Tesco Stores Ltd

Case Summary

The claimant, a Team Manager Nights at a Tesco store, was dismissed on 2 June 2024 for gross misconduct. The tribunal found that the respondent had a reasonable belief in the misconduct, conducted a reasonable investigation, and acted procedurally fairly. The tribunal held that dismissal was within the band of reasonable responses of a reasonable employer.

The tribunal found the dismissal fair because the employer had reasonable grounds for believing in misconduct, carried out a reasonable investigation, acted procedurally fairly, and the decision to dismiss was within the band of reasonable responses for gross misconduct of the seriousness found.

Use these claim-type pages to compare this decision with other published tribunal cases, outcome patterns, and visible award data.

• •reason for dismissal
• •whether misconduct was a fair reason
• •whether respondent acted reasonably in dismissing for misconduct
• •reasonable grounds for belief
• •adequacy of investigation
• •procedural fairness
• •whether dismissal was within range of reasonable responses

1 EMPLOYMENT TRIBUNALS Claimant: Miss Angelina Rowntree Respondent: Tesco Stores Limited Heard at: Watford Employment Tribunal On: 23/24/25 March 2026 Before: Employment Judge Alliott Representation Claimant: In person Respondent: Ms A Niaz-Dickinson (counsel) RESERVED JUDGMENT The judgment of the tribunal is that: 1. The claimant’s claim of unfair dismissal is dismissed. FULL REASONS Introduction 1. The claimant was employed by the respondent on 11 June 2017 as a Customer Assistant and by 2023 she had been promoted to Team Manager Nights at the Ponders End Tesco Store. The claimant was dismissed on 2 June 2024 with immediate effect and paid in lieu of notice. By a claim form presented on 7 November 2024, following a period of early conciliation from 27 August to 8 October 2024, the claimant presents a claim of unfair dismissal. The respondent defends the claims. The issues 2. What was the reason or principal reason for dismissal? 3. Was it a potentially fair reason? 4. If the reason was misconduct, did the respondent act reasonably in all the circumstances in treating that as a sufficient reason to dismiss the claimant? The tribunal will usually decide, in particular, whether: 2 4.1 There were reasonable grounds for that belief; 4.2 At the time the belief was formed the respondent had carried out a reasonable investigation; 4.3 The respondent otherwise acted in a procedurally fair manner; 4.4 Dismissal was within the range of reasonable responses. Remedy for unfair dismissal 5. Remedy for unfair dismissal 5.1 Does the claimant wish to be reinstated to their previous employment? 5.2 Does the claimant wish to be re-engaged to comparable employment or other suitable employment? 5.3 Should the Tribunal order reinstatement? The Tribunal will consider in particular whether reinstatement is practica…