Peepul Enterprise Ltd

Case Summary

The claimant successfully brought claims for holiday pay and unfair dismissal against the respondent. The tribunal found that the respondent made an unauthorized deduction from the claimant's wages by failing to pay for 10 days of accrued but untaken holiday, and that the claimant was unfairly dismissed, though with a 75% chance they would have been fairly dismissed in any event. The tribunal increased the compensatory award by 25% due to the respondent's failure to follow the ACAS Code of Practice.

The tribunal found that the claimant was unfairly dismissed because the respondent failed to follow proper disciplinary procedures in breach of the ACAS Code of Practice, and that the respondent made an unauthorised deduction from wages by failing to pay for 10 days of accrued holiday on termination.

Use these claim-type pages to compare this decision with other published tribunal cases, outcome patterns, and visible award data.

• •The complaint in respect of holiday pay is well-founded. The respondent made an unauthorised deduction from the claimant's wages by failing to pay the claimant for 10 days holiday accrued but not taken on the date the claimant's employment ended.
• •The complaint of unfair dismissal is well-founded. The claimant was unfairly dismissed.
• •There is a 75% chance that the claimant would have been fairly dismissed in any event.
• •The respondent unreasonably failed to comply with the ACAS Code of Practice on Disciplinary and Grievance Procedures 2015 and it is just and equitable to increase the compensatory award payable to the claimant by 25 % in accordance with s 207A Trade Union & Labour Relations (Consolidation) Act 1992.
• •There was no blameworthy conduct by the Claimant, so no reduction is made for contributory fault.

The full source document is available from the official publication page.