In a shocking revelation, more than 700 subpostmasters found themselves wrongly convicted of theft as a result of a flawed computing and accounting system known as Horizon, sparking what has come to be known as the Post Office Horizon scandal.
Although the saga has been unfolding since 2000, it recently gained renewed attention following the broadcast of an ITV drama, “Mr Bates vs The Post Office,” on January 1, shedding light on the tragic stories of those affected.
The impacted subpostmasters were allegedly coerced into pleading guilty to crimes they did not commit or face imprisonment, as reported by lawyers who represented many of those caught up in the scandal.
Compelled to repay money the Post Office claimed had disappeared, numerous individuals suffered the devastating consequences of lost jobs, homes, and life savings.
Fortunately, justice prevailed, and the case was eventually overturned after a High Court ruling determined that bugs, errors, and defects in the Horizon system were responsible for the discrepancies.
However, the fallout from this scandal holds critical lessons for employers, particularly in the realm of Human Resources.
So, what does this scandal mean for HR?
Kate Palmer, Employment Services Director at Peninsula, offered insights into the lessons that Human Resources can glean from the Post Office Horizon scandal. She emphasised the vital importance of conducting fair and thorough investigations when faced with disciplinary allegations.
Palmer advised, “In cases of alleged misconduct, organisations should ensure that a fair and thorough investigation is carried out to establish the facts and decide if there is a case to answer, before proceeding to a disciplinary hearing.” She stressed the need for evidence collection during the investigation, including relevant documents and witness statements, which should be provided to the employee in advance of the disciplinary hearing to enable them to prepare a response.
Transparency in investigations
Also, Palmer highlighted the significance of transparency in investigations. If evidence reveals flaws in processes or technology, it should be acknowledged rather than placing blame on those who raise concerns or identify faults. Recognizing that the accused employees may be experiencing immense stress, Palmer underscored the duty of care employers have in supporting their health and well-being throughout the disciplinary process.
“In some circumstances, it may be necessary to adjourn the disciplinary hearing so that further investigations can be conducted,” Palmer added. Additionally, she recommended having measures in place to support employees’ mental health and well-being, such as access to Employee Assistance Programs, regular check-ins with suspended employees, and designated points of contact within the organisation for those seeking assistance.
As the Post Office Horizon scandal serves as a stark reminder of the consequences of mishandling disciplinary investigations, employers are urged to take these lessons to heart to prevent similar injustices and safeguard the well-being of their employees.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
What it appears to mean is that The Post Office did everything to prevent a clear and open process, failed to admit when they got it wrong, lied to cover their arses, almost certainly perverted the course of justice and perjured themselves and HR utterly failed to stop it. People died as a result and hopefully Corporate Manslaughter charges will follow. HR Goal #1 is to keep Directors from going to jail. Fail. The HRD at the time will/should be up there with the other Directors in the Court. Complete failure of moral courage and hopefully a salutary lesson to others in HR that following the corporate line blindly is not the way to go. We have an ethical and fidcuciary duty to protect our employees at all levels. Just an awful display of corporate malevolence and HR should hang its head in shame.