A restaurant worker, Mr T, was summarily dismissed for multiple alleged misconducts like lateness, phone use, and a drop in sales with no warnings or proper process. He hadn’t been investigated, heard, or given a genuine right to appeal.
The tribunal ruled it was unfair dismissal, awarding him £32,882. Why?
- The employer didn’t prove the misconduct happened
- No disciplinary process was followed
- The Acas Code of Practice was completely ignored
Key takeaway: Even in smaller businesses, skipping proper procedures can be costly. Investigation, hearing, and appeal aren’t just best practice—they’re essential.