United Lincolnshire Hospitals NHS Trust v Farren

JurisdictionUK Non-devolved
CourtEmployment Appeal Tribunal
Neutral CitationUKEAT/0198/16 LA
Year2016
Date2016
Employment Appeal Tribunal United Lincolnshire Hospitals NHS Foundation Trust v Farren UKEAT/198/16 2016 Nov 14 Judge Eady QC, Mrs M V McArthur, Mr H Singh

Employment - Unfair dismissal - Re-engagement - Nurse dismissed for serious breach of employer’s drugs procedure - Finding of unfair dismissal - Tribunal refusing to reinstate nurse but ordering re-engagement in different department - Employer contending breakdown in trust and confidence - Whether re-engagement practicable - Employment Rights Act 1996 (c 18), s 116

The claimant was a staff nurse employed by the appellant trust in a hospital A & E department. It was alleged that during a busy night shift she had administered medication to patients without prior prescription, contrary to the trust’s policy for medicines management, but had obtained a doctor’s signature afterwards. She was summarily dismissed for serious failings of professional judgment following a disciplinary investigation, which concluded that she had been dishonest in not admitting that the prescriptions were signed after the medication had been administered. An employment tribunal upheld her complaint of unfair dismissal on the ground that, while the trust had shown a potentially fair reason for dismissal, the investigation and disciplinary process were flawed. The tribunal dismissed her complaint of wrongful dismissal on the ground that she had administered medication without prior authority in breach of the trust’s policy, which amounted to serious misconduct such as to provide grounds for summary dismissal under the trust’s disciplinary procedure. At a remedy hearing, the tribunal accepted the trust’s concerns that the claimant could not be trusted to adhere to its medicines management policy if faced with a similarly stressful situation and refused to make a reinstatement order under section 116(1) of the Employment Rights Act 1996F1. However, the tribunal considered that the claimant had been an honest witness in her account to the tribunal and had accepted that acting in breach of the policy was very serious; and it concluded that, having regard to her experience and past good record, the claimant could be trusted in another nursing role in a different environment and it made an order for the claimant to be re-engaged in another department.

On appeal by the trust—

Held, allowing the appeal and remitting the question of re-engagement for rehearing, that whether or not to order re-engagement under section 116(2) of the Employment Rights Act 1996 was essentially a question of fact for the tribunal, having regard to whether it was practicable for the employer to comply with such an order as at the date the tribunal was considering making the order; that, where an employer was relying on a breakdown in trust and confidence as making re-engagement impracticable, the tribunal had to be satisfied not only that the employer genuinely believed that trust and confidence had broken down but also that its belief in that respect was not irrational; that the issue of trust and confidence had to be tested in order to determine whether a re-engagement order was capable of being successfully carried into effect by the parties; that, however, that was not the approach adopted by the tribunal, which had relied on its own assessment of the claimant’s record and professional commitment in concluding that she could be trusted in a different department, whereas it should have asked whether the trust genuinely believed that the claimant had been dishonest, whether that belief was rationally held, and whether the trust had made good its case that confidence could not be repaired; but that, since it could not be said that a re-engagement order was not a permissible remedy or that the decision was necessarily perverse, the matter would be remitted to the same tribunal (post, paras 25, 27, 36, 3943).

The following cases are referred to in the judgment:

Barke v SEETEC Business Technology Centre Ltd [2005] EWCA Civ 578; [2005] ICR 1373, CA

British Airways plc v Valencia [2014] ICR D29; [2014] IRLR 683, EAT

Burns v Royal Mail Group plc (formerly Consignia plc) [2004] ICR 1103, EAT

Central and North West London NHS Foundation Trust v Abimbola UKEAT/542/08 (unreported) 3 April 2009, EAT

Clancy v Cannock Chase Technical College [2001] IRLR 331, EAT

Coleman v Magnet Joinery Ltd [1975] ICR 46, CA

McBride v Scottish Police Authority [2016] UKSC 27; [2016] ICR 788, SC(Sc)

Manchester College v Hazel UKEAT/136/12 (unreported) 9 July 2012, EAT

Oasis Community Learning v Wolff UKEAT/364/12 (unreported) 17 May 2013, EAT

Sinclair Roche & Temperley v Heard [2004] IRLR 763, EAT

United Distillers & Vintners Ltd v Brown UKEAT/1471/99 (unreported) 27 April 2000, EAT

Wood Group Heavy Industrial Turbines Ltd v Crossan [1998] IRLR 680, EAT

The following additional case was cited in argument:

Kerry Foods Ltd v Lynch [2005] IRLR 680, EAT

APPEAL from the decision of an employment judge sitting at Lincoln

By a judgment sent to the parties on 6 April 2016, following a remedy hearing on 29 February 2016, an employment judge ordered that the claimant, Mrs Joyce Farren, be re-engaged by her employer, United Lincolnshire Hospitals NHS Foundation Trust. The trust appealed on the grounds that the employment judge erred in law in (1) finding that, having rejected a claim for reinstatement, it would not be unjust to order re-engagement; (2) finding that the trust had not established dishonesty when other findings of fact led to that conclusion; and (3) failing to apply the correct test, namely, whether a reasonable employer could have concluded that the claimant had been dishonest.

