ETZ 4(WR) IN THE EMPLOYMENT TRIBUNAL (SCOTLAND) AT EDINBURGH Judgment of the Employment Tribunal in Case No: 8002229/2025 Heard at Edinburgh on February 2026 Employment Judge J G d’Inverno Ms E Mages v Tobar Group Ltd and 1 other — 2026

Ms Mages was employed by Tobar Group Ltd as a Café/Coffee House Manager from 22 January to 14 September 2025 under a written contract that guaranteed a minimum of 45 hours' work per week at £15 per hour. The tribunal found there had been no post-contractual consensual variation reducing that entitlement. It rejected the respondent's submission that two complaint emails, and asserted dissatisfaction with the claimant's performance, justified not providing the contracted hours; the evidence fell far short of establishing any prior breach by the claimant.

On the minimum-hours issue, the tribunal found that between April and July 2025 the respondent offered and paid fewer hours than the contract required, leaving a shortfall of 151.69 hours and a net loss of £2,002.31. It held that declining to offer the claimant her contracted hours amounted to recurring unauthorised deductions from wages under section 13 of the Employment Rights Act 1996. It also found, separately, that the same wage loss was recoverable as damages for breach of contract, but not additionally to the wage-deduction award.

On annual leave, the tribunal found that the claimant had accrued untaken paid leave at termination and was entitled to payment for it in her final pay remittance. It held that non-payment of that leave was an unauthorised deduction from her last wage and awarded £415.80. The extracted text contains an internal inconsistency in the holiday-pay calculation, because later findings refer to 10 hours and £132 / £130, but the formal numbered judgment awards £415.80 and I have treated that as the operative figure.