Two employees unfairly dismissed after wage deductions and ACAS code breach
Two former employees of Strong Maker Limited were awarded over £20,000 in total after the tribunal found they were unfairly and automatically unfairly dismissed, with a 25% uplift for the employer's failure to follow the ACAS Code of Practice.
1 min read · Last updated 19 May 2026
Case details
Key facts
- The first claimant, Mr S Sallu, was employed by the second respondent, Strong Maker Limited.
- The second claimant, Mr B Mandalia, was employed by the second respondent, Strong Maker Limited.
- The second respondent made unauthorised deductions from the first claimant's wages in December 2022 and January 2023.
- The second respondent made unauthorised deductions from the second claimant's wages in December 2022.
- Both claimants were unfairly and automatically unfairly dismissed by the second respondent.
- The second respondent unreasonably failed to comply with the ACAS Code of Practice.
Timeline
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Unauthorised deduction from second claimant's wages
The second respondent made an unauthorised deduction from the second claimant's wages in the period 12 to 23 December 2022.
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Unauthorised deduction from first claimant's wages
The second respondent made an unauthorised deduction from the first claimant's wages in the period 26 December 2022 to 6 January 2023.
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Hearing and judgment
The Employment Tribunal heard the case at Leicester Employment Tribunal and issued its judgment.
The legal issue
The tribunal had to decide whether the claimants were unfairly dismissed and whether the respondent made unauthorised deductions from wages, breached contract by failing to pay notice and pension contributions, and failed to pay holiday pay.
The outcome
The tribunal found in favour of both claimants on most claims.
The first claimant was awarded:
- £900 for unauthorised deduction from wages
- £272.14 for breach of contract (pension contributions)
- Basic award of £1,350
- Compensatory award of £6,697.56 (including 25% uplift of £1,339.51)
The second claimant was awarded:
- £1,538.46 for unauthorised deduction from wages
- £1,087.37 for breach of contract (pension contributions)
- Basic award of £1,427.50
- Compensatory award of £10,492.50 (including 25% uplift of £2,098.50)
- £2,000.02 for holiday pay
Lessons & takeaways
- Employers must follow the ACAS Code of Practice on disciplinary and grievance procedures; failure to do so can result in a 25% uplift on compensation.
- Unauthorised deductions from wages are unlawful and can lead to claims for repayment.
- Employees should keep records of any deductions and seek advice promptly if they believe deductions are unauthorised.
- Breach of contract claims for unpaid notice or pension contributions can succeed alongside unfair dismissal claims.
This case shows how a small employer's failure to follow basic employment law obligations can lead to significant compensation awards. Two former employees of Strong Maker Limited successfully claimed they were unfairly dismissed after the company made unauthorised deductions from their wages and failed to pay notice pay, pension contributions, and holiday pay.
What the tribunal found
The tribunal ruled that Strong Maker Limited had made unauthorised deductions from the first claimant's wages in December 2022 and January 2023, and from the second claimant's wages in December 2022. Both claimants were found to have been unfairly and automatically unfairly dismissed. The company also breached contract by failing to pay notice pay and pension contributions.
Crucially, the tribunal found that Strong Maker Limited had unreasonably failed to comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures. This led to a 25% uplift on the compensatory awards, adding over £3,400 to the total compensation.
What the employer could have done differently
Strong Maker Limited could have avoided these claims by following proper procedures. The unauthorised deductions should not have been made. If there was a legitimate reason for deductions, the employer should have obtained the employees' agreement or followed the correct legal process. The dismissals should have been handled in line with the ACAS Code, including a fair disciplinary process and proper notice.
Why this matters
This case is a reminder that employment rights are not optional. Even small employers must follow the law on wages, contracts, and dismissal procedures. The 25% uplift for ACAS non-compliance shows that tribunals take procedural failures seriously. For employees, this case demonstrates that multiple claims can be brought together, and that representing yourself in person is possible, though legal advice is always recommended.
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