The claimant was a nurse working at a care home for the elderly. She was dismissed following incidents including sleeping on duty, not tending to an elderly resident who had had a fall, and falsifying records of when a patient had been attended for a drip feed. The ET found that her dismissal was unfair because dismissal did not fall within the range of reasonable responses. They reduced the claimant's award under the Polkey principle and for contributory fault. The respondent appealed against the unfair dismissal decision and the claimant cross appealed against the deductions to her award. The EAT upheld the respondent's appeal. The Tribunal's decision was vitiated by one conclusion which was insupportable and others which involved substitution or failure to apply the reasonable responses test. A finding of fair dismissal was substituted.

In the Court of Appeal counsel for the claimant submitted that it was for the ET to decide whether the dismissal was within reasonable bounds and not for the EAT to substitute their own views or at least the matter should have been remitted. Rimer LJ notes, citing Foley v Post Office that the ET does not have to find the employer's decision perverse (although he finds the guidance in that case difficult). He considers the Court of Appeal's role in such cases which is to assess

"the correctness or otherwise of the decision of the EAT to reverse the decision of the ET; but in doing so its primary focus must, as is usual in appeals against orders of the EAT, necessarily be on the correctness or otherwise of the ET's decisions "

With this in mind he focuses on the ET's approach to the particular incident of falsifying records and finds that the ET erred in law by substituting their own view as to the seriousness of the matter, which the respondents considered to justify dismissal. He therefore dismissed the appeal and also declined to remit the matter as the facts had been found by the ET who had then simply misdirected themselves.
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Neutral Citation Number: [2013] EWCA Civ 29

Case No: A2/2012/1050

IN THE COURT OF APPEAL (CIVIL DIVISION)

ON APPEAL FROM THE EMPLOYMENT APPEAL TRIBUNAL

His Honour Judge David Richardson, Ms V. Branney and Mr D.G. Smith

UKEAT/0281/11/LA

Royal Courts of Justice

Strand, London, WC2A 2LL

Date: 06/02/2013

Before :

LORD JUSTICE PILL

**LORD JUSTICE HUGHES

**and

LORD JUSTICE RIMER

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Between :

TAYEH (Appellant)

- and -

BARCHESTER HEALTHCARE LIMITED (Respondent)

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(Transcript of the Handed Down Judgment of WordWave International Limited

A Merrill Communications Company

165 Fleet Street, London EC4A 2DY

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Mr Neil Clark (instructed by Aman Solicitors Advocates) for the Appellant

Mr Daniel Tatton Brown (instructed by Croner Consulting Limited) for the Respondent

Hearing date: 9 November 2012

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Judgment

As Approved by the Court

Crown copyright ©

Lord Justice Rimer : Introduction

1. By a judgment, sent with reasons to the parties on 7 April 2011, the Watford Employment Tribunal ('the ET') (Employment Judge Southam, Mrs S.Long and Mrs P.W. Burrage) held, by a majority, that the claimant, Anita Tayeh, a registered nurse, had been unfairly dismissed from her employment at a care home by the respondent, Barchester Healthcare Limited ('BHL'). The judgment also recorded that the parties had agreed that the compensation to which Ms Tayeh became entitled by reason of that holding was £18,000.

1. That agreement as to compensation was without prejudice to BHL's right to appeal to the Employment Appeal Tribunal ('the EAT') against the unfair dismissal finding. BHL did appeal. By an order dated 11 April 2012, the EAT (His Honour Judge David Richardson, Ms V. Branney and Mr D.G. Smith) allowed BHL's appeal and substituted a finding that the dismissal was fair.

1. Ms Tayeh wished to appeal to this court against the EAT's order, and by an order of 25 June 2012 Pill LJ gave her permission to do so. Whilst Ms Tayeh had admittedly committed two acts of misconduct involving vulnerable residents in the care home, it was arguable in his view that the ET had been entitled to find, as it had, that dismissal was outside the band of reasonable responses to such misconduct that might have been adopted by a reasonable employer. Neil Clark represented Ms Tayeh on the appeal. He appeared in neither tribunal below, in which Ms Tayeh represented herself. Daniel Tatton Brown represented BHL. He too appeared in neither tribunal below, in which BHL was represented by Mr K. Chauduri, of Croner Consulting Limited.

1. I shall in what follows: (i) summarise the relevant provisions of Ms Tayeh's employment contract; (ii) set out the facts found by the ET; (iii) summarise the ET's conclusions; (iv) summarise the EAT's conclusions; and (v) explain the arguments and my conclusions on the appeal.

A. Ms Tayeh's employment contract

1. Ms Tayeh was born in 1948. She is a level 2 registered nurse with two years of academic training. In 1996, she was employed by Westminster Health Care Limited to work at Magnolia Court Care Home. At some uncertain date, Magnolia Court was acquired by BHL, which operates registered care homes, including 32 in the south-east region. One consequence of that was that Ms Tayeh's employment transferred to BHL under the TUPE regulations. At all relevant times following such transfer, she worked at Magnolia Court for four 12-hour nights a week (thus a 48-hour week). On her shifts, she was the registered nurse responsible for the second floor.

1. Whilst the date of BHL's acquisition of Magnolia Court was uncertain, BHL provided Ms Tayeh with a statement of the terms and conditions of her employment, which both parties signed in February 2005 and which gave an employment commencement date of 16 January 2005. Clause 16, 'Termination', included that 'In the event of gross misconduct, you may be dismissed without notice'. Clause 17, 'Disciplinary Procedure', provided:

'The disciplinary procedure is explained in the Employee Handbook. The purpose of the procedure is to achieve improvements in unsatisfactory conduct or performance by staff. In cases of gross misconduct or poor performance, the employee may be dismissed subject to a right of appeal.

