Unfair dismissal and unpaid holiday pay: former employee awarded over £6,300
A former employee was unfairly dismissed by Dar Corporation Ltd and awarded £6,320.60, including unpaid holiday pay and notice pay.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by the respondent and was dismissed.
- The respondent failed to give the claimant ten weeks statutory notice.
- The claimant had accrued 142.3 hours of untaken holiday entitlement.
- The respondent paid £500 on account of holiday entitlement, leaving a balance of £668.
- The tribunal found the dismissal unfair and awarded compensation.
Timeline
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Hearing day 1
The employment tribunal hearing commenced via Cloud Video Platform and telephone.
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Hearing day 2
The hearing concluded with oral reasons given ex-tempore.
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Judgment sent to parties
The written judgment was sent to the parties.
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Written reasons signed
Employment Judge Dean signed the written reasons for the judgment.
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Written reasons sent to parties
The signed written reasons were sent to the parties.
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Reconsideration request
The respondent requested reconsideration of the decision.
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Reconsideration refused
Employment Judge Dean refused the reconsideration application.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed and whether he was entitled to payment for untaken holiday and statutory notice.
The outcome
The tribunal ruled that the claimant was unfairly dismissed by Dar Corporation Ltd. The employer failed to give the required ten weeks' statutory notice and did not pay all accrued holiday pay.
Compensation included:
- Basic award: £3,127.30
- Compensatory award: £2,525.30
- Holiday pay balance: £668.00
- Total: £6,320.60
Lessons & takeaways
- Employers must give statutory notice or pay in lieu when dismissing an employee, or risk a claim for breach of contract.
- Accrued holiday pay must be paid on termination; failing to do so can lead to additional awards under the Working Time Regulations.
- Even without a formal redundancy process, a dismissal can be unfair if the employer fails to follow a fair procedure.
- Representing yourself at tribunal is possible, but having a clear witness statement and evidence helps your case.
What this case shows in practice
A former employee of Dar Corporation Ltd was dismissed without receiving the statutory notice they were entitled to, and without full payment for accrued holiday leave. The tribunal found the dismissal unfair, highlighting that employers cannot simply end employment without following proper procedures or meeting legal obligations.
The claimant, who represented himself, successfully argued that the company had failed to give ten weeks' notice and had underpaid holiday entitlement by £668. The tribunal awarded a total of £6,320.60, covering lost earnings, notice pay, and the holiday balance.
What the employer could have done differently
Dar Corporation Ltd could have avoided this claim by giving proper notice or paying in lieu, and by ensuring all accrued holiday was paid on termination. The director attended the hearing but did not provide a witness statement, which weakened the company's case. A fair process and accurate final payment would have prevented the tribunal award.
Why this result matters
This case is a reminder that unfair dismissal claims can succeed even without a complex redundancy process if basic employment rights are ignored. It also shows that employees can pursue claims for unpaid holiday pay and notice pay alongside unfair dismissal, and that representing yourself is possible with clear evidence.
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