Employer Liable for Unfair Dismissal (EAT)

James Williams

In Mr. B Knight v Off Broadway Ltd: [2024] EAT 109, the Employment Appeal Tribunal (EAT) held that:

  • The Claimant was unfairly dismissed due to a lack of proper investigation by the Respondent.
  • The dismissal process did not follow proper procedures, leading to the unfair treatment of the Claimant.

The Claimant, Mr. B Knight, was employed by the Respondent and brought forward claims of unfair dismissal. He highlighted significant issues in the way his dismissal was handled, which contributed to the tribunal’s decision. The tribunal found that the Respondent did not adhere to the statutory requirements and internal procedures necessary for a fair dismissal. This included a lack of proper investigation and failure to follow due process.

The tribunal noted several issues: the Claimant was not given adequate notice, and he did not receive a fair hearing. Additionally, the Respondent could not provide a reasonable justification for the dismissal. The tribunal also found that the Respondent breached the Claimant’s employment contract by not following the agreed-upon dismissal procedures. This breach contributed to the unfair treatment of the Claimant.

The ET concluded that Mr. Knight’s dismissal was unfair and ordered appropriate remedies for the Claimant. The tribunal emphasised the importance of following statutory guidelines and internal policies to ensure fairness in employment decisions.

This case highlights the necessity for employers to follow established procedures and statutory requirements during dismissal processes. It underscores the importance of ensuring fair treatment of employees by conducting thorough investigations and providing proper hearings. Employers must also adhere to the terms of employment contracts to avoid breaches that could lead to unfair dismissal claims.


Mr B Knight v Off Broadway Ltd [2024] EAT 109.

James Williams – Solicitor

James Williams

I am a qualified Employment Law and HR Solicitor. I specialise in acting for schools and advise on all aspects of employment law and HR including attending employee meetings, advising senior leaders, conducting redundancy consultations, drafting contracts of employment, advising on policies and procedures and negotiating settlement agreements.