The Company has an obligation to investigate cases of alleged professional misconduct and in certain circumstances may have to make a report to the NMC [Nursing and Midwifery Council].'

1. It was either common ground before the ET, or at any rate the ET found, that the 'Employee Handbook' was incorporated into Ms Tayeh's employment contract. The Handbook included BHL's disciplinary procedure and, in particular, what it described as a non-exhaustive, illustrative list against 28 bullet points of types of conduct that would be deemed 'Gross Misconduct'. The 1st, 5th, 15th, 16th and 17th (the only ones the ET identified expressly, and which I have numbered for ease of subsequent reference) read:

'1. Breach of safety rules and/or any action, which endangers the health or safety of residents/patients, visitors or work colleagues …

1. Failure to administer to, or the mis-management of drugs in respect of, residents or patients …

1. Falsification of timesheets and/or pay documentation

1. Falsification of the written records of the Company

1. Fraud or any other illegal offence committed against the Company'

1. The next section of the Handbook, headed 'Suspension,' provided, so far as material, for BHL to be entitled to suspend an employee 'for a period on full pay where it is believed that this course of action is appropriate, having regard to the circumstances of the particular allegation(s).'

1. The ET set out Ms Tayeh's job description. The 'Purpose of Job' was 'To provide and supervise the delivery of high quality nursing care to residents in accordance with up-to-date, evidence-based professional practice and company policies.' The main responsibilities were listed under 16 numbered heads, of which the ET identified in particular the following:

'4. Continuously evaluate nursing care in accordance with the resident's needs and within the "named nurse" system. Ensure the named nurse system is kept up-to-date. …

1. Ensure that documentation relating to the delivery of care is completed accurately, legibly and in accordance with company standards. Participate in the formal audit process at the request of the Home Manager.

1. Comply with the NMC Code of Conduct at all times and ensure processes are adhered to for the safe ordering, custody, storing, disposing and administration of all medication. Accept responsibility for the safety of medication in store and on the trolley during dispensing rounds.'

1. The provisions of the NMC Code of Conduct that the ET regarded as material were the following:

'1.3 You are personally accountable for your practice. This means that you are answerable for your actions and omissions, regardless of advice or directions from another professional

1.4 You have a duty of care to your patients and clients, who are entitled to receive safe and competent care.'

B. The facts

(a) The early morning of 2 December 2009

1. At 2.00 am on a date early in December 2009, Ms Caratella (the general manager of Queen's Court Care Home) and Ms Lampard (the general manager of Magnolia Court) made an unannounced visit to Magnolia Court. Each produced a report of what they found. Ms Caratella's is dated 2 December 2009 but describes the visit as having been on '1 December 2009 at 2 am'. Ms Lampard's is dated 1 December 2009 and also describes the visit as having been 'on the 1st December 2009'. Despite the noted agreement of both as to the date of the visit, the ET found that it occurred at 2.00 am on 2 December 2009. No issue arises as to that finding.

1. The ET summarised the findings in the reports. A number of fire doors were open and trolleys were obstructing the doors. Lindi Bare (whose status was not given) and RGN [Registered General Nurse] Esther Otto were covered in blankets and asleep on the first floor. RGN Lee Hiew was also asleep. None was wearing appropriate clothing. No-one was at the nurses' station. HCA [health care assistant] Michelle Madekuroza and HCA Wendy Jordan were asleep on the second floor. Ms Tayeh, who was responsible for the second floor, 'was thought to be asleep' and was observed with a cup in one hand, a pen in the other, a newspaper on her lap and her eyes closed. Fire doors were also open on the second floor. Some residents had no call bells. Some had been given double incontinence pads or were lying on towels. Bedrail charts had not been completed. A meeting of staff present was immediately convened and the nurses and assistants were told of their shortcomings.

1. Neither report referred to a matter that would be raised later: namely, a 'PEG [percutaneous endoscopic gastrostomy] feed', the giving of which Ms Tayeh recorded at about 3.00 am in the record of patient, DF, but did so in the 6.00 am time line, the time when the feed was due to be given. No feed was given at 3.00 am and so the entry was a false one. A PEG feed is a form of continuous drip feed which, once attached, can be in operation for several hours. The patient can be checked to see if any feed is in operation.

1. A consequence of the 2 December visit was that BHL employed an additional nurse at Magnolia Court for the purpose of ensuring that the night staff did not sleep on duty. She may have had wider duties, but if so the ET made no finding as to what they were.

1. Another consequence was that Ms Tayeh was summoned to a meeting on 4 December 2009 by Diana Parry, the general manager of another BHL care home. It was also attended by Dorota Clark, as a note taker. Ms Parry put to Ms Tayeh that (i) she had been asleep at the time of the visit, (ii) bedrail checks had not been done, (iii) double incontinence pads had been used, (iv) call bells were not in the reach of residents, and (iv) she had falsified the PEG feed record by making an entry at 3.00 am for a feed intended to be administered at 6.00 am. Ms Tayeh was summoned to a second meeting with Ms Parry on 30 December 2009, which Ms Clark also attended as a note taker. The same points were put to Ms Tayeh as at the previous meeting. Ms Tayeh was provided with copies of the notes of the meetings, and before the disciplinary meeting that was later held. Whilst she asserted to the ET that they were inaccurate, she did not explain how, nor did she complain to BHL at the disciplinary meeting or at all of their claimed inaccuracy.

