Case 2405537/2023 · Employment Tribunal
Mr C Dowsett v SLG DB3 Limited — 2024
- Case reference
- 2405537/2023
- Decision date
- 1 October 2024
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Ainscough Date
Parties
2 namedClaimant
Mr C Dowsett
Respondent
Key findings
Tribunal's reasoningThe respondent did not present a response, so the tribunal proceeded on the information before it under rule 21. Mr C Dowsett had worked for SLG DB3 Limited, a hospitality company, from 10 February 2014 to 31 January 2022. He said he had not been paid redundancy, notice or holiday pay when his employment ended.
The tribunal held the redundancy payment claim well founded under section 162 of the Employment Rights Act 1996. It found that, because the claimant was 54 when he started employment, he was entitled to 1.5 weeks' redundancy pay for each year of service. On 7 years' service and using the statutory weekly pay cap of £643, the gross redundancy payment was £6,751.50.
The tribunal also upheld the notice pay claim under section 86 of the Employment Rights Act 1996 and awarded 7 weeks' notice at the contractual weekly rate of £769.23, producing £5,384.61 gross. It upheld the holiday pay claim under regulation 14 of the Working Time Regulations 1998, finding that 23 days of accrued but untaken leave remained on termination; at the daily rate of £153.84, the gross holiday pay award was £3,538.46. The total of the three awards was £15,674.57.
Claims and outcomes
3 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Redundancy | The tribunal found the redundancy payment claim well founded under section 162 ERA 1996. It found the claimant was 54 when he started employment, so he was entitled to 1.5 weeks' redundancy pay per year, and applied the statutory weekly pay cap of £643. | Upheld | — | £6,752 |
| Other | The tribunal found the notice pay claim well founded under section 86 ERA 1996. The judgment described it as a claim for notice pay and did not label it as breach of contract or wrongful dismissal. | Upheld | — | £5,385 |
| Holiday pay | The tribunal found the holiday pay claim well founded under regulation 14 of the Working Time Regulations 1998. It found the claimant had accrued 23 days of annual leave on termination, with a daily rate of £153.84. | Upheld | — | £3,538 |
Remedy
Monetary award- Total award
- £15,675
- across all upheld claims
Legal tests applied
4 references- Rule 21 Employment Tribunals Rules of Procedure 2013
- section 162 Employment Rights Act 1996
- section 86 Employment Rights Act 1996
- regulation 14 Working Time Regulations 1998
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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