Mr N Hiorns v West Midlands Ambulance Service — 2025

The Claimant was dismissed for gross misconduct following allegations of sexual harassment involving three female colleagues. The Claimant admitted the conduct but argued that the context of prior friendships and interactions, and the refusal to adjourn the disciplinary hearing to obtain further evidence, meant the dismissal was procedurally and substantively unfair.

The Tribunal found that the Respondent had introduced policies, training and communications on sexual safety and harassment, and that the Claimant was aware of them. It accepted evidence that the disciplinary panel considered the Claimant's request for an adjournment, remorse and possible lesser sanctions, but focused on three separate incidents involving three individuals and the standards expected after the Respondent's cultural and training initiatives.

The Tribunal concluded there were no procedural errors making the decision unfair and that dismissal was within the range of reasonable responses open to the Respondent. The unfair dismissal claim was dismissed.