Nadine Hanson, a regional operations manager, has won compensation following an unfair dismissal case against her employer, Interaction Recruitment Ltd.
The Leeds Employment Tribunal ruled in favour of Ms Hanson, who had filed a claim after being repeatedly ignored by her boss, Andrew Gilchrist. The tribunal found that Mr Gilchrist’s behaviour undermined trust and confidence, ultimately leading to Ms Hanson’s resignation.
Ms Hanson, who worked at the company’s Scunthorpe office, was ignored by Mr Gilchrist on three occasions. Employment Judge Sarah Davies ruled that Mr Gilchrist’s actions were “unreasonable” and directly contributed to Ms Hanson’s claim of unfair dismissal.
Unfair Treatment and Pay Rise Dispute
Ms Hanson had been a long-serving employee at Interaction Recruitment Ltd, having worked there for 20 years when the company was acquired by Mr Gilchrist in September 2023. Following the acquisition, Mr Gilchrist made a series of visits to the Scunthorpe office, where, according to the tribunal, he quickly formed an unfavourable opinion of Ms Hanson’s work. His judgment, the tribunal noted, was made without a full understanding of her role or responsibilities.
Tensions escalated during a visit from Mr Gilchrist on a busy workday when Ms Hanson was late due to a medical appointment. Upon arriving at the office, she greeted Mr Gilchrist, but he ignored her and instructed her to join him in a meeting. When Ms Hanson attempted to explain her lateness by showing proof of her appointment on her phone, Mr Gilchrist pushed her phone away.
Additionally, Ms Hanson felt undermined after discovering that Mr Gilchrist had granted pay rises to two of her direct reports without her knowledge or involvement. This contributed to Ms Hanson’s resignation in October 2023 after serving eight weeks’ notice. During her notice period, she was signed off work due to anxiety – but was refused sick leave payment, as Mr Gilchrist disputed the legitimacy of her illness. The tribunal ruled this an unauthorised deduction from wages.
Tribunal Rulings on Unreasonable Behaviour
Employment Judge Sarah Davies condemned Mr Gilchrist’s conduct as being calculated to undermine the trust and confidence essential in the employment relationship. While ignoring an employee’s greeting alone may not constitute a breach of contract, the tribunal ruled that this, combined with Mr Gilchrist’s overall behaviour, amounted to a fundamental breach.
The tribunal also rejected Mr Gilchrist’s testimony, finding it “wholly unconvincing.” His defence that he could not recall whether he greeted Ms Hanson due to the busy office environment was not accepted by the court. The judge noted that Mr Gilchrist had made a “snap judgement” of Ms Hanson’s performance without gathering enough information or properly communicating with her. The tribunal concluded that Mr Gilchrist had disengaged from Ms Hanson and was attempting to force her out of the company.
The Workers Union commented the case, saying, “Ms Hanson’s claim for unfair dismissal and unauthorised wage deduction was upheld, and she is now in line to receive compensation from Interaction Recruitment Ltd. The exact amount of compensation is yet to be determined. The tribunal’s decision highlights the importance of maintaining trust and respect in the workplace, particularly when managing long-standing employees during periods of organisational change.”
