A Northern Ireland industrial tribunal has ordered Sweetez Limited to pay a total of £84,205.20 to a former employee who was dismissed without following proper statutory procedures. The judgment, issued on 12 May 2026, found that Laurence Condon was unfairly dismissed on 25 October 2024 after 15 years of continuous employment with the company.

Condon had worked for the respondent since 1 November 2009. He was suspended by letter on 24 September 2024, with the company stating the suspension would be paid. He did not receive that pay. A disciplinary hearing was called for 25 October 2024, at which Condon was denied the right to bring a representative. The hearing resulted in his dismissal. He subsequently appealed in writing on 29 October 2024, but the company did not respond or arrange an appeal hearing.

The tribunal found the dismissal both substantively and automatically unfair. On the substantive question, the tribunal noted that the burden of proving a fair dismissal rests with the employer, and Sweetez Limited did not attend the hearing or submit any evidence. The tribunal was therefore unable to conclude that the decision to dismiss fell within the range of reasonable responses. On the question of automatic unfairness, the tribunal found that Condon had been denied a representative at the disciplinary stage and denied any right of appeal, in breach of statutory dismissal and disciplinary procedures.

A 30% uplift was applied to the award as a result of those procedural failures. The tribunal also found that Condon had never been provided with written particulars of employment and had not received notice pay following his dismissal. These findings gave rise to additional awards under separate statutory provisions.

The breakdown of the total award includes a basic award of £13,125.15, a compensatory award of £37,728.97 covering immediate and future loss of earnings, a loss of statutory notice payment of £5,702.88, a £500 sum for loss of statutory rights, and £2,233.32 for the failure to provide employment particulars. A further £1,900.36 was awarded for the unpaid wages during the suspension period. The statutory uplift of 30% added £13,029.55. The total was then grossed up to account for tax liability on awards above the £30,000 threshold, bringing the final figure to £84,205.20.

In calculating future loss, the tribunal assessed that Condon, who was 58 at the time of dismissal, was likely to continue to suffer financial loss for 12 months beyond the hearing date, taking into account his age, the roles he had applied for, and the salary levels of suitable available work. The tribunal noted he had taken steps to find new employment.

Sweetez Limited, whose sole director is Gerard Keenan, did not lodge a formal response to the claim, did not attend the final hearing on 6 February 2026 in Belfast, and did not make a late application to enter a defence, despite having been given the opportunity to do so and having been informed of the relevant procedures. Condon was represented by barrister Michael Quigley, instructed by Emmett Kelly Solicitors. The tribunal panel was chaired by Employment Judge McCourt, sitting with members Mr Carroll and Mr McKeown. Recoupment provisions apply in respect of benefits received by the claimant amounting to £168.08.