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Depth of disciplinary investigation should depend on seriousness of consequences for employee

This report relates to 1 case(s)

Salford Royal NHS Foundation Trust v Roldan [2010] IRLR 721 CA

unfair dismissal | disciplinary investigation | witnesses

The Court of Appeal has held that the more serious the consequences of dismissal for an employee, the more thorough the disciplinary investigation should be. The Court of Appeal also ruled that, where a case turns on one employee's word against another's, it can be legitimate for the employer to give the accused the benefit of the doubt and to find the accusations "not proven".