Claimant v Royal Mail Group Limited
Outcome
Individual claims
The tribunal found the dismissal was for a permissible reason (conduct), that the employer genuinely believed the claimant committed gross misconduct (posting a petition online making serious allegations about bullying and harassment, approaching colleagues to sign it, and sending it directly to a named manager to cause distress), that there were reasonable grounds for this belief following a reasonable investigation, that the procedure was fair, and that dismissal was within the band of reasonable responses available to a reasonable employer. The claimant's lack of honesty during the investigation, lack of remorse, and indication he would continue similar behaviour were relevant factors.
Dismissed on withdrawal by the claimant on 7 March 2025
Facts
The claimant worked for Royal Mail for 19 years as an OPG at Greenford Mail Hub. He raised two grievances against managers, including one against Mr Patel, which were not upheld after investigation. Unhappy with these outcomes, in October 2023 the claimant posted an open letter and petition on a public online platform alleging widespread bullying and harassment at Royal Mail. He approached colleagues on the night shift asking them to sign the petition and to get family and friends to sign. He also sent the petition link directly to Mr Patel via WhatsApp. The claimant was dismissed for gross misconduct on 25 January 2024 following a disciplinary investigation and appeal.
Decision
The tribunal found the dismissal was fair. The employer genuinely believed the claimant committed gross misconduct by posting the petition publicly (damaging the company's reputation), soliciting colleagues to sign it, and sending it to Mr Patel to cause distress. The investigation was reasonable, the procedure was fair, and dismissal was within the band of reasonable responses. Key factors included the claimant's lack of honesty during the investigation (including denying he sent the petition to Mr Patel despite WhatsApp evidence), his lack of remorse, and concerns he would repeat similar conduct.
Practical note
An employer can fairly dismiss for gross misconduct where an employee posts serious allegations about the employer and named managers on a public forum, even after 19 years' service, particularly where the employee is dishonest during the investigation, shows no remorse, and indicates they would continue similar behaviour.
Legal authorities cited
Statutes
Case details
- Case number
- 3305443/2024
- Decision date
- 27 June 2025
- Hearing type
- full merits
- Hearing days
- 2
- Classification
- contested
Respondent
- Sector
- logistics
- Represented
- Yes
- Rep type
- lay rep
Employment details
- Role
- OPG (Operational Postal Grade)
- Service
- 19 years
Claimant representation
- Represented
- No