Assistant store manager dismissed for manipulating time-recording system: dismissal fair

This case shows that even when an employee admits to manipulating time records, a fair dismissal requires the employer to follow a proper process. The assistant store manager had four years' service and had been promoted, but the tribunal found that Poundland's investigation and disciplinary hearing were thorough enough to justify the decision.

What went wrong for the claimant

The claimant argued that she had not been trained on the Kronos system and therefore should not be held responsible for her mistakes. However, the tribunal found that she had received on-the-job training and had access to the company handbook. More importantly, she admitted to changing the rota and instructing a colleague to clock in without working — actions that the employer's policy clearly listed as gross misconduct. The tribunal noted that the claimant knew the importance of accurate time recording for payroll and health and safety.

What the employer did right

Poundland conducted a reasonable investigation, including a suspension, an investigation meeting, a disciplinary hearing chaired by a different manager, and an appeal. The decision-maker had a genuine belief in the claimant's gross misconduct based on the evidence, including the claimant's own admissions. The tribunal emphasised that the employer's response fell within the range of reasonable responses, even if another employer might have imposed a lesser penalty.

Why this matters for similar claims

Employees who manipulate time-recording systems — whether by clocking in for others, altering records, or allowing work without clocking — face a very high risk of dismissal being upheld. The defence of 'I wasn't trained' is unlikely to succeed if the employee had practical experience and knew the basic rules. Employers, meanwhile, are reminded that a fair process — investigation, hearing, appeal — can protect a dismissal even when the employee admits the conduct.