The facts are stated in the judgment.

Colin Bourne (instructed by DAC Beachcroft LLP, Leeds) for the trust.

Adam Ohringer (instructed by Royal College of Nursing Legal Services, Birmingham) for the claimant.

14 November 2016. JUDGE EADY QC delivered the following judgment of the appeal tribunal.

Introduction

1 This is our unanimous judgment, in which we refer to the parties as the claimant and the trust. We are concerned with the trust’s appeal against a judgment of the Lincoln employment tribunal (Employment Judge Faulkner, sitting alone on 29 February 2016) sent to the parties on 6 April 2016, by which the tribunal ordered that the claimant was to be re-engaged by the trust, the tribunal having earlier found that she had been unfairly dismissed. Representation before the employment tribunal was as it has been on this appeal.

The relevant background

2 The claimant had been employed by the trust since 1992 and as a staff nurse since September 2006, employed in that capacity at the trust’s Grantham & District Hospital. Over a night shift on 16 and 17 May 2014, an incident occurred which ultimately led to the claimant’s summary dismissal on 24 October 2014. That incident, and the way in which matters came to be progressed to a disciplinary investigation, are described by the tribunal in its liability judgment:

“11. The background to this matter can be stated briefly, being tragic events which occurred on the night of 16 and 17 May 2014. The claimant, employed by the [trust] since July 1992 and as a staff nurse since September 2006, was on duty in A & E. A young boy was brought to the hospital apparently having suffered a cardiac arrest; despite the efforts of hospital staff, he sadly died. As can be imagined, his adult family members were distraught, at least one collapsing and others damaging property. It is alleged that at some point later in the night the claimant administered the drug diazepam to four of the family members without prescription from a doctor and therefore in an unauthorised manner. The claimant does not dispute that if she did so it was contrary to the [trust’s] policy for medicines management … and the Nursing & Midwifery Council [‘NMC’] ‘Standards for medicines management’ … It is also alleged that the claimant failed to complete the required patient records, again contrary to the medicines management policy … and to the NMC’s ‘Record keeping, guidance for nurses and midwives’ …

“12. Whilst in large part the claimant accepts that her record-keeping was on this occasion wholly inadequate, she does not accept that she administered the drugs without prescription. Her case is that the drugs were prescribed by Dr Naqvi. The matter came to the trust’s attention when Dr Naqvi informed an A & E speciality meeting on 20 May 2014 that she had been asked by the claimant to complete prescriptions when the claimant had already given the drug to the patients, Dr Naqvi signing the prescriptions thereafter. The claimant was not present at that meeting.

“13. Ms Shepherd [a sister at the hospital] evidently reported the matter to Ms Charles [matron for medicine], who e-mailed Ms Shepherd on 21 May … outlining what she understood from their discussion, including the comment, ‘This medication was not prescribed at the time of administration’. Mr Prydderch [deputy director of operations] was copied into that e-mail, having stated in an e-mail to Ms Charles the day before, ‘Sounds like someone,? “Joyce” [the claimant] decided to give someone in the family diazepam, then told Naqvi to write it up later. Naqvi hadn’t even seen the patient but wrote it up anyway. Jeez.’ On 22 May … he e-mailed other colleagues, stating that Dr Naqvi ‘was just performing tasks under duress, from someone who it sounds is quite difficult and overwhelming’. The claimant takes that as a reference to her; it seems to me more likely than not that it was.

“14. It was decided that the claimant should carry out non-clinical work whilst the matter was investigated, rather than being suspended. On 23 May, Ms Charles prepared a short report for Mr Prydderch, headed ‘Preliminary investigation’ … The report stated that Dr Naqvi had informed the meeting on 20 May that the claimant had asked her to complete the prescriptions for patients she had given the drug to ‘and there was no need for the doctor to see the patients’. The report appears...

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    ...claimant was guilty of misconduct (Wood Group Heavy Industrial Turbins Ltd v Crossan [1998] IRLR 680 and United Lincolnshire Hospitals NHS Foundation Trust v Farren [2017] ICR 513 and approved in Basic Award : Unfair dismissal 26.Section 118 of ERA the provides that: “(1) Where a tribunal m......
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