1. A third investigatory meeting was held on 1 February 2010. The interviewer was Penny Hammond, the note taker Binta Alhassan. The note recorded Ms Hammond as having referred to the relevant visit to Magnolia Court as being on 1 December 2009 rather than 2 December, but again nothing turns on that. Ms Hammond put to Ms Tayeh that the fire doors had been wedged open and obstructed, as to which Ms Tayeh is noted as saying that 'We all decided to leave the fire doors open'. As to the double padding of the residents, she was noted as saying that 'we don't do it, that was the first time it had been done. We were short of the right pads.' As for the PEG feed due at 6.00 am that was documented at 3.00 am, Ms Tayeh's responded that 'It was a mistake.' The non-completion of the bedrail checks was put to her, her response being that 'the carers had the files, they had the folders with them'.

(b) The night of 10/11 February 2010

1. On 10 February 2010, a new resident, RF, was admitted to Magnolia Court at about 6.20 pm. At 7.40 pm she suffered a fall. Ms Tayeh was not present at the time – she was due to be on duty at 8.00 pm – and another member of staff recorded the fall in a Communication Sheet and an Accident and/or Incident Record. Ms Tayeh arrived for her duty at 8.30 pm: she was late because of the overrunning of some training she had been undergoing. The subsequent events of the night of 10/11 February 2010, which involved Ms Tayeh, were the subject of an investigation by Katie Plumb, a deputy care home manager from Atfield House, Isleworth brought in by BHL, and I shall come to it.

1. On 16 February 2010, shortly before she was due to commence her night shift, Hillary Mashiri (a senior health care assistant) informed Ms Tayeh that she had been suspended from her duties. She was sent home and her duties that night were performed by an agency nurse. Ms Tayeh made a prompt complaint to Ms Lampard of the suspension, saying that she had not been given notice of its nature, that confidentiality had been breached by the fact that it had been conveyed orally rather than in writing and that it had damaged her reputation. BHL confirmed the suspension in writing on 23 February 2010.

(c) The Plumb investigation

1. Ms Plumb considered the two reports of the 2.00 am visit on 2 December 2009 and the notes of the interviews of Ms Tayeh held on 4 and 30 December 2009 and 1 February 2010. She inspected the fluid chart for 2 December 2009. That did not itself prove any wrongdoing, because the PEG feed was due at 6.00 am, and, on its face, the chart showed the relevant entry as having been made then. There is, however, no dispute that, as she had admitted, Ms Tayeh had made the entry at 3.00 am.

1. Ms Plumb investigated the Magnolia Court documentation relating to the patient RF on the day of her admission, 10 February. That included a record timed at 11.20 pm and completed by Ms Tayeh that noted the arrival of doctors to examine RF and that RF was taken to hospital at 12.25 am. Ms Plumb took a statement from Ms Mashiri, in which she had said that, following the fall, a care plan and risk assessment for RF had not been completed.

1. Ms Plumb interviewed Ms Tayeh on 16 February 2010. The ET, in paragraph 9.26, summarised what it regarded as the significant parts of that interview:

'… Ms Plumb established that [Ms Tayeh] had read the admission assessment and movement sheet but was unable to answer the question why RF had been admitted and what her main problems and risks were. She said she had been very busy with so much to do. When asked if, after the handover, that is after 8.30 pm, she had checked on RF or spoken to the family, she had replied there was so much to do, implying that she had not. She was then asked if she had taken any observations after the fall or examined RF, to which [she] replied that she had not, but that she was aware that a doctor was coming. She said that she would normally obtain observations after a patient had fallen, but she had been very busy. She said that she had thought that Florence Baira, who was supervising that night, was available and had seen RF and had been present at the handover. When Ms Plumb asked [Ms Tayeh] why she had not made a clinical assessment of RF herself, [she] had said that she was busy attending to other residents. [Ms Tayeh] made reference to her interaction with the relatives …. Ms Plumb then asked her about the transfer to the Royal Free Hospital, which occurred after doctors had visited RF and examined her. The decision was made to send her to the Royal Free by ambulance, and Ms Plumb asked [Ms Tayeh] if she had completed a transfer form. This is a [BHL] form, and Ms Plumb told [Ms Tayeh] that no transfer form had been completed nor had any "body map" been prepared. … when Ms Plumb asked why she had not documented any care she had given to RF after her arrival on duty, [Ms Tayeh] replied that she had written in the notes what the doctor had done. This refers to the entry that [Ms Tayeh] made in the communication sheet for 23.20 …. Towards the end of the interview there was this passage:

"I asked [Ms Tayeh] if at any time she had considered reviewing the situation or asking [Ms Baira's] advice, and calling an ambulance before the doctors arrived. [Ms Tayeh] replied no. [She] informed me that [Ms Baira] had stayed on the floor all night but had not assisted her when the doctors attended. [She] also informed me that the observations had not been done because they had been very busy getting information from Central Middlesex hospital where RF had been admitted from."

1. Ms Plumb also interviewed Ms Baira, who was supervising on the night of 10 February and had worked on the second floor. She told Ms Plumb that, following the fall, she had established that RF was quiet and comfortable. She had asked Ms Tayeh, who had been allocated to look after RF, to complete the necessary paperwork and admission care plans. She did not, however, know if Ms Tayeh had done them and did not check with her whether she had. She assumed that Ms Tayeh was doing the observations on RF. The interview with Ms Baira disclosed that Ms Tayeh had provided some documentation to the ambulance crew who took RF to hospital but it was also clear that such documentation did not include a transfer form, nor was such a form completed for retention at Magnolia Court. Ms Baira said that if Ms Tayeh had not been allocated to look after RF, she, Ms Baira, would have examined her and done the observations.

