Wetherspoons dismissal ruled unfair

Tribunal finds a long-serving Wetherspoons manager was unfairly dismissed over a 50 percent staff discount incident

Wetherspoons dismissal ruled unfair long serving manager

Peter Castagna-Davies, a shift leader at the Pontlottyn Wetherspoon in Abertillery, was dismissed after 22 years on the job for allowing a colleague a 50% discount on a meal. He processed two halloumi fries, two chicken breast bites, and two Monster drinks for Noah Gardiner and applied the half-price rate to the bill. An internal investigation found this breached policy that limits free items on shift and restricts take-home food. Two minutes earlier Gardiner had used another manager's till key to process a separate free meal, a detail the tribunal noted, along with monitoring via the IntelliQ system that flagged the deal after the fact.

The company had recently tightened rules: only one free item and one soft drink per shift, with extra items at half price and a 20% discount for take-home food. Wetherspoon’s witnesses described a broader crackdown on the 50% discount after staff were found taking food home for their families. The tribunal ultimately held that the dismissal was not within the reasonable range, stressing the system is built on trust and that one incident should not automatically equate to gross negligence. The payout remains to be decided as the parties explore settlement.

The tribunal decision highlights a quiet shift in how courts view workplace discipline. A strict zero-tolerance stance can collide with fairness for employees who have decades of service and clean records. Digital tools like IntelliQ can flag concerns, but judges still weigh context, intent, and proportionality. This ruling suggests employers must spell out rules clearly and apply them with nuance, especially when a long-serving worker is involved.

For pub operators, the case underscores a broader tension between cost control and loyalty. If the policy is too rigid, good staff may feel unfairly treated; if it is too lax, the business risks ongoing losses. The outcome could influence similar cases across the sector and shape how disputes are approached going forward.

Highlights

As tribunals test policy clarity, workplaces must balance rules with fairness