Miss Laura Sladden v FLS Corporate Reference Servicing Limited — 2023

The respondent did not file a response, and the Employment Judge entered judgment for the claimant. The claims presented were unfair dismissal and breach of contract / breach of the Working Time Regulations 1998 in relation to outstanding holiday pay.

On holiday entitlement, the claimant accepted that her last day of employment was 28 November 2022. The tribunal held that she was entitled to be paid for holiday accrued by that date, but not for any further holiday that would have accrued had she been given notice.

On unfair dismissal, the claimant had already been paid her statutory redundancy payment in full. The tribunal accepted that she made reasonable efforts to find alternative employment, that her new employment began on 31 January 2023, and that she was entitled to one month's net wages for January 2023, quantified at £1,926.

The tribunal also considered a possible uplift of up to 25% for failure to comply with the ACAS Code of Practice on Discipline and Grievances at Work, but removed that element because the Code does not apply to redundancy dismissals. The judgment records that the total compensation figure was therefore lower than had previously been announced.