1. Ms Plumb carried out a further interview of Ms Tayeh on 23 February 2010. On being asked what she had done about RF's fall, she replied that RF '… was put back to bed. I think the nurse said that she did observations.' Ms Tayeh, when asked if had checked the notes for observations, replied 'No, there were things going on. I think [Ms Baira] was checking the notes.' The ET, in paragraph 9.30, further summarised that interview as follows:

'[Ms Tayeh] was asked who did the medication round and [she said] that [Ms Baira] did it. Nevertheless [Ms Tayeh], when asked about paperwork, said that she was, between 8.30 and 11.20, preparing paperwork in relation to RF. When asked what paperwork, [she] replied that it was to do with medication. [She] provided an explanation about the absence of a transfer form. It was that she was told that [Ms Baira] had already obtained a transfer form and that she thought that [Ms Baira] would complete it. She subsequently found that she had not. Lastly, [Ms Tayeh] was asked about observations. [She] acknowledged that she should have done observations on RF and agreed that she hadn't done any. She said that she was not aware whether [Ms Baira] had done any and said:

"… because of the preparation of the paperwork for the doctor, that's why I probably missed out – it was not intentionally that we didn't do it."

She agreed no body examination was done on RF and she did not consider reviewing RF's condition.'

(d) The disciplinary proceedings

1. On 26 February 2010, Ms Plumb wrote to Ms Tayeh requiring her to attend a disciplinary hearing on 4 March 2010. It was to be conducted by Linda Garner, the general manager of another BHL care home, and was to be attended by Michelle Duffy as a note taker. The letter informed Ms Tayeh that the purpose of the hearing was to consider four allegations of breach of company health and safety rules and policies and procedures on the night shift of 1/2 December 2009, namely (as numbered by me):

'1. In your role of Nurse in charge on this floor, you allowed residents bedroom doors to be wedged open with items of furniture.

1. You were observed to be wrapped in a blanket and asleep whilst on duty.

1. You also allowed 2 care assistants on your floor to sleep whilst on duty at the same time, resulting in no member of staff on that floor observing the residents to see to carry out duties in relation to the needs of the residents or identify problems/ carry out routine checks.

1. Falsifying documentation in relation to a peg feed due to start at 0600 hrs. You had recorded at 0300 hrs that the feed had been commenced at 0600 hrs.'

The hearing was also to consider 'a serious issue of neglect and failure in your professional duty of care towards resident [RF] on the night shift of 10th/11th February 2010, in that you failed to' (as also numbered by me):

'5. Make any assessment of this resident and carry out observations following a fall. The resident on assessment by a doctor was found to have obvious shortening and a diagnosis of a likely fracture and was sent to hospital.

1. You failed to raise or provide necessary [BHL] documentation for transfer to hospital.'

Ms Plumb's letter provided Ms Tayeh with the evidence upon which the case against her relied. It advised her that, if the allegations were found proved, 'it will be considered Gross Misconduct under the Company's Disciplinary and Dismissal Policy and your employment may be summarily terminated.'

1. The disciplinary hearing took place on 4 March 2010. It was chaired by Ms Garner. Although Ms Plumb's letter had advised Ms Tayeh that she could be accompanied by a work colleague or an accredited trade union official of her choice, she attended alone. Notes were taken - not, in the event, by Ms Duffy, but by Serb Sidhu. They occupy just over five single-spaced, typed pages, in question and answer form. The ET, in paragraph 9.34, focused on the outcome of the hearing in relation to allegations 4, 5 and 6. As to allegation 4 (document falsification), Ms Tayeh admitted that what she had done was a mistake; when asked whether she admitted falsifying documents, she replied 'Not intentionally'; when asked whether she had 'done this' before, she replied 'No'; and when asked why she did it that night, she replied 'Don't know'. As to allegation 5 (failure to make observations), she said that she thought Ms Baira had done them; that she had asked Ms Baira what her role was, but that Ms Baira had not answered; she admitted that, if someone has a fall, observations are made, but said that she did not do them because Ms Baira said she had already done them; Ms Tayeh did not, however, check that she had, but took her word for it; as to allegation 6 (transfer form), she admitted she had not done it. Overall, Ms Tayeh admitted that she had not done various things but said that her failing was not intentional.

1. Ms Garner's decision was conveyed by her letter to Ms Tayeh of 11 March 2012. She found all six allegations proved. She said Ms Tayeh had failed to provide any mitigating factors, but in reaching her decision she had taken account of the fact that Ms Tayeh had worked for BHL for 11 years. As for allegations 1 to 3, she regarded these as 'serious breaches of company policies and procedures that have potentially put the health and safety of residents at risk'. She issued a final written warning in respect of each.

1. As for allegations 4, 5 and 6, she expressed her findings in two paragraphs:

'With regards to falsification of the peg feed documentation, you have admitted to completing this documentation prior to the event. You stated that this was a "mistake". I am satisfied that there was falsification of documentation at the point this was written as this had not taken place. Additionally I was concerned at your statement that you would have crossed this off if it did not happen as this would be a clear breach of nursing guidelines and acceptable practice.

With regards to the allegation of neglect of care towards a resident on 10th/11th February and failing to complete transfer documentation, you have admitted that you failed to carry out observations or any nursing interventions. You also admitted to relying of [sic] doctors documentation rather than completing the required [BHL] documentation. I am satisfied that your failures amount to serious neglect of duty on your part in respect of the care provided to this resident.'

