In Cathal Hussey v Tesco Ireland Ltd (ADJ-00052619), the WRC ordered the reinstatement of an employee dismissed after referring to his line manager as “useless”. The worker had over 16 years’ service, and although an investigation was carried out, followed by appeals, Tesco ultimately dismissed him. The WRC found the dismissal to be unfair under the Unfair Dismissal Acts 1997-2015. Key to the decision was whether the employer’s disciplinary processes—including appeals—justified dismissal for the comment. The ruling underscores that employers must ensure disciplinary sanctions are proportionate and consistent, particularly for longstanding employees, and that dismissal is not always warranted for isolated verbal remarks.

In the recent high profile decision of the Workplace Relations Commission (“WRC”) in Cathal Hussey v Tesco Ireland Limited (ADJ-00052619), Tesco has been ordered to re-engage a worker who was dismissed after calling his manager “useless”.

Facts: The Complainant had 16 + years service with the Respondent prior to the decision to dismiss.

In terms of the issues giving rise to dismissal, the Complainant had referred to his line manager as “useless” following which his line manager had filed a grievance under the Respondent’s bullying and harassment procedure.

An investigation was undertaken by the Respondent. Following the investigation there was a disciplinary process the outcome of which was to impose a sanction of a final written warning on the Complainant. This was appealed by the Complainant and on appeal the Respondent elevated the sanction to that of dismissal. It seems a further appeal was offered against the sanction of dismissal and the Complainant exercised that additional right of appeal. The outcome of the additional appeal was to uphold the dismissal.

The Complainant brought a claim against the Respondent under the Unfair Dismissal Acts 1997-2015 (the “Acts”) and sought the remedy of reinstatement.

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