The situation
An employee was discovered to have been falsifying timesheets over roughly three months. The owner was angry and wanted to dismiss on the spot.
Why it was difficult
Even with clear wrongdoing, dismissing without a proper investigation and hearing usually results in an unfair dismissal finding. The conduct justified dismissal; the process could still have lost it.
What Samantha did
- Paused the instinct to dismiss immediately and ran a proper investigation
- Put the allegations to the employee in writing
- Held a fair hearing with the right to be accompanied
- Documented the evidence and the reasoning behind the decision
The outcome
The dismissal was fair, defensible and final. Because the process was followed correctly, no tribunal claim was lodged.
Dismissal upheld. No tribunal claim.
What this means for you
A justified dismissal can still be lost on process. The facts give you the right to act; the process is what protects you when you do.
Related support
Disciplinary support →Anonymised. Sector, names and identifying details have been removed or changed. Outcomes reflect the specific circumstances of each case and are not a guarantee of any particular result.