Real Employment Law Advice

Unfair Dismissal and Covert Surveillance

Covert Surveillance used by Employer to justify dismissal of an Employee

In a recent case that was decided by the Employment Appeal Tribunal it was ruled that the fact that the surveillance was taken covertly, without the employee’s knowledge did not affect the outcome that ultimately the employee’s dismissal was fair.

In the case, the employee, Mr Gayle had been videoed on five separate occasions at a sports centre when he was being paid to work for the City and Council of Swansea. Unsurprisingly Mr Gayle’s Employer dismissed him for his conduct, and when he pursued his claim for unfair dismissal in the Employment Tribunal he sought to rely on Article 8 of the Human Rights Act and was successful with his claim for unfair dismissal. Article 8 of the Human Rights Act protects a person’s right to a private life.

The Employment Appeal Tribunal however did not agree with Mr Gayle’s argument and noted that the evidence was taken in a public place, when he was on his employer’s time and therefore he should have had a reasonable expectation that he would not be able to keep his activities private during this time.

The City and Council of Swansea were allowed to rely on the evidence obtained in making their decision to dismiss Mr Gayle, and this did not render the dismissal unfair.

Share This Article
Share on facebook
Share on twitter
Share on linkedin
Share on email
Share on whatsapp
Share on print
Read More Articles
Any questions? Contact us

Appointments are available on the telephone or via Skype throughout the UK.

Alternatively we offer face to face appointments on the Isle of Wight, in Eastleigh, Salisbury, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.

Leave a Reply

Your email address will not be published. Required fields are marked *

The information contained in this blog post is provided for guidance and is a snapshot of the law at the time it is written. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

Solicitor in Eastleigh | Solicitor in Salisbury | Solicitor Isle of Wight