Metroline Ltd

Case Summary

The claimant brought a claim of unfair dismissal against the respondent. The respondent dismissed the claimant for misconduct related to an incident that occurred at work. The Tribunal found that the dismissal was fair.

The tribunal found that the respondent had a fair reason for dismissal (misconduct) and that the dismissal was conducted fairly both procedurally and substantively, therefore the unfair dismissal claim failed on its merits.

• •Whether the claimant was unfairly dismissed

EMPLOYMENT TRIBUNALS Claimant: Mr Mark Hehir Respondent: Metroline Limited Heard at: Watford Employment Tribunal On: 10 -11 November 2025 (In person) Before: Employment Judge Harrison Appearances: For the claimant: Miss King, Counsel For the respondent: Miss Charalambous, Counsel RESERVED JUDGMENT 1. The complaint of unfair dismissal is not well-founded. The respondent did not unfairly dismiss the claimant and the claim is dismissed. REASONS Introduction 1. The claimant Mr Hehir was employed as a bus driver by the Respondent, Metroline, from 4 July 2022 to 15 July 2024, when he was dismissed by the respondent without notice. Claims and issues 2. This is a claim of unfair dismissal brought by the claimant within the meaning of Part X of the Employment Rights Act 1996 (ERA). 3. The respondent contests the claim. It says that the claimant was fairly dismissed for misconduct relating to events that occurred on 25 June 2024 when the claimant was at work. The respondent says that it was entitled to terminate the claimant’s employment without notice because of his gross misconduct. 4. As the file I saw before the hearing did not show that the claimant was represented, I had prepared a short list of issues based on the pleadings. In fact the claimant was represented and at the start of the first day, I had a discussion with Counsel about issues in relation to the unfair dismissal claim and any remedy. In relation to liability the issues were as follows: a. Was the claimant dismissed? b. What was the reason or principal reason for dismissal? The respondent says the reason was conduct. The Tribunal will need to decide whether the respondent genuinely believed the claimant had committed misconduct. c. 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?…