Former employee wins discrimination and holiday pay claims against PMP Recruitment
A former employee of PMP Recruitment Limited succeeded in claims of direct discrimination and harassment on grounds of age, race, and sex, and was awarded over £19,000 in compensation.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by PMP Recruitment Limited for less than two years.
- The claimant succeeded in claims of direct discrimination on grounds of age, race, and sex.
- The claimant succeeded in claims of harassment on grounds of race, age, and sex.
- The claimant succeeded in a claim for unauthorised deductions from wages for holiday pay.
- The claimant succeeded in a claim for failure to provide a written statement of particulars.
- The claimant's claims of discrimination and harassment on grounds of religion or belief failed.
Timeline
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Claim presented
The claimant presented claims of unfair dismissal, discrimination, and unlawful deductions.
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Strike out of unfair dismissal claim
Employment Judge Ord struck out the unfair dismissal claim due to insufficient service.
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Hearing on gender reassignment claim
The claimant withdrew the gender reassignment discrimination claim; it was dismissed.
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Final hearing
Employment Judge Brown heard the remaining claims and issued a judgment.
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Judgment issued
The tribunal found in favour of the claimant on several claims and awarded remedies.
The legal issue
The tribunal had to decide whether the claimant was subjected to direct discrimination and harassment on grounds of age, race, sex, and religion or belief, and whether the respondent made unauthorised deductions from wages and failed to provide a written statement of particulars.
The outcome
The tribunal upheld the claimant's claims of direct discrimination on grounds of age, race, and sex, and harassment on grounds of race, age, and sex. It also found that the respondent made unauthorised deductions from wages for holiday pay and failed to provide a written statement of particulars. Claims of discrimination and harassment on grounds of religion or belief were dismissed.
Compensation awarded:
- Direct discrimination: £14,604.68 (including injury to feelings and consequential losses, with interest)
- Harassment: £3,690.36 (injury to feelings, with interest)
- Unauthorised deductions (holiday pay): £415.21 (gross)
- Notice pay: £420.00 (gross)
- Failure to provide written particulars: £1,680.00 (gross)
- Total: £19,310.25
Lessons & takeaways
- Even with less than two years' service, employees can bring discrimination claims if they have evidence of discriminatory treatment.
- Employers should ensure they pay all accrued holiday pay on termination to avoid claims for unauthorised deductions.
- Failing to provide a written statement of particulars can result in a penalty of up to four weeks' pay.
- Harassment claims can succeed alongside direct discrimination claims if the conduct is related to a protected characteristic.
- Representing yourself at tribunal is possible but requires careful preparation and evidence.
A case of multiple discrimination and unpaid holiday pay
This case shows how an employee with less than two years' service can still bring successful claims for discrimination and harassment, even when an unfair dismissal claim is struck out due to insufficient service. The former employee of PMP Recruitment Limited faced direct discrimination and harassment on grounds of age, race, and sex, and also suffered unauthorised deductions from wages for holiday pay. The tribunal awarded a total of £19,310.25, including compensation for injury to feelings and consequential losses.
What the employer did wrong
PMP Recruitment Limited failed to treat the claimant fairly and lawfully. The discrimination and harassment were found to be well-founded, and the company also failed to pay the correct holiday pay on termination and did not provide a written statement of particulars. The tribunal noted that the respondent did not attend the final hearing, which may have weakened their case. Employers should ensure they have robust policies to prevent discrimination and harassment, and must comply with basic employment rights such as providing written particulars and paying all wages due.
Why this matters for similar claims
This case is a reminder that discrimination claims are not subject to the two-year qualifying period that applies to unfair dismissal. Employees who experience discrimination or harassment can bring claims regardless of their length of service. It also highlights the importance of keeping accurate records of holiday pay and providing written statements of employment. For employees considering bringing a claim, this case shows that even without legal representation, it is possible to succeed if the evidence is strong.
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