Claimant v Paradigm Human Performance Ltd (In Creditors Voluntary Liquidation) and Secretary of State for Business and Trade — 2025

The tribunal found that the claimant's breach of contract complaint in relation to notice pay was well-founded. Although that complaint had not been presented within the applicable time limit, the tribunal held that it was not reasonably practicable to present it sooner and that it had then been presented within a further reasonable period. The First Respondent was ordered to pay £1,054.79 damages, calculated using gross pay to reflect the likelihood that the claimant would have to pay tax on it as Post Employment Notice Pay.

On redundancy, the tribunal held under section 163 Employment Rights Act 1996 that the claimant was entitled to a redundancy payment. It accepted that neither a redundancy payment claim nor an unfair dismissal claim had been made within six months of dismissal, but found that the redundancy payment claim was presented during the following six-month period and that it was just and equitable for the claimant to receive a redundancy payment. The amount awarded was £3,536.50.

The judgment also records that the claimant's claims for holiday pay, arrears of pay and pension contributions were withdrawn and dismissed. No separate monetary award was made for those withdrawn claims. The bottom-line monetary outcome in the judgment was therefore the sum of the notice pay damages and the redundancy payment, totalling £4,591.29.