An EasyJet cabin crew manager, dismissed for engaging in what the airline termed 'inappropriate banter', has emerged victorious in a significant unfair dismissal claim against the budget carrier.
Ross Anderson, who managed a team of cabin crew based at Manchester Airport, was summarily dismissed in August 2022. The airline alleged his behaviour, including comments made in a work-related WhatsApp group, violated its strict social media and conduct policies.
'Banter' or Gross Misconduct?
EasyJet contended that Mr. Anderson's messages crossed a line from acceptable workplace humour into offensive territory. The company's decision to fire him was framed as a necessary step to uphold its corporate values and ensure a respectful environment for staff.
However, the Manchester employment tribunal heard a different story. The panel found critical flaws in the airline's investigative process, concluding that EasyJet had failed to conduct a reasonable investigation before terminating his employment.
A Flawed Investigation
The ruling highlighted that the decision to dismiss was based on an incomplete picture. The tribunal heard evidence that the investigation did not properly consider the context of the messages or the team's dynamics, where such exchanges were reportedly common and mutual.
This case throws a spotlight on the fine line between friendly workplace banter and misconduct, and the immense responsibility on employers to conduct thorough, fair investigations before making dismissal decisions.
Implications for Workplace Culture
The tribunal's decision is a stark reminder for corporations about the importance of due process in HR matters. It underscores that even large, established companies like EasyJet must ensure their disciplinary procedures are robust, fair, and evidence-based to avoid costly and reputation-damaging tribunal claims.
For now, Mr. Anderson has been cleared of gross misconduct, with the tribunal ruling his dismissal was unfair.
