Ms F Grundy v The Ramsay Arms Limited — 2025

Ms F Grundy was employed by The Ramsay Arms Limited as a general manager from 17 April 2023. The tribunal found that on 10 January 2025 she was given notice of termination effective 31 January 2025, and that it was later agreed she would work until that date. The tribunal accepted that the claimant was contractually entitled to four weeks' notice, but she received only three weeks' notice and no further payment after her January salary. It therefore upheld the breach of contract claim for one week's net pay and awarded £689.34.

On holiday pay, the tribunal found that the employment offer referred to 28 days' statutory entitlement inclusive of public holidays. In the absence of written terms or holiday records, it accepted that the claimant carried forward three days from 2024, and it found that she took three days' leave in January 2025, namely 1, 2 and 31 January. That left three days of untaken accrued leave on termination, for which the respondent was ordered to pay £792.83 net.

The tribunal also found that the respondent had not provided the claimant with written particulars of employment when she started work or when her role changed in 2024. It referred to section 1 of the Employment Rights Act 1996 and section 38 of the Employment Act 2002. Although it found the claimant did not suffer a disadvantage from the absence of written particulars, it concluded that it was just and equitable to award the minimum compensation of two weeks' gross pay, assessed at £1,758.90. The total award was therefore £3,241.07.