{"id":2100,"date":"2022-01-25T04:21:33","date_gmt":"2022-01-25T04:21:33","guid":{"rendered":"https:\/\/uk.legalvision.com.au\/?p=2100"},"modified":"2023-07-18T03:43:14","modified_gmt":"2023-07-18T02:43:14","slug":"gross-misconduct","status":"publish","type":"post","link":"https:\/\/legalvision.co.uk\/employment\/gross-misconduct\/","title":{"rendered":"What is Gross Misconduct in the UK?"},"content":{"rendered":"\n<p><span style=\"font-weight: 400\">Employing staff is not always a smooth process. Whilst you may have employees who do an excellent job and always behave professionally, there may be times when your employees do not. Your<\/span> employee&#8217;s conduct might be so severe that it amounts to gross misconduct. When faced with a situation that might be gross misconduct, you need to be confident about distinguishing what gross misconduct is and how you can deal with it as an employer. If you cannot or do not deal with it appropriately, you could be<span style=\"font-weight: 400\"> in a position where similar behaviour happens again. You could also find that your employee takes you to a tribunal costing your business time and money.<\/span> To help, t<span style=\"font-weight: 400\">his article will explain gross misconduct in the UK<\/span>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What Does Gross Misconduct Mean?<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400\">There is no exact legal definition of what gross misconduct means. However, <a href=\"https:\/\/legalvision.co.uk\/employment\/ordinary-gross-misconduct\/\">gross misconduct<\/a> is when your employee carries out something severe or where the effects of what they have done are serious. Accordingly, the result of your employee\u2019s behaviour destroys the relationship between you and your employee.&nbsp;<\/span><\/p>\n\n\n\n<p>Employee conduct that could be<span style=\"font-weight: 400\"> &#8216;gross misconduct&#8217; could <\/span>include<span style=\"font-weight: 400\">:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">theft;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">dishonest behaviour;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">fraud;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">physical violence;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">malicious damage;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">gross negligence, which is acting carelessly with a disregard for others, such as for their property;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">serious insubordination, which is where your employees do not follow instructions;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">intoxicat<\/span>ion<span style=\"font-weight: 400\">, although where this is due to addiction, it may not constitute gross misconduct;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">indecent behaviour;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">sabotage;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">serious <a href=\"https:\/\/legalvision.co.uk\/employment\/workplace-safety-assessments\/\">breaches of safety and health<\/a>;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">offensive behaviour such as <a href=\"https:\/\/legalvision.co.uk\/employment\/employment-discrimination\/\">discrimination<\/a>, <a href=\"https:\/\/legalvision.co.uk\/employment\/bullying-or-harassment\/\">harassment, abuse and bullying<\/a>;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">bribery;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">downloading pornography;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">misuse of software;<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">misuse of confidential information; and<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">setting up a business that creates competition.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">What Can an Employer Do About Gross Misconduct?<\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Dismissal<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">If your employee carries out gross misconduct, you can <a href=\"https:\/\/legalvision.co.uk\/employment\/summary-dismissal-legal\/\">dismiss them immediately<\/a><\/span> or undergo a summary dismissal.<span style=\"font-weight: 400\"> This means that <\/span>your employee is<span style=\"font-weight: 400\"> required to leave the workplace immediately, and you are not required to give them:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400\">the notice you would typically give your employee as required under the employment contract; or<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400\">any notice pay.<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400\">However, when dismissing your employee, you must follow a fair procedure. You should first examine what has allegedly happened and allow your employee to give their side of the story.<\/span><\/p>\n\n\n\n<div class=\"box box--icon box--info\">\n<p><span style=\"font-weight: 400\">You must be able to show that your employee\u2019s behaviour was severe enough to justify instant dismissal where a reasonable employer would have instantly dismissed. Additionally, you must demonstrate that dismissal was fair and reasonable.<\/span><\/p>\n<\/div>\n\n\n\n<p><span style=\"font-weight: 400\">You <\/span>do not have to<span style=\"font-weight: 400\"> pay your employee notice pay when <a href=\"https:\/\/www.gov.uk\/dismiss-staff\/fair-dismissals\">dismissing them for gross misconduct<\/a>. However, you must ensure they receive any payments you owe them, such as salary and expenses. You must also ensure that <\/span>you pay your employee<span style=\"font-weight: 400\"> any holiday leave they have not used. There may be other benefits you need to give them, but their employment contract will state where this is not the case.<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Other Penalties<\/h3>\n\n\n\n<p>As an alternative to dismissal, you can suspend your employee on full pay whilst investigating this issue. This is a good option where the alleged misconduct could damage your business. However, you should only suspend your employee for as long as necessary.