Mrs T Meyer v Timand Ltd — 2020

The tribunal held that Mrs T Meyer was unfairly dismissed by Timand Ltd. For remedy, it calculated a basic award of £724.50 and reduced it by 33% to £483.00 to reflect the claimant's conduct prior to dismissal. It also calculated a compensatory award made up of £644.00 for four weeks' past loss of earnings between 1 August 2019 and 28 August 2019 and £161.00 for loss of the statutory right not to be unfairly dismissed, then reduced that figure by 33% to £536.66 to reflect conduct causative of the dismissal.

The tribunal dismissed the claimant's claim for an award for failure to provide a written statement of reasons for dismissal. It also decided that it was not just and equitable to make any additional award for failure to provide a statement of employment particulars, and it did not apply an uplift under the ACAS Code of Practice 1 (2015).

The tribunal found that the claimant had also been wrongfully dismissed and awarded £483.00, equivalent to three weeks' wages. The judgment recorded that the respondent should pay £1,019.66 on or before 11 February 2020, with a credit of £483.00 to avoid double recovery because the unfair dismissal compensatory award and the wrongful dismissal award covered the same period of loss.