Wildlife charity ordered to pay £30,000 after unfair dismissal

A wildlife charity has been ordered to pay just over £30,000 in compensation after an employment tribunal found that it had unfairly dismissed a long-serving conservation officer. The employee, who had spent more than twenty years with the organisation, brought the claim following a serious breakdown in relations with senior management. The tribunal was clear that the dismissal process itself was fundamentally flawed.

The dispute began when concerns were raised internally about the employee’s conduct and suggestions that his actions had damaged the charity’s reputation. In response, he raised his own concerns about the behaviour and management style of one of the senior leaders, describing the working environment as strained and noting the impact on staff and volunteers.

The tribunal heard that senior figures discussed these issues privately and agreed between themselves that the employee should leave the organisation. Emails from early 2023 revealed that this decision had effectively been made long before any formal process was started.

A report was later produced which set out what the organisation described as “significant concerns” about the employee’s performance. Shortly afterwards, he received a letter confirming that his hours and responsibilities would be reduced and that his company vehicle would be removed due to financial pressures. The situation escalated further when he was suspended the following month.

He was then informed that the disciplinary process against him had been withdrawn. However, within just twenty minutes, he received a second letter dismissing him with immediate effect. The tribunal described this as a critical failing, concluding that the decision to dismiss had been predetermined and that the employer had not followed a fair or reasonable procedure. As a result, the charity was ordered to pay £30,303 in compensation.

This case highlights the importance of following a fair and transparent process when dealing with performance or conduct concerns. Decisions should never be made before an investigation has been carried out, and employers must be able to demonstrate that they approached the situation with an open mind.

Long-serving staff, in particular, are likely to expect a careful and well-documented process. Employers who act too quickly, rely on assumptions, or fail to follow their own procedures risk significant financial and reputational consequences. Ensuring that investigations and disciplinary processes are carried out properly is not only good practice it is a crucial safeguard against costly tribunal claims.

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Wildlife charity ordered to pay £30,000 after unfair dismissal

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