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Fair dismissal for failure to appreciate gravity of offence

This report relates to 1 case(s)

An industrial tribunal did not substitute its own view for that of the employer when it found that a long-serving employee had been fairly dismissed for putting himself in a compromising situation regarding one of the employer's suppliers, holds the EAT in Lynn v British Steel plc. Both the tribunal and the employer had found that the employee was completely unrepentant, did not appreciate the seriousness of the offence, and remained indifferent to the employer's rules regarding that type of misconduct.