Dismissed by redundancy without any warning: a window fabricator wins his case
A window fabricator with four years' service was dismissed by redundancy without any warning or consultation. The tribunal awarded £15,319 in unpaid wages, holiday pay, notice pay, redundancy pay and compensation.
1 min read · Last updated 18 May 2026
Key facts
- The claimant was employed as a window fabricator and installer from 8 May 2018 until 29 August 2022.
- He was not paid for August 2022 and was owed £3962 in unpaid wages.
- He was dismissed on 29 August 2022 by reason of redundancy without any warning or consultation.
- He had accrued 0.5 days of unpaid holiday pay worth £91.43.
- He was entitled to four weeks' contractual notice pay of £3657.23.
- He mitigated his loss by obtaining temporary earnings from mid-December 2022 to 25 January 2023.
Timeline
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Employment started
Claimant began working as a window fabricator and installer for Keepout Limited.
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Holiday leave year start
The holiday leave year began on 6 April 2022.
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Dismissal
Claimant was dismissed by reason of redundancy without warning or consultation.
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Unemployment period starts
Claimant was unemployed and received no state benefits.
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Temporary employment started
Claimant obtained temporary earnings from mid-December 2022.
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New permanent employment started
Claimant began new permanent employment at a higher wage.
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Hearing
The employment tribunal hearing took place via Cloud Video Platform.
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Judgment issued
The tribunal issued its judgment in favour of the claimant.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed when his employer made him redundant without any consultation or warning, and whether he was owed unpaid wages, holiday pay, notice pay and a redundancy payment.
The outcome
The tribunal decided that the claimant was unfairly dismissed because the employer failed to carry out any redundancy consultation or warn him of the impending dismissal. No steps were taken to find him alternative employment.
The total award of £15,319.43 comprised:
- Unpaid wages for August 2022: £3,962
- Accrued but unpaid holiday pay: £91.43
- Redundancy payment: £2,284
- Contractual notice pay (4 weeks): £3,657.23
- Compensatory award for loss of earnings: £5,324.77
Lessons & takeaways
- Employers must consult with employees before making them redundant, even if the business is struggling financially.
- Employees dismissed without any warning or consultation are likely to succeed in an unfair dismissal claim.
- Unpaid wages, holiday pay and notice pay can be claimed alongside unfair dismissal compensation.
- If your employer becomes insolvent, you may still be able to recover some sums from the Insolvency Service, but a tribunal award can cover the balance.
This case shows what can happen when an employer makes an employee redundant without any warning or consultation. The claimant, a window fabricator and installer with four years' service, was dismissed on 29 August 2022 by reason of redundancy. He had not been given any prior notice, nor had he been consulted about the decision. No attempt was made to find him alternative employment.
The employer, Keepout Limited, had gone into liquidation by the time of the hearing and did not attend. The tribunal noted that the company's liquidators had reported nil assets available for preferential creditors. Despite this, the tribunal proceeded and awarded the claimant a total of £15,319.43.
What the employer could have done differently
A fair redundancy process requires the employer to warn the employee of the potential redundancy, consult with them about alternatives, and consider any suitable alternative roles. Here, none of those steps were taken. The dismissal was therefore procedurally unfair. Even if the employer was in financial difficulty, a basic level of consultation would have been expected.
Why this matters for similar claims
This case is a reminder that redundancy does not give an employer a free pass to dismiss without process. Employees who are made redundant without consultation are likely to succeed in an unfair dismissal claim. The compensation here included not only the redundancy payment but also unpaid wages, holiday pay, notice pay and a compensatory award for lost earnings. Even where the employer is insolvent, a tribunal judgment can be used to claim from the National Insurance Fund or other sources.
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