Dismissed after 12 weeks: redundancy, unpaid wages and holiday pay
A former employee was awarded over £10,700 after James Andrew Prams & Nurseries Ltd failed to pay redundancy, wages, notice pay and holiday pay following a redundancy dismissal.
1 min read · Last updated 18 May 2026
Key facts
- The claimant was employed by the respondent and was dismissed by reason of redundancy.
- The respondent did not resist the claims and accepted the amounts claimed.
- The claimant was entitled to a statutory redundancy payment of £4,400.
- The respondent made unauthorised deductions from wages for October and November 2022.
- The claimant was dismissed in breach of contract regarding notice pay.
- The respondent failed to pay the claimant's holiday entitlement.
Timeline
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Unauthorised deduction for October 2022 wages
The respondent failed to pay the claimant's wages for October 2022, resulting in a net sum of £1,000.
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Unauthorised deduction for November 2022 wages
The respondent failed to pay the claimant's wages for November 2022, resulting in a gross sum of £875.
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Judgment issued
Employment Judge Phil Allen issued a judgment finding the claimant was unfairly dismissed and ordering payment of redundancy, unpaid wages, notice pay, and holiday pay.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed by reason of redundancy and whether the respondent made unauthorised deductions from wages and failed to pay redundancy, notice pay and holiday pay.
The outcome
The tribunal ruled in favour of the former employee, who had only 12 weeks' service. The respondent did not resist the claims and accepted the amounts claimed.
The total award of £10,715 comprised:
- Statutory redundancy payment: £4,400
- Unpaid wages for October 2022: £1,000 (net)
- Unpaid wages for November 2022: £875 (gross)
- Damages for breach of contract (notice pay): £2,960 (gross)
- Holiday pay: £1,480 (gross)
Lessons & takeaways
- Even short-service employees may be entitled to a statutory redundancy payment if dismissed by reason of redundancy.
- Employers must not make unauthorised deductions from wages without a valid reason or contractual provision.
- Failing to pay notice pay and holiday pay can lead to separate claims for breach of contract and unlawful deductions.
- If an employer does not defend a claim, the tribunal may still award the full amount claimed if it is properly calculated.
This case shows what can happen when an employer fails to meet its basic obligations to a redundant employee. The former employee, who had worked for just 12 weeks, was dismissed by reason of redundancy but received none of the payments they were entitled to.
What went wrong
James Andrew Prams & Nurseries Ltd not only failed to pay the statutory redundancy payment of £4,400, but also made unauthorised deductions from wages for two months, did not pay notice pay, and withheld holiday pay. The employer did not contest any of the claims, effectively admitting liability.
Why the result matters
The case is a reminder that redundancy rights apply regardless of short service, and that employers must follow proper procedures. The tribunal awarded a total of £10,715, covering all the unpaid sums. For employees in similar situations, it shows that even if an employer ignores a claim, the tribunal can still award what is owed.
What could have been done differently
The employer could have avoided this outcome by simply paying the statutory redundancy, wages, notice and holiday pay when due. By failing to do so, they faced a tribunal claim and an award that included interest at 8% per annum from the calculation day.
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