K Bradley v Tibard Laundry Services Limited — 2024

The respondent failed to present a valid response on time, so the tribunal determined the claim under rule 21 of the Employment Tribunals Rules of Procedure 2013 without a hearing. It found that K Bradley had been dismissed by reason of redundancy and was entitled to a redundancy payment.

The redundancy payment was assessed at £10,699.78, using a weekly pay figure of £411.53 and 18 years' service, applying 1.5 weeks' pay for each full year worked age 41 or over. The tribunal also found that the respondent had failed to pay holiday entitlement and ordered payment of £1,975.44 for 24 untaken days, made up of 16 days carried over from 2022 and 8 days from 2023, at £82.31 per day.

On notice, the tribunal found that the claimant was dismissed in breach of contract. It calculated 12 weeks' statutory notice pay at £4,938.36 gross, deducted half of the universal credit payments received during the notice period (£815.97 divided by 2 = £407.99), and awarded £4,530.37 in damages. The total gross sum awarded was £17,205.59. The written decision also includes the standard interest notice, but it does not quantify a separate interest amount.