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so were the figures fabricated?
....hmmm £7k doesn't seem much for a constructive dismissal......one wonders why.....
New job?
Probably it's mostly a basic award based on age, length of service and with a capped "week's pay" value. These are quite low for younger people and those with a relatively short length of service. The additional "compensation" aspect of an award can generate bigger payouts but these too are often low in practice, usually because the individual has found alternative employment with the same or better prospects than the job which is the subject of the claim.
So, probably nothing sinister especially considering the Judge's remark that he "found no culpability by Faithorn that should reduce the amount of compensation he awarded,"
....alarm bells ringing...
1) Employee has a solicitor on speed dial
2) Employee takes time off for stress following initiation of investigation
3) Employee resigns before investigation complete
4) Employee walks into another job within weeks?
?
There was an exclusive (of her) investigation and she was then called to a disciplinary meeting. This is enough to stress an employee. Most employees would consult a solicitor if inexpectedetly summoned to a disciplinary meeting. Human beings get very distressed when they are "turned on" by their employer, and resigning is a fight or flight type response, as psychologists say "emotional hijacking" took over her rational mind. I think what the judge concluded is, treat people with respect, innocent until guilty, proceed to disciplinary after at least a supportive conversation. Unfortunately it is all too common for new employers to hear the words "my last employer was truly awful" and it is accepted if the person and CV appears to have merit, so good on her for finding a new position.
Were they represented?
As costs aren't usually awarded at ET, justice probably came at a net loss if these claimants had legal representation.