Former Jaguar Land Rover Manager Triumphs in Unfair Dismissal Tribunal
A manager at Jaguar Land Rover, previously honoured as "employee of the year," has emerged victorious in an unfair dismissal case after allegations surfaced that he falsified a colleague's signature. John Wiggans, who worked at Vertu Jaguar Land Rover in Nelson, Lancashire, from January 2013 until his dismissal in April 2024, brought his employer, Albert Farnell Limited, before an employment tribunal.
Allegations and Disciplinary Proceedings
Mr Wiggans was terminated for gross misconduct following accusations that he forged another manager's signature on a policy document authorising repairs worth £1,343.93 to a customer's vehicle. During the disciplinary hearing, he contended that there was "a target on his back" after he attempted to resign the previous year. He further alleged that Divisional Sales Manager David Butler had described him as "too big for his boots."
General manager Allison Reade admitted to making the remark but denied stating "he needs taking down a peg or two," according to tribunal records. The claimant firmly believed that a conspiracy existed to remove him from his position.
Compensation Reduction Due to Contributory Conduct
Although the tribunal ruled in favour of Mr Wiggans, the judge reduced his compensation by 75% due to "contributory conduct." The judge noted that Mr Wiggans' behaviour was culpable and blameworthy, as he failed to be fully transparent in explaining how the policy form was completed. He only answered specific questions posed to him and later relied on this for not providing a more comprehensive explanation earlier.
This lack of clarity led Allison Reade and David Butler to perceive inconsistencies in his responses, ultimately influencing the decision to dismiss him. The judge concluded that while the employer genuinely believed Mr Wiggans was guilty of gross misconduct and had reasonable grounds for that belief, the investigation was not as thorough as it should have been, the procedure was unfair, and alternatives to dismissal were not adequately considered.
Employer's Response and Core Values
A spokesperson for Vertu Jaguar Land Rover responded to the tribunal's decision, stating, "The Employment Tribunal found that our decision to dismiss Mr Wiggans was justified. It ruled that the facts, including Mr Wiggans's behaviour, were serious enough to justify dismissal, even considering his length of service."
However, the company expressed disagreement with the tribunal's broader conclusion that the dismissal was procedurally unfair, particularly regarding how the decision was reached. The spokesperson emphasised, "Professionalism and integrity are two of our core values, and we will continue to uphold these standards across our dealerships for the benefit of customers, colleagues, and shareholders."
This case highlights the complexities of employment disputes and the importance of fair procedures in workplace disciplinary actions.
