Miss R Stevens v Pall Manufacturing UK Ltd — 2026

Miss Stevens was summarily dismissed on 20 March 2025 following an investigation and disciplinary process concerning anomalous forward-flow test results for filters. The Tribunal found that Pall Manufacturing UK Limited genuinely believed she was guilty of gross misconduct, had reasonable grounds for that belief, and had carried out a reasonable investigation. Testing data established that she had not followed the Product Data Sheet requirements to conduct three purges and a pressure test lasting at least seven minutes.

The Tribunal found that the investigation, disciplinary hearing, reconvened hearing and appeal gave Miss Stevens notice of the allegations, access to the relevant material, opportunities to respond, and the right to be accompanied. Although the Respondent did not interview two colleagues whom she said she had consulted, the Tribunal found that their evidence was unlikely to have made a significant difference given the testing data. It also found that Miss Stevens maintained during the investigation and disciplinary hearing that she had read the Product Data Sheet, but admitted at the appeal hearing that she had not read it.

Applying the Burchell analysis and the range of reasonable responses test, the Tribunal held that summary dismissal was within the range open to a reasonable employer and that the procedure was fair and reasonable. The unfair dismissal claim was therefore dismissed. The wrongful dismissal claim was also dismissed because the Respondent was entitled to dismiss Miss Stevens summarily and without notice. This judgment determined liability only and made no monetary award.