Senior lecturer with 30 years' service unfairly dismissed: tribunal criticises university's conduct process
A senior physics lecturer at the University of Exeter has been awarded £100,969.78 after an employment tribunal found her dismissal for gross misconduct was unfair and that she was harassed for raising unconscious bias concerns.
1 min read · Last updated 18 May 2026
Case details
Key facts
- Dr Plaut was a senior lecturer in physics at the University of Exeter for 30 years.
- She was dismissed for conduct relating to her supervision of two PhD students.
- The tribunal found the dismissal procedurally and substantively unfair.
- The tribunal upheld a claim of harassment/victimisation for suspension after a return-to-work comment.
- Compensation was enhanced by 25% for Acas Code breach and reduced by 25% for contributory conduct.
- The total award was £100,969.78, including £20,000 for injury to feelings.
Timeline
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Employment started
Dr Plaut began working at the University of Exeter as the only female physics academic.
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Unconscious bias workshop
Dr Plaut organised and contributed to an unconscious bias workshop for the department.
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Colleague complaint outcome
A complaint by a colleague resulted in no formal action.
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Student 1 complaint raised
Student 1 raised an allegation about an incident involving a desk lamp.
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First suspension
Dr Plaut was suspended over the Student 1 allegation.
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Final written warning
First disciplinary hearing outcome: 18-month final written warning for gross misconduct.
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Return to work meeting
Dr Plaut made a comment about unconscious bias, leading to a second suspension.
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Second suspension
Dr Plaut was suspended for the comment made at the return to work meeting.
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Second disciplinary hearing
Hearing regarding Student 2 and alleged breakdown of relationships.
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Dismissal
Dr Plaut was dismissed by Professor Tim Quine.
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Appeal dismissed
Appeal against dismissal dismissed after 16 months.
The legal issue
The tribunal had to decide whether the lecturer's dismissal for conduct relating to her supervision of two PhD students was unfair, and whether her suspension for a comment about unconscious bias amounted to harassment or victimisation on grounds of race and sex.
The outcome
The tribunal found that the University of Exeter unfairly dismissed the senior lecturer. The decision was based on a flawed procedure and an unreasonable conclusion that dismissal was within the range of reasonable responses. The tribunal also upheld claims of harassment and victimisation arising from a second suspension imposed after the lecturer made a comment about unconscious bias at a return-to-work meeting.
Compensation was calculated as follows:
- Basic award: £11,221.88
- Compensatory award: £63,920.14
- Injury to feelings: £20,000.00
- Acas Code uplift: 25% on compensatory award
- Reduction for contributory conduct: 25%
- Total award: £100,969.78
Lessons & takeaways
- Long-serving employees are entitled to a thorough and fair disciplinary process; failing to properly investigate or consider alternatives can render a dismissal unfair.
- Suspending an employee for raising concerns about unconscious bias may amount to victimisation or harassment if it is linked to a protected act.
- Employers should ensure disciplinary decisions are made by an impartial decision-maker who has considered all relevant evidence, including the employee's length of service and past record.
- A 25% uplift for breach of the Acas Code can significantly increase compensation, so employers must follow the Code's procedural requirements.
- Contributory conduct can reduce compensation, but the reduction must reflect the employee's actual fault, not the employer's perception of it.
A 30-year career ended by a flawed process
This case shows how a long-serving employee can be unfairly dismissed when an employer rushes to judgment without following proper procedure. The senior lecturer had spent three decades at the University of Exeter, yet found herself dismissed over complaints from two PhD students. The tribunal found that the university's disciplinary process was 'procedurally and substantively unfair' – a strong rebuke that highlights the importance of fair process, especially for employees with significant service.
What went wrong
The university's handling of the case fell short in several key respects. The tribunal noted that the decision-maker failed to properly consider the lecturer's long service and unblemished record, and did not adequately explore alternatives to dismissal. The process was also tainted by a second suspension imposed after the lecturer made a comment about unconscious bias at a return-to-work meeting – a comment the tribunal found was a protected act, making the suspension an act of harassment and victimisation.
Why this matters
This decision serves as a reminder that even in cases involving alleged misconduct, employers must follow a fair procedure and consider all relevant factors. The 25% uplift for breach of the Acas Code and the award of £20,000 for injury to feelings underscore the serious consequences of getting it wrong. For employees, the case illustrates that raising concerns about discrimination is a protected act, and that retaliation for doing so can lead to additional claims.
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