Adura Marketing Ltd

Case Summary

The claimant brought claims for unlawful wage deductions, wrongful dismissal, and holiday pay entitlement against Adura Marketing Limited. The respondent failed to present a valid response on time, and the tribunal made determinations under rule 22 of the Rules of Procedure. The claimant was awarded £4,186.32 in total for unauthorised deductions, wrongful dismissal damages, and unpaid holiday, while the unfair dismissal complaint was dismissed due to lack of qualifying continuous employment.

The tribunal found the respondent liable for unauthorised wage deductions, wrongful dismissal for failure to provide one month's notice, and unpaid holiday entitlement. The unfair dismissal claim was dismissed because the claimant had not completed two years of continuous employment as required by section 108 of the Employment Rights Act 1996.

• •Unauthorised deductions from wages
• •Wrongful dismissal - failure to give notice
• •Failure to pay holiday entitlement
• •Unfair dismissal claim - lack of qualifying period

EMPLOYMENT TRIBUNALS Claimant: Kathryn Robertson Respondent: Adura Marketing Limited JUDGMENT 1. The claim was presented in the South East Employment Tribunal on 14 October 2025. The respondent has failed to present a valid response on time. The Employment Judge has decided that a determination can properly be made of the claim, or part of it, in accordance with rule 22 of the Rules of Procedure. 2. The respondent has made unauthorised deductions from the claimant’s wages for 1 st – 14 th August and must pay the claimant £1,038.80 (gross). 3. The claimant was dismissed in breach of contract in respect of notice (failure to give 1 months' notice) and the respondent must pay damages to the claimant of £2,250. 4. The respondent has failed to pay the claimant’s holiday entitlement and must pay the claimant (8.64 days): £897.52. 5. The respondent must pay the claimant £4,186.32 in total. 6. The unfair dismissal complaint is dismissed because the claimant failed to satisfiy section 108 of the Employment Eights Act 1996 (the requirement to have had 2 years continuous employment, or else to demonstrate that a relevant exception applied). Approved by: Employment Judge Quill Date: 3 April 2026 JUDGMENT SENT TO THE PARTIES ON 7 April 2026 FOR THE TRIBUNAL OFFICE