Claimant v Lea Interchange Bus Company Limited
Outcome
Individual claims
The tribunal found that the dismissal was not unfair. The respondent had a potentially fair reason for dismissal and acted within the band of reasonable responses available to a reasonable employer in the circumstances.
The tribunal found that the respondent was entitled to dismiss the claimant without notice. The claimant's conduct was sufficiently serious to constitute a repudiatory breach of contract justifying summary dismissal.
Facts
Mr Pandor was employed by Lea Interchange Bus Company Limited and was subsequently dismissed. The hearing took place over three days with both parties represented by counsel and included an interpreter for Gujarati. There had been an earlier postponement of the final hearing for which the respondent unsuccessfully sought costs or wasted costs.
Decision
The tribunal dismissed both claims brought by the claimant. The unfair dismissal claim failed as the respondent had a potentially fair reason and acted reasonably. The wrongful dismissal claim failed as the claimant's conduct justified summary dismissal without notice pay.
Practical note
A bus company successfully defended both unfair and wrongful dismissal claims by demonstrating that the employee's conduct was sufficiently serious to warrant summary dismissal and that fair procedures were followed.
Case details
- Case number
- 3201434/2023
- Decision date
- 28 August 2025
- Hearing type
- full merits
- Hearing days
- 3
- Classification
- contested
Respondent
- Sector
- transport
- Represented
- Yes
- Rep type
- barrister
Claimant representation
- Represented
- Yes
- Rep type
- barrister