09/09/2026
Probably one for the “things you shouldn’t need an employment lawyer to tell you” file…
An Employment Tribunal has ruled that calling your manager a “slapper” and suggesting she “slept her way to the top” was sufficient grounds for dismissal.
Perhaps unsurprisingly, the Tribunal agreed that the comments could amount to gross misconduct and a serious breach of trust and confidence.
But there is a useful reminder for employers behind the headline.
Even when alleged misconduct appears fairly clear-cut, the process still matters. Employers should investigate properly, establish the facts, follow a fair disciplinary procedure and give the employee an opportunity to respond before reaching a decision.
And for employees?
Maybe keep “slapper” out of the workplace vocabulary. 😬
An eye-catching case, but also a useful example of why getting disciplinary procedures right matters.
https://www.independent.co.uk/news/uk/home-news/tesco-tribunal-lynda-pearson-isabel-mumby-b3046446.html
The comments constituted gross misconduct