Ms Garner's decision in relation to those findings was as follows:

'With regards to the final two bullet points above, the falsification of the peg feed and neglect of duties in relation to the resident on 10/11th February 2010, I consider your actions to be Gross Misconduct and having considered all alternatives I have decided to take the severest sanction an employer can take against an employee and to summarily dismiss you with effect from 11th March 2010. ….'

Ms Garner advised Ms Tayeh of her right to appeal against her decision and explained the procedure for doing so.

1. Ms Tayeh's appeal against Ms Garner's decision was heard by Mr Beorby on 8 April 2010. He dismissed the appeal by his letter of 12 April 2010.

C. The ET's reasoning and conclusions on Ms Tayeh's unfair dismissal claim

1. The ET correctly directed itself that, in relation to a dismissal on grounds of misconduct, it must first be satisfied that the employer had a genuine belief in the employee's guilt, being a belief based on reasonable grounds after the carrying out of a reasonable investigation (British Home Stores v. Burchell [1980] IRLR 379, at 379, 380, per Sir John Donaldson). If the tribunal is so satisfied, the next question is as to the reasonableness of the employer's response to the misconduct so found. No question as to BHL having satisfied the Burchell conditions arose either on the appeal to the EAT or on the appeal to this court. The battleground on both appeals was as to whether the ET was or was not correct in finding that BHL's dismissal of Ms Tayeh fell outside the band of reasonable responses that might be adopted by a reasonable employer.

1. The ET explained first its unanimous view that, as for allegation 4 (the PEG feed allegation), the dismissal did not fall within such band. It said:

'24. We are unanimous that dismissal for the inaccurate peg feed documentation does not fall within the range of reasonable responses. [Ms Tayeh] was not suspended. She was not told about the matter. There was no supervision put in place to ensure that such a matter was not repeated, nor was she subjected to training. It is wholly inconsistent, in our judgment, for [BHL] to say in March 2010 that dismissal is justified for this matter alone, when they failed to take any of the indicated action [sic] at the time of the incident. We note that [Ms Tayeh] accepted that it was a falsification of a record, but when one looks at the other examples of falsification that appear above and below the entry marked, "falsification of the written records of the company" [in the Handbook: see my paragraph 7 above], it is clear that this matter is in a different category of seriousness from the types of gross misconduct which appear above and below it in that list. Furthermore, the seriousness of the making of a false record is tempered by the fact that, in this particular case, the situation could easily be checked between 3.00 am and 6.00 am. The patient could be checked to see whether there was any feed in operation through the peg system and the same could be done after 6.00 am. Even if [Ms Tayeh] had forgotten, despite her reminder to administer the feed at 6.00 am, the patient would be visibly without the feed and the matter could be rectified. This is quite different from making a record in advance of administering a drug which has to be taken by mouth. The feed would last several hours.'

1. The ET turned to the dismissal based on allegation 6 (failure to complete the transfer form). It said:

'25. … We all agree that it would not be within the range of reasonable responses to dismiss [Ms Tayeh] for the failure to complete the transfer form alone. It seems to us that [she] gave a good account of the reasons why the transfer form was not completed on this occasion and, furthermore, [she] did her best to provide documentation to accompany the patient with the ambulance crew to the Royal Free Hospital. It would not, in the tribunal's judgment, be reasonable for [Ms Tayeh] to have been dismissed for this matter alone.'

1. Finally, the ET turned to allegation 5 (the failure to make observations). The tribunal was divided as to whether dismissal on this ground was within the band of reasonable responses. Employment Judge Southam, in the minority, considered that it was. The wing members, in the majority, considered that it was not. The ET explained their differing views as follows:

'26 … [Ms Tayeh] accepted that she was in charge of the floor and responsible for the care of the resident, RF. She clearly took responsibility for the patient, dealt with the relatives and later the doctors who arrived to examine her and she took responsibility for ensuring there was paperwork that accompanied the resident on her transfer to the Royal Free Hospital. Furthermore, [Ms Tayeh] admitted to [BHL] that she had failed to make observations in respect of RF. For those reasons the Employment Judge says that dismissal lies within the range of reasonable responses, particularly bearing in mind the accountability provisions in the Nursing and Midwifery Council Code of Conduct.'

1. The majority is of a different view. The reasons for their holding that dismissal does not lie within the range of reasonable responses in respect of this matter are these. First, Ms Garner, improperly in the majority view, included in the rationale for dismissing [Ms Tayeh] an alleged failure to carry out nursing interventions. This was not part of the disciplinary charge. The charge had referred to failure to make assessments of the resident and failure to carry out observations. It appeared to the majority that Ms Garner sought artificially to increase the seriousness of the charge so as to justify dismissal by including a reference to a failure to make nursing interventions, which had not appeared as an issue in the disciplinary action. The second matter was for Ms Garner to include in her rationale for dismissal, reference to the transfer documentation which, in the view of all the members of the tribunal, would not have justified dismissal. The third matter is that Ms Garner appears to have concluded that [Ms Tayeh] had failed to provide any mitigation. On the reading by the majority of all the documentation, that was not true. The fourth matter is that Ms Garner failed to investigate the mitigation that [Ms Tayeh] put forward. In this respect, the majority particularly refers to the possibility of confusion as to responsibilities as between Florence Baira and [Ms Tayeh] on the night in question, and the other limitations on the investigation described above at paragraph 17.

1. For these reasons, the majority holds the dismissal of [Ms Tayeh] to have been unfair. They say that for the failure to make observations, in the particular circumstances, dismissal did not lie within the range of reasonable responses.'

