Miss P Mistry v Travelodge Hotels Ltd — 2022

The claimant resigned from her supervisor role after raising concerns about her relationship with her manager, training and support, fact-finding meetings, staffing, lighting in reception, and handling of personal information. The tribunal treated the incident on 19 December 2019, when the manager was downloading CCTV for an investigation and asked the claimant to leave the office, as the alleged final straw.

The tribunal found that the manager had reasonable and proper cause for asking the claimant to leave the office because she was carrying out a confidential task relating to an investigation and instructing the claimant to start a housekeeping meeting. It rejected parts of the claimant's account of that incident, including that she had been banished from the office or rudely shouted at, though it found the manager snapped at her later when she returned despite a do not disturb sign.

Considering the alleged acts individually and cumulatively, the tribunal found no breach of the implied term of trust and confidence. It found the respondent had reasonable and proper cause for the fact-finding meetings, that training and support were adequate for the claimant's role, that some mistakes were addressed, and that delays over the reception lights did not amount to conduct likely to destroy or seriously damage trust and confidence. The claimant's employment therefore ended by resignation, not dismissal, and the unfair dismissal complaint was dismissed.