Itarmi UK Ltd

Case Summary

Mr Mehta was employed by Itarmi UK Limited from February 2020 as Chief Commercial Officer and Chief Legal Officer. He resigned on 10 May 2023 following notices of termination and claimed constructive unfair dismissal, breach of contract, and unauthorised wage deductions. The tribunal found the redundancy genuine and dismissed the constructive dismissal claim, but found unauthorised wage deductions had been made.

The tribunal found the redundancy was genuine and the claimant had not been constructively dismissed because the business requirements for his role had diminished genuinely, even though his pay had been underpaid. However, the tribunal found the respondent had made unauthorised deductions from the claimant's wages, as the agreed salary was £120,000 per annum from February 2020, not £2,000 per month.

• •Was the claimant constructively unfairly dismissed?
• •Did the respondent breach the implied term of mutual trust and confidence?
• •Has the respondent made unauthorised deductions from the claimant's wages?
• •What was the agreed salary: £120,000 per annum from February 2020 or £2,000 per month increasing to £120,000 after investment?
• •Was the redundancy genuine?
• •Did the claimant resign in response to a breach of contract?

1 EMPLOYMENT TRIBUNALS Claimant: Mr Sanjay Mehta Respondent: Itarmi UK Limited Heard at: Watford Employment Tribunal On: 13,14 and 15 January 2026 Before: Employment Judge Alliott Representation Claimant: In person Respondent: Mr Matthew Curtis (counsel) RESERVED JUDGMENT The Judgment of the tribunal is that: 1. The respondent has made unauthorised deductions from the claimant’s pay and is ordered to pay him the sum of £ [to be confirmed]. 2. The claimant’s breach of contract claim [to be confirmed] 3. The claimant’s claim of constructive unfair dismissal is dismissed. FULL REASONS Introduction 1. The claimant was employed by the respondent in February 2020 as Chief Commercial Officer and Chief Legal Officer. On 31 March 2023, the claimant was given notice of the termination of his employment with effect on 24 June 2023. On 10 May 2023, the claimant resigned with immediate effect and that is the EDT of his contract of employment. By a claim form presented on 4 August 2023, following a period of early conciliation from 30 June until 18 July 2023, the claimant presents claims of constructive unfair dismissal, breach of contract and unauthorised deduction of wages. The respondent defends the claims. The issues 2. There is neither a list of issues produced by the employment tribunal nor an agreed list of issues. 2 3. Fundamentally, the issues are:- 3.1 Was the claimant constructively unfairly dismissed? 3.2 Has the respondent made unauthorised deductions from the claimant’s wages and/or is the respondent in breach of contract? 4. The respondent produced a list of issues and they are set out here as follows:- “Issues – unfair dismissal 1. Was the C dismissed? C asserts that the implied term of mutual trust and confidence was breached and relies on the matters set out and numbered (1) to (4) in the ET1 [57]. In summary they are…