as a car valeter.
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Contract of employment signed
The claimant signed a contract acknowledging employment by Mr Manuel T/A Baytree Car Sales as General Assistant/Salesperson.
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Death of Glenn Manuel
Mr Manuel died, and the claimant continued to run the business with the family's agreement.
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Claimant sent home
Glen Manuel Junior told the claimant to take a week off, saying 'There's some stuff we need to look at'.
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Suspension email
The claimant received an email from the Manuel sons purporting to suspend him as part of an investigation into gross misconduct, but no details were given.
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Final written warning received
The claimant collected a letter from the Post Office containing a final written warning, issued without prior investigation or discussion.
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Dismissal by text message
After an argument about a car, Glen Manuel Junior sent text messages telling the claimant to hand in his keys and that he no longer worked for them.
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Claim presented to tribunal
The claimant presented his claim for unfair dismissal, notice pay, and wages.
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Full hearing
The tribunal heard the case at Lincoln. The respondent failed to attend or call witnesses.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed, whether he was entitled to notice pay and unpaid wages, and what compensation should be awarded.
The outcome
The tribunal found that the claimant was unfairly dismissed. The dismissal was by text message without any proper process, and the respondent's documents were fabricated.
Compensation:
- Basic award: £9,992.50
- Compensatory award: £17,263.38
- Breach of contract (notice pay): £7,123.68
- Unpaid wages: £3,849.68
- Total: £38,229.54
Lessons & takeaways
- Dismissing an employee by text message without any investigation or hearing is almost certainly unfair, especially for long-serving staff.
- Failing to follow the ACAS Code of Practice can lead to an uplift in compensation of up to 25%.
- Employers must pay all wages due up to the date of dismissal, and provide contractual or statutory notice pay.
- Tribunals take a dim view of fabricated evidence, which can undermine the respondent's entire case.
A career ended by text message
The claimant started working for the late Glenn Manuel at age 14, eventually becoming Sales Manager. After Mr Manuel's death, he continued running the business with the family's agreement. But in March 2022, after a disagreement about a car, he was dismissed by text message — no investigation, no disciplinary hearing, no notice.
What went wrong for the employer
The respondent's case was that the claimant had been given warnings and a disciplinary process. But the tribunal found that the documents produced were fabricated. The respondent also failed to attend the hearing or call witnesses, despite multiple postponement requests. The tribunal noted that the respondent seemed to think that if it asked often enough, the tribunal would relent.
Why this matters
This case shows that even in small businesses, basic employment protections apply. Dismissing a long-serving employee by text message without any process is a clear breach of the ACAS Code. The award of £38,229.54 reflects the claimant's length of service, lost earnings, and the respondent's failure to pay wages or notice. For employees in similar situations, the key takeaway is that tribunals will look critically at dismissals that bypass all procedure — especially when the employer's evidence is questionable.
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