Mr B Wright v Extraction Solutions Limited — 2026

Mr Wright was dismissed on 23 June 2025 after the respondent upheld seven allegations concerning inaccurate time recording and expense claims. The tribunal found that Luke Parkes honestly believed Mr Wright had committed misconduct and that this, rather than a predetermined effort to remove him from the business, was the reason for dismissal.

The tribunal found that the respondent had reasonable grounds for its belief following an investigation involving Evalu8 time records, CCTV, enquiries of contractors and opportunities for Mr Wright to explain each allegation and provide supporting evidence. Reliance on CCTV known to Mr Wright was within the range of reasonable responses despite its not then being registered with the Information Commissioner's Office. Keeping Mr Wright's father out of the initial investigation was also reasonable given his absence during the relevant incidents and the potential conflict arising from his relationship with the claimant.

Although the overlapping involvement of Luke and James Parkes in the investigation and disciplinary process was not perfect, the tribunal held that the investigation was adequate when considered as a whole, particularly in light of the respondent's small size and limited management resources. The delay did not reasonably prevent Mr Wright from accounting for his whereabouts, and an independent HR officer subsequently considered and rejected his appeal. The tribunal concluded that dismissal for conduct fell within the band of reasonable responses, so the unfair dismissal complaint was dismissed and no remedy was awarded.