Julia Sas v Cardiff Council — 2025

The claimant resigned after concerns about how the respondent handled a Violence at Work report, her grievance and grievance appeal, access to policies, and a later email from the appeal manager. The tribunal considered whether those matters, individually or cumulatively, amounted to conduct without reasonable and proper cause that destroyed or seriously damaged the implied term of trust and confidence.

The tribunal found deficiencies in the respondent's handling of matters, including that the Violence at Work investigation and grievance investigation could have been more thorough, there were delays in the grievance and appeal process, and the claimant was incorrectly sent an out-of-date policy. However, taking the matters cumulatively, the tribunal did not find that the respondent's conduct was likely to destroy or seriously damage the employment relationship.

The tribunal concluded that the claimant did not resign in response to a repudiatory breach of contract and was not dismissed within section 95 of the Employment Rights Act 1996. Her unfair dismissal claim failed and was dismissed.