The Royal Norwich Gold Club Ltd

Case Summary

Mr Todd, employed as Estates Manager and Board Director, was dismissed for conduct failures including not reporting to the Board that water abstraction licences had expired, employee relations issues, a settlement payment, tribunal proceedings, and a theft. The tribunal found the dismissal fair, as Mr Todd's fiduciary duty as a Director required disclosure of these material matters, and the failure to do so was gross misconduct justifying summary dismissal.

Mr Todd's fiduciary duties as a Director required him to report material matters to the Board, including the expired water abstraction licences, employment relations issues, settlements, tribunal proceedings, and theft of money. His failure to disclose these matters constituted gross misconduct in breach of his directorial duties, rendering the summary dismissal fair and justified, and the dismissal procedure was reasonable despite minor procedural issues.

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• •Whether Mr Todd was dismissed for a potentially fair reason (conduct)
• •Whether the Respondent genuinely believed Mr Todd was guilty of the alleged conduct
• •Whether the belief was based upon reasonable grounds
• •Whether the belief was reached after a reasonable investigation
• •Whether the decision to dismiss was within the range of reasonable responses
• •Whether the conduct amounted to gross misconduct
• •Whether the dismissal breached the contractual notice requirement (wrongful dismissal)

. 1 EMPLOYMENT TRIBUNALS Claimant Respondent Mr P W Todd v The Royal Norwich Gold Club Limited Heard at: Norwich On: 2 and 3 February 2026 Before: Employment Judge M Warren Appearances For the Claimant: Mrs R Morgan, Counsel For the Respondent: Miss R Nankya, Litigation Consultant RESERVED JUDGMENT The Claimant’s claims that he was unfairly dismissed and wrongfully dismissed fail and are dismissed. REASONS Background 1. This case was heard over two days on 2 and 3 February 2026. Unfortunately, there was insufficient time to provide an oral decision on the day. The matter was adjourned part heard and the parties were due to attend again before me on Tuesday 24 March 2026 to receive an oral Judgment. Unfortunately, I have been unwell and have therefore had to provide the parties with a Reserved Judgment. I apologise for the inconvenience. 2. Mr Todd was employed by the Respondent as Estates Manager and Board Director between 10 July 2017 and 7 January 2025. After Early Conciliation between 3 April and 15 May 2025, he commenced these proceedings on 13 June 2024 claiming unfair dismissal and wrongful dismissal. . 2 The Issues 3. Was Mr Todd dismissed for a potentially fair reason? The Respondent says that it dismissed him by reason of his conduct, in particular that he had failed to report to the Board that: 3.1. Water abstraction licences had expired; 3.2. That a member of staff had raised a grievance alleging discrimination; 3.3. There had been a settlement involving payment of a sum of money to that individual; 3.4. That another individual issued Tribunal proceedings, and 3.5. That there had been a theft…