1. In view of the majority's reference to paragraph 17, I should summarise what it had said. It made the points that (i) neither the ET, nor Ms Tayeh during the disciplinary proceedings, was told the standard of observations required or their frequency; (ii) no documentation was produced that demonstrated such standard; (iii) there was conflicting evidence about who on 10 February 2010 was responsible for the administration of medication, the making of observations and who did the medication round; and (iv) it was not clear to the ET that BHL had sufficiently analysed the possibility of a breakdown of communication between Ms Baira and Ms Tayeh. Paragraph 17 also noted that Ms Tayeh had admitted her failure in relation to the making of observations.

1. The result was, therefore, that the ET found Ms Tayeh to have been unfairly dismissed.

D. The EAT's reasoning and conclusion on the hearing of BHL's appeal

1. The EAT correctly reminded itself that an appeal to it against the decision of the ET lay only on points of law. Its approach was therefore to consider whether the ET had stated and applied the correct legal principles and had, by the application of those principles, reached findings and conclusions that were supportable, meaning that they were not perverse.

1. One argument that BHL advanced to the EAT was that the ET had erred in law by looking separately, rather than cumulatively, at the three grounds (allegations 4, 5 and 6) relied upon by BHL as justifying its dismissal decision. The submission was that the ET ought to have considered whether, in the light of the totality of the allegations which led to Ms Tayeh being dismissed, BHL's decision to dismiss her was within the band of reasonable responses. As to that, the EAT said that Ms Garner had been re-called to give evidence to the ET and had explained that she had taken the view that each of allegations 4, 5 and 6 separately amounted to gross misconduct. The EAT said, at paragraph 38, that whilst the ET had not said expressly whether it found the charges levelled by BHL as constituting separate or cumulative instances of gross misconduct, it was plain that BHL's case had been that the charges were separate **instances of gross misconduct, with each meriting dismissal. This was apparent from paragraph 23 of the ET's reasons, in which it recorded Ms Garner as having contended that the PEG feed matter by itself merited dismissal; and from paragraph 24 (quoted in paragraph 30 above), in which the ET dealt first, and separately, with whether the falsification of the PEG feed documentation merited dismissal. The EAT said, in paragraph 38, that it had no doubt, having read the dismissal letter and listened to the explanation that the parties had provided, that this was the approach Ms Garner had adopted. There was no basis for a criticism of the ET that it looked at the three charges separately.

1. The EAT then turned its attention to how the ET had dealt with each charge.

(a) The 'PEG feed' charge

1. In the case of the PEG feed charge (allegation 4), the EAT concluded that the ET had fallen into error. Instead of starting with BHL's reasoning in relation to this, and then applying the range of responses test, the ET had simply substituted its own conclusion as to whether dismissal for this charge fell within the range of responses of the reasonable employer. The EAT said in paragraph 43 that it regarded this as clearest from the ET's finding that the basis for the charge – 'Falsification of the written records of the Company' – was, as the ET had said in paragraph 24, 'in a different category of seriousness from the types of gross misconduct which appear above and below it in the list' (see again paragraph 7 above for the ET's quotations from the list). The EAT's view was that there was no warrant for that conclusion in the list itself, and the EAT regarded it as unjustified. The EAT continued:

'44. It must be remembered that BHL runs Care Homes for vulnerable and elderly people. It employs nursing staff. Such an organisation is dependent on the keeping of proper records as a check on the treatment which patients receive. It is entitled to expect that professional nursing staff will complete them accurately and that they will indeed be a record of treatment actually given. To make an entry deliberately in a fluid chart when no fluid is given is indeed to make a false record (contrary to [Ms Tayeh's] submission to us). [BHL] is entitled to take such a matter seriously; the Tribunal was not entitled to substitute its own view that a false medical record was less serious than a false time sheet or pay documentation. A false time sheet or pay documentation does not relate directly to the care of elderly or vulnerable people.

1. We would add that there is what appears to be a mistake of fact in paragraph 24 [of the ET's reasons]. The issue was raised with [Ms Tayeh] on 4 December and again on 30 December when her case was investigated.

1. For these reasons we do not think that paragraph 24 of the Tribunal's reasons can stand.'

(b) The 'failure to provide a transfer form' charge

1. The ET had been unanimous that the misconduct represented by the non-completion of the BHL transfer form (allegation 6) did not merit summary dismissal, and it had explained such conclusion in paragraph 25. The EAT's view, in paragraph 47, was that the ET had made no error of law in this respect and so there was no basis for upsetting its conclusion on appeal.

(c) The 'failure to make observations' charge

1. The ET's decision that dismissal on the ground of Ms Tayeh's failure to make observations of RF (allegation 5) was not within the range of reasonable responses was a majority decision. The EAT's judgment was that the majority's reasons were flawed by three errors of law. First, the majority considered that Ms Garner had, when making her dismissal decision, improperly relied not merely upon the failure by Ms Tayeh to 'carry out observations following a fall' (allegation 5) but also upon her failure to 'carry out … any nursing interventions' (which had not been alleged against her).

1. The EAT noted that this conclusion apparently rested exclusively on the wording of the dismissal letter: there was no suggestion in the ET's reasons that any such alleged impropriety had been put to Ms Garner when she gave evidence. The EAT was of the view that the ET majority had anyway attached a weight to the phrase that it could not bear. The EAT said:

'52. … The thrust of the charge against [Ms Tayeh] is that while she was in charge of the floor in question over a period of nearly 3 hours a vulnerable and injured resident was not the subject of any proper observation. This is not a technical charge; it is not that nurses were looking after resident RF in other ways but failing to record observations. The charge is that RF was not being observed – whether by making routine observations or in any other way (for example noting her condition when administering fluids or the like). To our mind the dismissal letter was doing no more than emphasising that nothing of any kind was being done to keep resident RF under proper observation during those 3 hours. It was not seeking to increase the charge against [Ms Tayeh]. In our judgment the majority was not entitled to conclude that there was any impropriety on the part of Ms Garner. It was not a permissible conclusion to draw from the letter in question.'

