Radoslaw Tabor v Crawford Cleanwell Limited [2017]

The claimant was employed by the respondent as a cleaner at one designated site in Belfast.  It was not disputed that he had been provided with a Statement of Main Terms and Conditions which included a number of relevant contractual terms for when a situation arose concerning temporary stoppage of work. This document provided for a ‘Layoff period’ during which the employee would not be paid but could be reengaged when work restarted. In 8 December 2016 the claimant was advised that the cleaning contract was moving elsewhere and his final shift would be on 17 December 2016. 

At no point did the respondent consider placing the claimant on notice of possible redundancy or initiating