We recently had an employee whom we caught abusing our internet policy. We allowed him to resign rather than go through the disciplinary process, which we thought would inevitably lead to dismissal, given the seriousness of the wrong-doing and the strength of evidence. However, a HR colleague from another location said we have left our employer open to an unfair dismissal challenge. Could you please advise?

Posted in : First Tuesday Q&A NI on 5 August 2014
Arthur Cox
Arthur Cox
Issues covered:

It is not uncommon for employees to resign in the face of potential dismissal and employers often prefer this option in order to avoid the time and expense of a dismissal leading to a dispute or litigation, which can of course happen regardless of whether the dismissal was fair.

However, employers should be careful when adopting this approach as they can often accept such resignations and then find themselves facing unfair dismissal proceedings where the employee alleges that he/she was left with no option but to resign (a forced resignation).

Tribunals are then asked to consider whether an employee has resigned or whether, in the circumstances, they have in fact been dismissed. If

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Back to Q&A's This article is correct at 02/09/2015

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Arthur Cox
Arthur Cox

The main content of this article was provided by Arthur Cox. Contact telephone number is +44 28 9026 2673 or email rosemary.lundy@arthurcox.com

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