Case 1802677/2024 · Employment Tribunal
(1) Lynne Bennett – (claims 1802677/2024 & 1804077/2024) (2) Amanda Perkin – (claims 1802678/2024 & 1804078/2024) v Barton Blinds Limited — 2024
- Case reference
- 1802677/2024
- Decision date
- 15 February 2024
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Elliott
- Venue
- Leeds
Parties
2 namedClaimant
(1) Lynne Bennett – (claims 1802677/2024 & 1804077/2024) (2) Amanda Perkin – (claims 1802678/2024 & 1804078/2024)
Respondent
Key findings
Tribunal's reasoningThe judgment records that Amanda Perkin's claims were dismissed because they were discharged by and subsumed within the earlier judgment of 20 September 2024 in case 6000799/2024. It also states that Lynne Bennett's complaints had already been upheld by the tribunal's judgment of 17 September 2024, so this decision dealt with remedy for her claims.
For breach of contract, the tribunal awarded £2,500.80 in notice pay damages, calculated on a gross weekly rate of £208.20 for 12 weeks after termination on 1 February 2024. It added a 25% uplift of £625.80 for the respondent's failure to comply with the ACAS code, and said there was no mitigation because the claimant had not obtained re-employment and had not claimed state benefits.
On unfair dismissal, the tribunal made a basic award of £6,252.00 using the statutory formula, noting 20 years' service and age 66 at termination, and a compensatory award of £4,983.74. It said the compensatory element reflected net pay loss from 26 April 2024 to the hearing on 5 November 2024, with the notice-period loss reduced to nil because it was covered by the notice-pay award, and it applied a further ACAS uplift of £2,808.93. The tribunal stated that Regulation 4 of the Employment Tribunal (Recoupment of Benefits) Regulations 1996 did not apply.
The tribunal also found that the claimant was entitled to a statutory redundancy payment of £6,252.00 under section 163 of the Employment Rights Act 1996, but recorded that no separate payment was due because a claimant cannot receive both a basic award for unfair dismissal and a statutory redundancy payment. It further awarded £635.62 for 61 hours of unpaid holiday pay in December 2023 and £665.62 for six weeks' SSP not paid between 2 January 2024 and 15 February 2024.
Claims and outcomes
4 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Breach of contract | Notice pay damages of £2,500.80 plus a 25% ACAS uplift of £625.80. | Upheld | — | £3,127 |
| Unfair dismissal | Basic award £6,252.00, compensatory award £4,983.74, and a 25% ACAS uplift of £2,808.93. | Upheld | — | £14,045 |
| Redundancy | The tribunal found an entitlement to a statutory redundancy payment of £6,252.00, but recorded that no separate payment was due because the claimant could not receive both a basic award for unfair dismissal and a redundancy payment. | Upheld | — | — |
| Unlawful deduction from wages | Awarded £635.62 for unpaid holiday pay for 61 hours in December 2023 and £665.62 for six weeks' SSP not paid between 2 January 2024 and 15 February 2024. | Upheld | — | £1,301 |
Remedy
Monetary award- Total award
- £18,473
- across all upheld claims
- Basic award
- £6,252
- statutory, unfair dismissal
- Compensatory award
- £4,984
- compensatory remedy recorded
Official outcome judgment PDF
Gov.uk primary recordThe official judgment PDF on gov.uk contains the tribunal's outcome, reasoning, and any remedy details. Where this page does not yet show extracted outcomes for every claim, use the PDF as the authoritative source.
Published on gov.uk under the Open Government Licence v3.0.
How we got this data
Case essentials (reference, date, judge, venue, country, claim categories) are extracted from the structured metadata gov.uk publishes alongside each decision. Parties and monetary figures are extracted from the judgment PDF text. Key findings and per-claim outcomes require a second extraction pass that is not yet complete for this case — until then, the primary source linked above is the authoritative record. See full methodology.
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