Case 4101696/2022 · Employment Tribunal
Mr P Flockhart v Represented by: Mr R Dorrian - Solicitor Hoyer Gas and Petroleum Logistics Limited — 2022
- Case reference
- 4101696/2022
- Decision date
- 21 November 2022
- Jurisdiction
- Scotland
- Judge
- Employment Judge S MacLean
- Venue
- Glasgow
Parties
2 namedClaimant
Mr P Flockhart
Key findings
Tribunal's reasoningThe case arose from a road traffic collision on 15 December 2021 while Mr P Flockhart was driving a fuel tanker on the A814 Clydeside Expressway. The respondent investigated the incident using forward-facing camera footage, the claimant’s account, and the audio recording of his calls to the call centre controller. Ms Ure conducted the investigation, and Ms Matheson chaired the disciplinary hearing. The tribunal recorded that the claimant had no prior accident history and that the damage and injuries were limited, but the footage showed the third party vehicle already in the inside lane before the claimant moved into it.
The tribunal held that the unfair dismissal complaint failed. It accepted that the reason for dismissal was conduct, a potentially fair reason under section 98 of the Employment Rights Act 1996, and applied the Burchell approach and the range of reasonable responses test. It found that the respondent had reasonable grounds for believing the claimant had driven without ensuring it was safe to move into the inside lane, that the investigation was reasonable, and that the disciplinary and appeal processes were fair. The tribunal noted that Ms Matheson considered the claimant’s mitigation, including his length of service and clean driving record, but concluded that dismissal was justified given the nature of the incident and the potential consequences.
The tribunal also dismissed the wrongful dismissal claim. Clause 26 of the written particulars gave the claimant one calendar month’s notice after probation, but the tribunal found that the conduct disclosed on the footage was sufficiently serious to amount to repudiatory breach and fell within the contractual examples of gross misconduct, including grossly negligent, reckless or dangerous driving. It accepted that blind spots existed, but found that the claimant executed the manoeuvre when the other vehicle was already alongside, then continued driving for about 46 seconds with the third party vehicle wedged against the cab before stopping. No remedy was awarded because both claims were dismissed.
Claims and outcomes
2 findings recorded| Claim type | Issue or finding | Outcome | Protected characteristic | Award |
|---|---|---|---|---|
| Unfair dismissal | The separate automatic unfair dismissal allegation based on trade union activity was withdrawn on 7 July 2022 and dismissed under rule 52. The remaining unfair dismissal complaint was dismissed after the tribunal found the respondent had a potentially fair reason for dismissal, that the investigation and appeal were reasonable, and that dismissal fell within the band of reasonable responses. | Dismissed | — | — |
| Wrongful dismissal | Although the contract provided for one month’s notice, the tribunal found the claimant’s driving on 15 December 2021 amounted to repudiatory breach / gross misconduct and justified summary dismissal without notice. | Dismissed | — | — |
Legal tests applied
4 references- s.98 ERA 1996
- Burchell test
- band of reasonable responses test
- repudiatory breach of contract
Official outcome judgment PDF
Gov.uk primary recordThe official judgment PDF on gov.uk contains the tribunal's outcome, reasoning, and any remedy details. Where this page does not yet show extracted outcomes for every claim, use the PDF as the authoritative source.
Published on gov.uk under the Open Government Licence v3.0.
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