Mr Daniel Williams v Royal Mail Group Limited — 2022

The claimant was dismissed after the respondent found that he had driven a delivery van without wearing a seat belt correctly and had given an untrue explanation during the investigation. The tribunal found the respondent had conducted a reasonable investigation, that the dismissing and appeal officers genuinely believed the misconduct had occurred, and that dismissal for the conduct found was within the range of reasonable responses.

The tribunal rejected the claimant's argument that dismissal was inconsistent with the treatment of another employee. It found the other employee's circumstances were not truly parallel because that employee admitted a single incident and expressed remorse, while the claimant admitted repeated conduct and had initially given an explanation designed to deceive the investigating officer.

The holiday pay complaint was dismissed because the claimant did not provide evidence of the dates of leave taken or a calculation showing sums owed, and did not challenge the respondent's leave figures. The disability discrimination complaints were also dismissed: the tribunal found no protected act for victimisation, no less favourable treatment because of disability, no requirement that the claimant drive a van, and no pleaded PCP that placed him at a substantial disadvantage requiring adjustment.