1. The second reason given by the majority was that Ms Garner had included in the same paragraph of her decision letter (it is the penultimate paragraph quoted in paragraph 27 above) a reference to the absence of transfer documentation, which the ET was unanimous would not **have justified dismissal. The EAT pointed out, however, that the documentation charge was a separate one (allegation 6), with which Ms Garner was bound to deal separately. The fact that she regarded the documentation charge as separately justifying dismissal did not vitiate her decision on the 'failure to make observations' charge.

1. The majority's third and fourth reasons related to mitigation. The EAT said of them:

'54. … It is indeed plain from the dismissal letter that Ms Garner did not consider there to be any real mitigation – except length of service, which she specifically mentioned. The majority considered that there was potential mitigation in the relationship between [Ms Tayeh] and Ms Florence Baira; but (1) BHL did investigate what each of them said and did on the evening in question and (2) there can be no doubt that [Ms Tayeh] was in charge of the floor from 20.30 for nearly 3 hours when no observations were made upon the patient. If the majority had kept in mind the range of reasonable responses test (which applies to investigation as much as to other aspects of the Tribunal's inquiry – see J Sainsbury plc v. Hitt [2003] ICR 111) we think it would inevitably have reached the conclusion that [BHL's] investigation and consideration of this issue was within the range of reasonable responses.'

1. Having therefore allowed BHL's appeal, the EAT considered whether it should remit the case for re-hearing before the ET; or whether it was in a position to substitute its own decision for the ET's flawed decision. The EAT directed itself that it should only take the latter course if, when the law was correctly applied, the answer was plain. It concluded that this was such a case:

'56. … [BHL] was entitled to find that it was gross misconduct to make an entry upon a fluid chart recording the giving of a peg feed when no peg feed was given. Such conduct amounted to the falsification of a record; there was no good reason or even sensible explanation for it; it is certainly not a good reason or sensible explanation to make a false medical record as an aide mémoire. In our judgment applying section 98(4) [of the Employment Rights Act 1996] it is plain that BHL was entitled to dismiss for it.

1. Quite separately, in our judgment it is plain that [BHL] was entitled to find that it was gross misconduct to make no observations upon an elderly and vulnerable patient, awaiting the arrival of a doctor after a fall, over a period of nearly 3 hours.

1. It follows that the appeal will be allowed and a finding substituted that the dismissal was fair.'

E. The appeal to this court

1. Ms Tayeh, by Mr Clark, advanced two grounds of appeal against the EAT's decision. First, that it was exclusively the function of the ET to decide whether, in the circumstances of the case, dismissal was or was not within the band of reasonable responses that a reasonable employer might adopt in relation to the misconduct by Ms Tayeh that Ms Garner found proved. The ET had given its reasons for deciding that neither in the case of the 'PEG feed' charge nor in that of the 'failure to carry out observations' charge did dismissal fall within such band. There was no justification for the EAT to substitute its own different view on those issues for the ET's views. Second, that if the ET did fall into error in any material respect such that its decision as to the unfairness of the dismissal could not stand, it was not for the EAT to substitute its own substantive decision: it should have remitted the case to the ET for re-hearing.

1. Before considering the merits of those submissions, I consider it convenient to set out the principles raised by Ms Tayeh's unfair dismissal claim. The relevant statutory provisions are in section 98(1), (2) and (4) of the Employment Rights Act 1996, which provide guidance as to the procedure for determining whether the dismissal of an employee is fair or unfair. Section 98 is familiar and there is no need to set it out in full. Section 98(1) imposes upon the employer the burden of showing the reason or, if more than one, the principal reason for the dismissal; and that it is either a reason falling within subsection (2) or 'some other substantial reason' of a kind such as to justify the dismissal of an employee holding the position which the employee held. Subsection (2) identifies five categories of reason, of which the second, in section 98(2)(b), is one that 'relates to the conduct of the employee …'; and that, of course, was the reason invoked by BHL, its case being that it dismissed Ms Tayeh because of her misconduct in three separate respects, each meriting dismissal. If the employer negotiates itself through section 98(1), as BHL did, it does not, however, follow automatically that the dismissal was fair: it remains for the ET decide whether it was fair or unfair, and that requires it to have regard to section 98(4), which provides:

'(4) In any other case where the employer has fulfilled the requirements of subsection (1), the determination of the question whether the dismissal is fair or unfair (having regard to the reason shown by the employer) –

(a) depends on whether in the circumstances (including the size and administrative resources of the employer's undertaking) the employer acted reasonably or unreasonably in treating it as a sufficient reason for dismissing the employee, and

(b) shall be determined in accordance with equity and the substantial merits of the case.'

(The opening words 'In any other case' mean in a case other than one governed by the, here irrelevant, provisions of section 98(3A); and so section 98(4) was directly in point).

1. The manner in which the ET should approach the determination of the fairness or otherwise of a dismissal on conduct grounds was re-stated by this court in [Graham v. Secretary of State for Work and Pensions (Jobcentre Plus)]() [2012] EWCA Civ 903; [2012] IRLR 759. Aikens LJ, in a judgment with which Rafferty and Pill LJJ agreed (with Pill LJ adding a substantive judgment of his own), said:

'35. … once it is established that the employer's reason for dismissing the employee was a "valid" reason within the statute, the ET has to consider three aspects of the employer's conduct. First, did the employer carry out an investigation into the matter that was reasonable in the circumstances of the case; secondly, did the employer believe that the employee was guilty of the misconduct complained of and, thirdly, did the employer have reasonable grounds for that belief.

