Case 3201475/2020 · Employment Tribunal
Miss Zella Davis v Clacton Snooker Centre Ltd — 2020
- Case reference
- 3201475/2020
- Decision date
- 13 October 2020
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Housego Representation
Parties
2 namedClaimant
Miss Zella Davis
Respondent
Key findings
Tribunal's reasoningMiss Zella Davis worked for Clacton Snooker Centre from 26 March 2007 until 23 March 2020, at £625 per month. The tribunal accepted that the snooker club was forced to close on 20 March 2020 because of the Covid-19 restrictions, and that the respondent sent her P45 without giving notice. On that basis, the tribunal ordered notice pay of £1,730.76.
The tribunal found that the ending of employment was redundancy because the business had no need of staff once it could not open to the public. For redundancy purposes, Ms Davis' service was treated as 13 years because the statutory notice period was added into the calculation. Using 1.5 weeks' pay for each year of service, and weekly pay of £144.23 derived from her £625 monthly pay, the tribunal awarded a statutory redundancy payment of £2,812.49.
The claim for holiday pay, or sickness pay for absence in November 2019, was dismissed because it was presented on 1 June 2020 and was therefore out of time. The tribunal said it would have been reasonably practicable to bring that claim in time. The bottom-line award was £4,543.25, made up of notice pay and redundancy pay only.
Claims and outcomes
3 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Breach of contract | Notice pay was awarded because Ms Davis was not given notice when her employment ended after the forced closure of the snooker centre. The tribunal found she would have been entitled to 12 weeks' notice and calculated the amount at £144.23 per week. | Upheld | — | £1,731 |
| Redundancy | The tribunal found the dismissal was by reason of redundancy. It treated Ms Davis as having 13 years' service for redundancy purposes, applied 1.5 weeks' pay per year because she was over 41 throughout, and calculated the statutory redundancy payment accordingly. | Upheld | — | £2,812 |
| Holiday pay | The claim for holiday pay, or sickness pay for absence in November 2019, was dismissed as out of time. The tribunal held that it would have been reasonably practicable to bring the claim in time. | Dismissed | — | — |
Remedy
Monetary award- Total award
- £4,543
- across all upheld claims
Legal tests applied
6 references- s86(1)(c) Employment Rights Act 1996
- s97(3)(b) Employment Rights Act 1996
- s137(1)(b)(ii) Employment Rights Act 1996
- s162(2) Employment Rights Act 1996
- s166 Employment Rights Act 1996
- reasonably practicable test for late presentation
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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