Redundancy dismissal without notice: unfair dismissal and breach of contract

Redundancy without a fair process

This case shows what can happen when an employer makes someone redundant without following a proper procedure. The former employee was dismissed by reason of redundancy, but the tribunal found the process was unfair. Although the employer had a genuine redundancy situation, they did not show they acted reasonably — for example, by consulting with the employee or using objective criteria to select them for redundancy.

Unauthorised deduction and no notice

The employer also made an unauthorised deduction of £699.99 from the employee's wages. Deductions from wages are only lawful if the employee has agreed in writing or if the law allows it. On top of that, the employer dismissed the employee without giving any notice. Unless there is gross misconduct, employees are entitled to notice or pay in lieu. The tribunal awarded £1,800 in damages for this breach of contract.

What the employer could have done differently

A fair redundancy process would have involved consulting with the employee, warning them of the risk of redundancy, and considering alternative roles. Giving proper notice — or pay in lieu — would have avoided the breach of contract claim. And any deduction from wages should have been clearly agreed in writing.

Why this matters for similar claims

This case is a reminder that even when a redundancy is genuine, the process must be fair. Employees who are dismissed without notice or have money taken from their wages without agreement can bring claims. The fact that the employee represented themselves and still won shows that you don't always need a lawyer to succeed at tribunal.