Mr M Jones v City Facilities Management (UK) Ltd — 2026

Mr Jones claimed constructive unfair dismissal, alleging that City Facilities Management Holdings (UK) Limited breached the implied duty of trust and confidence in its handling of workplace allegations made against him in October and November 2025. The allegations concerned comments said to have been made about trans people and immigration. Following an investigation meeting on 7 November 2025, Mr McIntosh recommended that the matter proceed to a disciplinary hearing. Mr Jones stated that he would resign during a meeting on 11 November and gave written notice of his immediate resignation on 12 November 2025.

The tribunal found that the respondent was not required at the investigation stage to disclose the witnesses' identities or all specific details and evidence concerning the allegations. The principal alleged comment about trans people was put to Mr Jones at the investigation meeting. The tribunal found no evidence of bad faith, accepted that Mr McIntosh reached his recommendation in good faith, and found no evidence that the process was made more intimidating than the unavoidable nature of an investigation of that kind.

The tribunal found nothing unfair or unbalanced in the investigation when assessed as a preliminary investigation rather than a disciplinary hearing. It observed that greater clarity about the allegations, supporting evidence and source of the evidence would have been required had the matter reached a disciplinary hearing, but that stage had not been reached when Mr Jones resigned. It also found that there was no statutory or contractual right to be accompanied at the investigation meeting.

The tribunal concluded that the respondent had not breached the implied duty of trust and confidence. There was therefore no dismissal under section 95(1)(c) of the Employment Rights Act 1996, and the constructive unfair dismissal claim was dismissed. No compensation was awarded.