&nbsp;<\/p>\n\n\n\n<p>You could also send the relevant employee a written or verbal warning or demote them. <span style=\"font-weight: 400\">If taking disciplinary action against gross misconduct, you should follow your company policy and the <\/span><a href=\"https:\/\/www.acas.org.uk\/sites\/default\/files\/2021-03\/discipline-and-grievances-at-work-the-acas-guide.pdf\"><span style=\"font-weight: 400\">ACAS code of practice<\/span><\/a><span style=\"font-weight: 400\"> for this. Otherwise, where you do end up dismissing, t<\/span>his could constitute an unfair dismissal.<\/p>\n\n\n\n<p><span style=\"font-weight: 400\">You should also ensure consistency in your approaches towards employees and gross misconduct. Therefore, where one employee carries out a specific action that constitutes gross misconduct, your action towards them should be how you would respond if another employee did the same unless you can justify otherwise. Otherwise, you could be acting unfairly and discriminating<\/span> based on protected characteristics.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Gross Misconduct Policy<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400\">As an employer, it is good practice to have a policy about gross misconduct in place. This could be placed within your employee\u2019s employment contract or, for example, in a staff handbook. Here, you can clarify your rules and give examples of what may be considered gross misconduct. While some acts l<\/span>ike<span style=\"font-weight: 400\"> physical violence and theft are reasonably obvious as gross misconduct, others are not so obvious.&nbsp;As such, it is essential to point out that any examples are not exhaustive.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">Having a policy regarding gross misconduct can help prevent your employees from carrying out gross misconduct. It is also helpful in situations where an employee decides to take you to an employment tribunal for unfair dismissal. By having a robust gross misconduct policy in place, you can demonstrate that the employee was aware that their actions fell under your company&#8217;s policy on valid reasons for dismissal.<\/span><\/p>\n\n\n\n\n<a href=\"#content-next\"\n   class=\"block p-4 mt-10 text-xl font-bold text-center text-white no-underline bg-gray-800 rounded-t-xl\">\n    Continue reading this article below the form\n    <i class=\"text-xl fa-regular fa-arrow-down\"><\/i>\n<\/a>\n<div class=\"px-6 pt-10 pb-12 mb-10 text-center bg-gray-100 rounded-b-xl sm:px-12 test\">\n    <div class=\"mb-8 text-2xl font-bold text-orange\">\n        Need legal advice?\n        <br>\n        <span class=\"text-lg not-prose\">\n                            Call <a href=\"tel:+448081968584\" class=\"not-prose\">0808 196 8584<\/a> for urgent assistance.\n                <br>\n                Otherwise, complete this form, and we will contact you within one business day.\n                    <\/span>\n    <\/div>\n\n    \n\n<div 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You should deal with these situations appropriately. This means you must conduct a fair procedure when investigating the allegation. It is also good practice to ensure that your employees know what might constitute gross misconduct in your business and how you may deal with it when it takes place.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400\">If you need help understanding gross misconduct, our experienced <a href=\"https:\/\/legalvision.co.uk\/employment-lawyers-lp\/\">employment lawyers<\/a> can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents for a low monthly fee. So call us today on <a href=\"tel:+448081968584\" class=\"AVANSERnumber dynamic-number\">0808 196 8584<\/a> or visit our <\/span><a href=\"https:\/\/legalvision.co.uk\/membership\"><span style=\"font-weight: 400\">membership page<\/span><\/a><span style=\"font-weight: 400\">.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400\">Frequently Asked Questions<\/span><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1643084325832\"><strong class=\"schema-faq-question\">What is gross misconduct?<\/strong> <p class=\"schema-faq-answer\">Gross misconduct is when your employee has carried out an action that seriously affects your business and breaks your relationship with them. This could be, for example, theft or violence.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1643084340610\"><strong class=\"schema-faq-question\">What actions are considered gross misconduct?<\/strong> <p class=\"schema-faq-answer\">There is no exhaustive list of what actions might constitute gross misconduct. While some such as theft are reasonably obvious, others may not be. It is, therefore, important that as an employer, you try to give some examples as a non-exhaustive list so your employees are aware.<\/p> <\/div> <\/div>\n","protected":false},"excerpt":{"rendered":"<p>Employing staff is not always a smooth process. Whilst you may have employees who do an excellent job and always behave professionally, there may be times when your employees do not. Your employee&#8217;s conduct might be so severe that it amounts to gross misconduct. When faced with a situation that might be gross misconduct, you<a href=\"https:\/\/legalvision.co.uk\/employment\/gross-misconduct\/\">Continue reading <span class=\"sr-only\">&#8220;What is Gross Misconduct in the UK?&#8221;<\/span><\/a><\/p>\n","protected":false},"author":13380,"featured_media":606,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"2105,2138,2243,3269,1822,1787","_relevanssi_noindex_reason":"","editor_notices":[],"footnotes":""},"categories":[35],"tags":[20,21,223,284,285,449,472],"class_list":["post-2100","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment","tag-small-business","tag-medium-business","tag-large-business","tag-misconduct","tag-dismissal","tag-disciplinary-meeting","tag-gross-misconduct"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>What is Gross Misconduct? 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