Senior lecturer dismissed for romantic relationship with student: dismissal fair
A senior lecturer with 14 years' service was fairly dismissed for gross misconduct after developing a romantic relationship with a student. The tribunal rejected his claims of unfair dismissal and race discrimination.
1 min read · Last updated 18 May 2026
Case details
- #lecturer-student-relationship
- #professional-boundaries
- #gross-misconduct
- #race-discrimination
- #indirect-discrimination
- #comparator-evidence
Key facts
- The claimant was a senior lecturer at the University of the Arts London from 2006 until his summary dismissal on 1 December 2020.
- He developed a romantic relationship with a student (EA) over several months in early 2020, including exchanging poems, kissing, and buying a plane ticket.
- The respondent's investigation found no sexual harassment but upheld a charge of inappropriate professional behaviour.
- The disciplinary hearing, chaired by Professor Crow, concluded the conduct amounted to gross misconduct and dismissed the claimant.
- The claimant's appeals and claims of race discrimination were rejected by the tribunal.
Timeline
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Employment started
Claimant began working as a lecturer at the University of the Arts London.
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Oral warning for inappropriate behaviour
Claimant received an oral warning for inappropriate behaviour towards a female student in 2008.
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Promoted to senior lecturer
Claimant was promoted to senior lecturer.
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Meeting about professional boundaries
Claimant met with Professor Crow and HR to discuss professional boundaries and the forthcoming Relationships Policy.
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Relationship with student began
Claimant began providing academic support to student EA, which developed into a romantic relationship.
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Student asked to end romantic relationship
EA told the claimant she wanted to cease the personal relationship and maintain professional contact only.
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Formal complaint by student
EA raised a formal complaint about the claimant's behaviour.
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Investigator appointed
Mrs Terry was appointed to investigate the complaint.
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Investigation report completed
Mrs Terry found no sexual harassment but recommended disciplinary action for inappropriate professional behaviour.
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Disciplinary hearing
Professor Crow chaired the disciplinary hearing; the claimant attended with his union representative.
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Summary dismissal
Claimant was dismissed for gross misconduct.
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Appeal hearing
Appeal committee upheld the dismissal.
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Tribunal hearing
Substantive hearing of the claimant's claims.
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Judgment issued
Tribunal dismissed all claims.
The legal issue
The tribunal had to decide whether the claimant's summary dismissal for gross misconduct was fair under the Employment Rights Act 1996, and whether the respondent directly or indirectly discriminated against him on grounds of his Chinese nationality or ethnic origin under the Equality Act 2010.
The outcome
The tribunal dismissed all claims. It held that the respondent had a genuine belief in the claimant's misconduct based on a reasonable investigation, and that dismissal was a proportionate sanction. The race discrimination claims failed because the claimant did not identify a proper comparator or show that the relationships policy placed Chinese staff at a particular disadvantage.
Lessons & takeaways
- Universities can fairly dismiss staff who breach clear professional boundaries policies, even without proven sexual harassment.
- Prior warnings about professional conduct make it harder to argue that dismissal is outside the range of reasonable responses.
- Race discrimination claims require proper comparator evidence; general cultural differences are unlikely to succeed without specific disadvantage.
- A long service record does not automatically protect against dismissal for gross misconduct if the conduct is serious enough.
This case shows how seriously universities take professional boundaries between staff and students. The senior lecturer had been warned previously about inappropriate behaviour and had attended a meeting about the forthcoming relationships policy. Despite this, he began a romantic relationship with a student, exchanging poems and buying a plane ticket. When the student ended the relationship and complained, the university investigated and dismissed him for gross misconduct.
What the university did right
The investigation was thorough, led by an external investigator who found no sexual harassment but recommended disciplinary action for inappropriate professional behaviour. The disciplinary hearing was chaired by a senior academic, Professor Crow, who had previously discussed boundaries with the claimant. The tribunal noted that the university had a legitimate aim in protecting students and maintaining professional standards, and that the policy was clear and proportionate.
Why the discrimination claims failed
The claimant argued that the relationships policy indirectly discriminated against Chinese staff because it was not clear enough for someone from a Chinese cultural background. The tribunal rejected this, noting that the claimant was a senior academic who had been involved in drafting the policy and had received training. His direct discrimination claim also failed because he could not show that a white comparator in similar circumstances would have been treated differently.
What this means for similar claims
Employees in positions of trust, especially in education, need to be aware that personal relationships with students can be grounds for dismissal even if there is no sexual element. The tribunal will look at whether the employer had a genuine belief in misconduct, based on a reasonable investigation, and whether dismissal was within the range of reasonable responses. Prior warnings and clear policies make it harder to challenge the outcome.
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