Unfair dismissal win for employee who represented himself
A former employee won his unfair dismissal claim against NFS Hotel Technology Limited, receiving over £28,700 in compensation. The respondent did not attend the hearing.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was unfairly dismissed.
- The claimant was paid his notice period and statutory redundancy payment.
- The respondent did not attend the hearing.
- The claimant represented himself.
- The compensatory award includes loss of earnings and loss of statutory rights.
Timeline
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Dismissal date
The claimant was dismissed on this date, which is the start of the prescribed period for recoupment.
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Judgment date
The Employment Tribunal issued its judgment finding unfair dismissal and awarding compensation.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed by his employer, NFS Hotel Technology Limited.
The outcome
The Employment Tribunal ruled in favour of the former employee, finding that he was unfairly dismissed.
The key reason for the decision was that the respondent did not attend the hearing to defend the claim, and the tribunal was satisfied that the dismissal was unfair.
Compensation breakdown:
- Loss of earnings (12 months): £28,560.00
- Less earnings from mitigation: £246.93
- Loss of statutory rights: £450.00
- Total compensatory award: £28,763.07
Lessons & takeaways
- If you are dismissed and believe it was unfair, you can bring a claim even if you have been paid notice and redundancy.
- Representing yourself in tribunal is possible, but it helps to have clear evidence of your losses.
- Employers who fail to attend the hearing risk a default judgment against them.
- Compensation can include loss of earnings for up to a year and a fixed sum for loss of statutory rights.
This case shows that even when an employer does not turn up to defend a claim, the tribunal can still award significant compensation to a dismissed employee. The former employee, who represented himself, was able to prove unfair dismissal and secure over £28,700.
What the employer could have done differently
NFS Hotel Technology Limited could have attended the hearing to present its side of the story. By failing to do so, it lost the opportunity to argue that the dismissal was fair or to reduce the compensation. Employers should always respond to tribunal claims and attend hearings, or risk a default judgment.
Why this matters for similar claims
This case highlights that employees who are unfairly dismissed can claim compensation even if they have already received notice pay and a statutory redundancy payment. The compensatory award is designed to put the employee in the position they would have been in if the dismissal had not occurred, subject to a duty to mitigate losses. The inclusion of a loss of statutory rights award (£450) is a standard element in many unfair dismissal cases.
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