Mr Richard Cooke v Seven Resourcing Limited — 2025

By consent, the tribunal held that Mr Richard Cooke had been unfairly dismissed by Seven Resourcing Limited. It found that the respondent had unreasonably failed to comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures 2015 and increased the compensatory award by 25% under s.207A of the Trade Union and Labour Relations (Consolidation) Act 1992. The judgment records a basic award of £12,538.50 and a compensatory award of £60,000, described as the actual sums payable after any deductions or uplifts had been applied.

The tribunal also found the complaint of unauthorised deductions from wages to be well-founded. It held that the respondent had made deductions from the claimant's wages in the period November 2023 to January 2024 and ordered payment of £87,473.64 as the gross sum deducted. That figure was made up of bonus payments of £87,179.22 and a car allowance deduction of £294.42, with the claimant responsible for any tax or National Insurance on that amount.

Under the heading 'Wrongful dismissal', the tribunal found the notice-pay complaint well-founded and awarded £19,107.30 as damages for breach of contract. The judgment states that the figure was calculated using gross pay to reflect the likelihood that the claimant would have to pay tax on it as Post Employment Notice Pay. The parties also reached agreement on costs, and the respondent agreed to pay £50,000 under Rule 76(1)(d) of the Employment Tribunal Procedure Rules 2024. All damages and costs awarded were ordered to be paid within 28 days.