Ms Georgina Bansal v Selina Management Company UK Ltd — 2025

Ms Georgina Bansal was employed by Selina Management Company UK Limited as Global Sales Director from 2 November 2020 to 1 September 2024 on a gross annual salary of £70,000 plus private health insurance. The respondent filed no response, did not attend the hearing, and made no payments after a meeting on 31 July 2024 at which the claimant was told that her position was redundant with immediate effect. The claimant appealed on 7 August 2024 and the appeal was dismissed on 14 August 2024.

The unfair dismissal claim succeeded. The tribunal was not satisfied that redundancy was the reason for dismissal and found that the respondent had failed to demonstrate a potentially fair reason. It held that there had been no proper consultation before dismissal, no proper consideration of alternative roles, and no meaningful appeal. The tribunal also noted that the claimant later became aware of roles being advertised that she could have been considered for.

Compensation for unfair dismissal comprised a basic award of £3,150 and a compensatory award of £52,500, both stated to be net sums. The compensatory award was assessed on the basis of 12 months' net loss of earnings, subject to mitigation. The tribunal recorded that the claimant had applied for numerous jobs, including via LinkedIn and by approaching businesses she had previously worked for, and noted that the burden to establish a failure to mitigate lay on the respondent.

The remaining claims also succeeded. The tribunal awarded £4,377 for unlawful deductions in respect of unpaid commission, £25,000 for breach of contract covering unpaid notice pay and unpaid commission going forward, and £1,491.85 for holiday pay. It described the breach of contract award as capped by the Employment Tribunal's £25,000 limit. The total compensation payable was £86,518.85 net.