Dismissed after raising multiple grievances: breakdown in working relationships as a fair reason
A tribunal has ruled that University College London fairly dismissed a teaching fellow with 15 years' service after a series of grievances and tribunal claims led to an irreparable breakdown in working relationships. No compensation was awarded.
1 min read · Last updated 18 May 2026
Case details
- #protected-disclosure
- #victimisation
- #breakdown-in-relationships
- #grievance-process
- #some-other-substantial-reason
Key facts
- The claimant was employed as a teaching fellow in Arabic from October 2007.
- He raised three grievances in 2018 and 2019 against his line manager and colleagues.
- He made a protected disclosure in May 2018 about alleged improper changing of student exam marks.
- The grievance panel found his conduct in the hearing had caused a breakdown in working relationships.
- He was dismissed on 15 June 2021 for an irreparable breakdown in trust and confidence.
- The tribunal found the dismissal was fair and not because of the protected disclosure or protected acts.
Timeline
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Employment started
Claimant began working as a teaching fellow in Arabic at UCL's Centre for Languages and International Education.
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Stepped down as coordinator
Claimant stepped down as Arabic language coordinator due to pay dissatisfaction and reduced his hours to 0.9 FTE.
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Examiners' meeting
The exam board decided to exclude the reading and writing component for level C due to material irregularity; concerns were raised about marking.
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Protected disclosure email
Claimant emailed the Vice-Provost alleging that student marks had been illegally changed to ensure passes.
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First formal grievance
Claimant lodged a grievance against Dr Hoffmann, alleging victimisation, bullying, and unfair treatment.
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Second grievance
Claimant lodged a second grievance, including an allegation of race and sex discrimination.
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Third grievance
Claimant lodged a third grievance against Dr Hoffmann and Adam Salisbury.
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Grievance hearing
The grievance hearing took place; claimant accused witnesses of dishonesty and the investigator of bias.
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Grievance outcome
Grievances were not upheld; panel recommended review of working relationships.
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Dismissal
Claimant was dismissed with notice for some other substantial reason – breakdown in working relationships and trust.
The legal issue
The tribunal had to decide whether the dismissal was unfair, whether it was automatically unfair because of a protected disclosure about exam marks, and whether it amounted to victimisation for raising grievances and bringing tribunal claims.
The outcome
The tribunal dismissed all claims. It found that the real reason for dismissal was not the protected disclosure or the protected acts, but the breakdown in working relationships caused by the claimant's conduct during the grievance process and his repeated allegations of dishonesty against colleagues. The employer had a fair reason ('some other substantial reason') and followed a fair procedure, including a proper investigation and consideration of alternatives.
No compensation was awarded as the claims failed.
Lessons & takeaways
- Raising a grievance does not give blanket protection from dismissal if your conduct during the process causes a breakdown in working relationships.
- Employers can fairly dismiss for 'some other substantial reason' where trust and confidence have broken down, provided they follow a fair procedure.
- Making a protected disclosure will not automatically make a dismissal unfair if the employer can show the real reason was something else, like relationship breakdown.
- Bringing multiple tribunal claims against colleagues can be seen as part of a pattern that justifies dismissal if it poisons working relationships.
What this case shows in practice
This case illustrates how a long-serving employee can still be fairly dismissed when their conduct during internal processes leads to an irreparable breakdown in working relationships. The teaching fellow had worked at University College London for 15 years, but a series of grievances and tribunal claims against colleagues created an atmosphere where trust and confidence could not be restored.
What the employer did right
UCL carried out a thorough investigation into the grievances, held a hearing, and considered alternatives before deciding on dismissal. The tribunal noted that the claimant's own behaviour during the grievance hearing — including accusing witnesses of dishonesty and the investigator of bias — was a key factor in the breakdown. The employer was not required to wait for an updated medical report or to offer a different role when the relationship had completely broken down.
Why the result matters
This decision confirms that 'some other substantial reason' can include relationship breakdowns caused by an employee's conduct, even where that conduct includes protected disclosures or grievances. Employees should be aware that while they have the right to raise concerns, the manner in which they do so can have consequences. For employers, the case shows the importance of following a fair process and documenting the reasons for dismissal, particularly when the employee has a long service record.
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