22 years' service, one week's notice: dismissal without a reason found unfair
A former employee with 22 years' service was unfairly dismissed after being given just one week's notice. The employer failed to attend the hearing or provide a reason, resulting in a £25,055 award.
1 min read · Last updated 19 May 2026
Key facts
- The claimant was employed from 1 August 2000 until 10 March 2023.
- The respondent gave the claimant only one week's notice on 3 March 2023.
- The respondent did not attend the hearing or file a response.
- The tribunal found the dismissal unfair as the respondent failed to show a potentially fair reason.
- The claimant started alternative work on 29 June 2023.
Timeline
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Employment started
The claimant began working for the respondent.
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Notice of dismissal
The claimant was informed by Mr Demetris Nichola that his services would not be needed from 10 March 2023.
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Dismissal effective
The claimant's employment ended with only one week's notice.
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Early conciliation started
Early conciliation period began.
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Early conciliation ended
Early conciliation period ended.
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Claim presented
The claimant presented his claim to the tribunal.
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Claim served on respondent
The claim was served on the respondent.
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Extension request received
The respondent's managing director requested an extension of time to file a response.
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Claimant started new job
The claimant registered with an agency and started alternative work.
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Preliminary hearing
The tribunal held a hearing at Watford, with the respondent absent.
The legal issue
The tribunal had to decide whether the employee was unfairly dismissed and whether he was entitled to notice pay and holiday pay, given the employer did not participate in proceedings.
The outcome
The tribunal ruled that the dismissal was unfair because the employer did not provide any reason for it, as required by section 98 of the Employment Rights Act 1996. The employer also failed to attend the hearing or file a response.
Compensation awarded:
- Basic award: £14,275
- Compensatory award: £3,546.14 (including £500 for loss of statutory rights)
- Notice pay (breach of contract): £5,584.59 net
- Holiday pay: £1,649.96 gross
- Total: £25,055.69
Lessons & takeaways
- Employers must provide a potentially fair reason for dismissal – failing to do so makes the dismissal automatically unfair.
- Long-serving employees (over 20 years) are entitled to higher basic awards, capped at 20 years' service.
- If an employer does not respond to a claim, the tribunal can proceed in their absence and make findings based on the employee's evidence.
- Employees should keep records of their earnings and contracts, as missing documents can complicate compensation calculations.
A 22-year career ended without explanation
The case shows what can happen when an employer dismisses a long-serving employee without giving any reason. The employee had worked for Optim Management Ltd for over 22 years when he was told on 3 March 2023 that his services were no longer needed from 10 March – just one week's notice. The employer later claimed via email that the employee had given notice in 2021, but the tribunal found this 'inherently improbable' and accepted the employee's evidence that he wanted to continue working.
What the employer could have done differently
The employer's failure to engage with the proceedings was critical. They did not file a response or attend the hearing, despite requesting an extension of time. By not providing a reason for dismissal, they left the tribunal with no choice but to find the dismissal unfair. Even if the employer had a genuine reason, they needed to show it to the tribunal. Their absence also meant the employee's evidence was largely unchallenged.
Why the result matters
This case highlights the importance of proper procedure and the risks of ignoring tribunal claims. The employee received over £25,000 in compensation, including a basic award reflecting his long service, notice pay, and holiday pay. For employees, it shows that even without a contract or payslips, a tribunal can calculate compensation based on available evidence. For employers, it is a reminder that failing to defend a claim can lead to significant awards, especially when the employee has many years of service.
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