Claimant v Gill Aggregates Limited
Outcome
Individual claims
The tribunal found the claimant's dismissal by Gill Aggregates Limited was unfair. The tribunal determined the dismissal was well-founded, meaning the employer failed to demonstrate the dismissal fell within the range of reasonable responses or followed a fair procedure.
The tribunal found the claimant was dismissed in breach of contract, meaning the employer failed to provide proper notice or payment in lieu of notice. The quantum of loss will be determined at a remedy hearing.
The tribunal found the claimant was in principle entitled to accrued but untaken annual leave under the Working Time Regulations 1998. The exact amount of entitlement will be determined at a remedy hearing.
Facts
Mr Dhillon was employed by Gill Aggregates Limited. He was dismissed from his employment. There was a question as to which entity was his employer, with Bridge Contract Solution (WM) Ltd also named as a respondent, though that company is now in compulsory liquidation. The tribunal heard evidence over two days via video conference.
Decision
The tribunal found that Mr Dhillon was employed by Gill Aggregates Limited at all material times. His dismissal was both unfair under employment law and wrongful as a breach of contract. He was also entitled to payment for accrued but untaken annual leave. All remedy issues were reserved for a further hearing.
Practical note
Employers must ensure proper dismissal procedures are followed and contractual notice obligations are met, or face liability for both unfair and wrongful dismissal claims.
Legal authorities cited
Statutes
Case details
- Case number
- 3201230/2024
- Decision date
- 27 June 2025
- Hearing type
- full merits
- Hearing days
- 2
- Classification
- contested
Respondent
- Sector
- construction
- Represented
- Yes
- Rep type
- lay rep
Claimant representation
- Represented
- Yes
- Rep type
- barrister