Case 3213182/2020 · Employment Tribunal
Miss Sara Essa v Concert Live Limited — 2022
- Case reference
- 3213182/2020
- Decision date
- 16 March 2022
- Jurisdiction
- England & Wales
- Judge
- Employment Judge Barrowclough Members
- Venue
- East London Hearing Centre
- Panel members
- Ms S Barlow, Ms A Smith
Parties
2 namedClaimant
Miss Sara Essa
Respondent
Key findings
Tribunal's reasoningOn 11 March 2022, sitting at the East London Hearing Centre before Employment Judge Barrowclough with Ms S Barlow and Ms A Smith, the tribunal heard the claim with no appearance or representation for the Respondent. It unanimously found that the Claimant's complaints of unfair dismissal contrary to ss. 94 and 103A Employment Rights Act 1996, detriments during employment because of protected disclosures under ss. 47B and 48 ERA 1996, victimisation under s. 27 Equality Act 2010, and breach of contract for failure to pay one week's notice pay all succeeded. The equal pay complaint was adjourned generally with liberty to restore.
The tribunal ordered compensation for 9 months' net loss of earnings of £38,360.61, with interest of £2,155.19 for the period 26 June 2021 to 11 March 2022 at 8%. It also awarded additional sums of £474.78 for the Cycle to Work scheme, £1,500 for the Zinc mental health programme, and £1,722.42 for a salary deduction relating to the Claimant's laptop, together with £1,384.61 for one week's gross pay in lieu of notice.
For the discrimination-related findings, the tribunal awarded £6,000 for injury to feelings due to victimisation and the detriments suffered during employment, plus £680 interest on that award from 11 October 2020 to 11 March 2022 at 8%. The subtotal was £52,277.61. The tribunal then applied grossing up at 20% on £22,277.61, adding £4,455.52, which produced a total sum payable of £56,733.13. The Recoupment Regulations applied; the prescribed period was 1 November 2020 to 2 March 2022 and the prescribed sum was £38,360.61.
Claims and outcomes
4 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Unfair dismissal | The tribunal unanimously found the Claimant's complaint of unfair dismissal, contrary to ss. 94 and 103A Employment Rights Act 1996, succeeded. The judgment did not apportion the financial loss separately between this claim and the other successful claims. | Upheld | — | — |
| Whistleblowing | The tribunal unanimously found detriments during employment because the Claimant made protected disclosures, in breach of ss. 47B and 48 Employment Rights Act 1996, succeeded. The financial items were included in the overall compensation but not separately allocated by claim. | Upheld | — | — |
| Victimisation | The tribunal unanimously found victimisation, in breach of s. 27 Equality Act 2010, succeeded. The judgment awards injury to feelings for victimisation and detriments together and does not specify the protected characteristic underlying the protected act. | Upheld | — | — |
| Breach of contract | The tribunal unanimously found a breach of contract in failing to pay one week's gross pay in lieu of notice and awarded £1,384.61. | Upheld | — | £1,385 |
Remedy
Monetary award- Total award
- £56,733
- across all upheld claims
- Compensatory award
- £47,898
- compensatory remedy recorded
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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