Claimant v FPSG Connect Ltd (In Liquidation) — 2026

Mr Michael Edward Taggart was employed by FPSG Connect Ltd from 1 May 2014 and was promoted in October 2019 to Director - IT Recruitment Solutions on a salary of £60,000, with a three-month notice period. On 6 August 2025 John Agnew told him the business was technically insolvent and would only pay him until the end of August. On 7 August 2025 Mr Agnew confirmed that salary would be paid to the end of the month, that holiday pay would be included, and that no notice beyond the end of August would be paid. The claimant later asked for a formal termination letter and reason, but none was provided, and the tribunal treated 6 August 2025 as the effective date of termination.

On the unfair dismissal claim, the tribunal found the claimant had been dismissed within s.95(1)(a) ERA 1996 and that the respondent had not shown the reason for dismissal under s.98(1). It accepted that there had been no prior conduct or capability issue raised with the claimant, no consultation about redundancy or transfer, and no clear reason could be identified from the evidence. The tribunal also held that, even if a potentially fair reason had existed, the dismissal was unfair under s.98(4) because the respondent did not act reasonably in dismissing the claimant without notice, consultation, or procedure.

The basic award was calculated using the claimant's age of 46, 11 complete years' service, gross weekly pay of £1,153.85, and the weekly pay cap of £719, producing £9,706.50. The compensatory award of £13,229.29 covered past loss from 7 November 2025 to 23 January 2026, future loss for 26 weeks, and £824.64 for loss of statutory rights. The tribunal did not apply an ACAS uplift because the reason for dismissal was not identified as conduct or capability.

The breach of contract claim succeeded in respect of unpaid notice pay. The tribunal held that the claimant had been paid only to 31 August 2025, leaving a balance of 9.4 weeks of contractual notice, and used the claimant's net weekly pay of £824.64 to calculate £7,751.62. It then applied a 20% uplift under s.207A TULR(C)A, producing an award of £9,301.95. For recoupment purposes, the tribunal identified a prescribed element of £6,164.65 and stated the overall monetary award as £32,237.74.