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Gross misconduct | 5 examples every employer should know
Misconduct in the workplace can pose significant challenges for employers, and understanding the boundaries of what constitutes gross misconduct is crucial. In this blog, we’ll delve into the intricacies, including what is classed as gross misconduct, provide real-world examples of gross misconduct, and offer insights into the sackable offences list that can help employers navigate disciplinary matters effectively.
What is gross misconduct?
Gross misconduct is an act which is so serious that it justifies dismissal without notice, or pay in lieu of notice, for a first offence. They must be acts that destroy the relationship of trust and confidence between the employer and employee, making the working relationship impossible to continue.
Employers often erroneously think that “summarily” means you can fire someone on the spot, but in reality, you still need to follow a fair procedure. If you do dismiss them instantly, it’s likely that you will face a claim of unfair dismissal.
What amounts to gross misconduct will vary from company to company, depending on the sector and the nature of the business. In general, most employers would agree that, depending on the severity of the situation, the following five examples could amount to gross misconduct. However, it’s always a good idea to seek specialist Employment Law and HR support.
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What are examples of gross misconduct?
Theft, fraud and dishonesty
This covers:
- Stealing office equipment, company stock, merchandise or cash;
- Stealing personal belongings from colleagues;
- Unlawfully obtaining or disclosing commercial data;
- Making fraudulent expenses or overtime claims;
- Fraudulently using personal data for personal use; and
- Falsifying accounts, time-recording forms or self-certification forms.
This can incur huge costs for employers as well as damage their relationship with clients or service users.
Breaches of health and safety rules
Some typical examples could include:
- Removing or not using machinery guards;
- Persistently refusing to wear Personal Protective Equipment (e.g. a hard hat on a building site); and
- Dangerous driving on the work site.
When employees commit serious breaches of health and safety rules, this can result in reputational damage.
There is also significant liability for employers.
Damage to property
This can include deliberate or wilful damage to property or gross negligence that can result in substantial loss or damage to property.
Serious incapacity or misconduct caused by an excess of alcohol or drugs at work
This covers:
- Serious incapability due to drinking or taking drugs whilst on duty;
- Possession of drugs or taking drugs on the employer’s premises; and
- Buying or selling drugs on the employer’s premises.
Establishing fairness
For the dismissal to be considered fair, the employer must:
- Genuinely believe that the employee had committed the misconduct.
- Show that they had reasonable grounds for believing this.
- When reaching that conclusion, demonstrate they have carried out a reasonable investigation.
- Show the dismissal falls within what is referred to as the “band of reasonable responses”.
An Employment Tribunal will consider all the circumstances of the case, including the employer’s size and resources.
Crucially, a Tribunal will look to see whether the employer’s response to the misconduct fell within the “band of reasonable responses”. If, in the Tribunal’s view, no reasonable employer in the circumstances would have dismissed the employee, the dismissal will be considered unfair.
Employees with at least two years’ service with you can submit a claim to a Tribunal for unfair dismissal.
Remember that to merit summary dismissal, the act must go to the core of the employment relationship and break down the trust and confidence, preventing the relationship from continuing.
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Misconduct issue? Need practical, professional advice?
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