An NHS ambulance worker has won her unfair dismissal claim after being sacked following a violent incident involving her spouse, despite having no involvement in it. The employment tribunal found that the employer relied heavily on the actions of the employee’s wife who attacked the claimant’s manager with a hammer, rather than on any misconduct by the employee herself, and concluded that the dismissal appeared driven by concerns about reputational damage rather than evidence of genuine risk.
Commenting on the case, Bellevue Law’s Chloe Grant noted that employers must base disciplinary decisions on an employee’s own conduct, not the behaviour of partners or family members. She stressed that assumptions or speculation about reputational fallout are not valid grounds for dismissal. Employment specialist Joanne Moseley similarly warned that employers should not rely on a criminal charge or investigation without a clear, evidence‑based assessment of risk. The case reinforces that association with someone else’s actions is not, in itself, a fair reason for dismissal.
View the full article here NHS ambulance worker wins unfair dismissal claim after her wife attacked boss with hammer