1. If the answer to each of those questions is "yes", the ET must then decide on the reasonableness of the response by the employer. In performing the latter exercise, the ET must consider, by the objective standards of the hypothetical reasonable employer, rather than by reference to the ET's own subjective views, whether the employer has acted within a "band or range of reasonable responses" to the particular misconduct found of the particular employee. If the employer has so acted, then the employer's decision to dismiss will be reasonable. However, this is not the same thing as saying that a decision of an employer to dismiss will only be regarded as unreasonable if it is shown to be perverse. The ET must not simply consider whether they think that the dismissal was fair and thereby substitute their decision as to what was the right course to adopt for that of the employer. The ET must determine whether the decision of the employer to dismiss the employee fell within the band of reasonable responses which "a reasonable employer might have adopted". An ET must focus its attention on the fairness of the conduct of the employer at the time of the investigation and dismissal (or any internal appeal process) and not on whether in fact the employee has suffered an injustice. An appeal from the ET to the EAT lies only in respect of a question of law arising from the ET's decision: see s. 21(1) of the Employment Tribunals Act 1996.'

1. The statements of principle in those paragraphs are derived from well-established authority, which is referred to by Aikens LJ in footnotes to his judgment and their accompanying comments. The tripartite approach referred to in paragraph 35 derives from British Home Stores v Burchell [1980] IRLR 379, at 379, 380, per Sir John Donaldson. The statements in paragraph 36 as to the need for the ET to assess the reasonableness of the employer's response to the misconduct by reference to the 'band of reasonable responses' derive from Iceland Frozen Foods Ltd v. Jones [1983] ICR 17, at 24F to 25D, per Browne-Wilkinson J; and from this court's decision in Foley v. Post Office [2000] ICR 1283. Foley's case contains, at 1291 and 1292, the following passages in Mummery LJ's judgment, with which Rix and Nourse LJJ agreed:

'Range of reasonable responses point

The employment tribunal then followed, as it was bound by authority to do, the approach in Iceland Frozen Foods Ltd. v. Jones [1983] 1CR 17 and held that, although it was of the view that the decision to dismiss was "harsh," it was not entitled to substitute itself for the employer and impose its "decision upon that of a reasoned on the spot management decision" (paragraph 23). Instead it asked, as required by authority, whether the dismissal was "within the range of reasonable responses for the employer to have dismissed the employee." It found that it was. That finding is not erroneous in law unless it can be characterised by an appellate body as one which no reasonable tribunal could have reached. …

Perversity point

It was made clear in Iceland Frozen Foods Ltd v. Jones [1983] ICR 17, 25B – D, that [what is now section 98(4) of the 1996 Act] did not require "such a high degree of unreasonableness to be shown that nothing short of a perverse decision to dismiss can be held to be unfair within the section." The tribunals were advised to follow the formulation of the band of reasonable responses approach instead. If an employment tribunal in any particular case misinterprets or misapplies that approach, so as to amount to a requirement of a perverse decision to dismiss, that would be an error of law with which an appellate body could interfere.

The range of reasonable responses approach does not, however, become one of perversity nor is it rendered "unhelpful" by the fact that there may be extremes and that (as observed in Haddon v. Van den Bergh Foods Ltd "Dismissal is the ultimate sanction." Further, that approach is not in practice required in every case. There will be cases in which there is no band or range to consider. If, for example, an employee, without good cause, deliberately sets fire to his employer's factory and it is burnt to the ground, dismissal is the only reasonable response. If an employee is dismissed for politely saying "Good morning" to his line manager, that would be an unreasonable response. But in between those extreme cases there will be cases where there is room for reasonable disagreement among reasonable employers as to whether dismissal for the particular misconduct is a reasonable or an unreasonable response. In those cases it is helpful for the tribunal to consider "the range of reasonable responses."

Substitution point

It was also made clear in Iceland Frozen Foods Ltd, at pp. 24G-25B, that the members of the tribunal must not simply consider whether they personally think that the dismissal is fair and they must not substitute their decision as to what was the right course to adopt for that of the employer. Their proper function is to determine whether the decision to dismiss the employee fell within the band of reasonable responses "which a reasonable employer might have adopted."

In one sense it is true that, if the application of that approach leads the members of the tribunal to conclude that the dismissal was unfair, they are in effect substituting their judgment for that of the employer. But that process must always be conducted by reference to the objective standards of the hypothetical reasonable employer which are imported by the statutory reference to "reasonably or unreasonably" and not by reference to their subjective views of what they would in fact have done as an employer in the same circumstances. In other words, although the members of the tribunal can substitute their decision for that of the employer, that decision must not be reached by a process of substituting themselves for the employer and forming an opinion of what they would have done had they been the employer, which they were not.'

1. Those passages make clear that, in applying the band of reasonable responses approach, it will not be a condition of an ET's decision that the employer's decision fell outside such band that the ET must conclude that the employer's decision was perverse. The task of the ET, sitting as an industrial jury, is simply to assess the reasonableness of the decision to dismiss against the objective standards of the hypothetical reasonable employer, measured by reference to the band of reasonable responses. In Foley's case, the tribunal found that the dismissal decision was within such band; and the court held that such finding could not regarded as erroneous in law, and so vulnerable to an appeal, unless it could be characterised as one that no reasonable tribunal could have reached – that is, that it was perverse.

1. Whilst the guidance in Foley excludes any need for a tribunal to find that an employer's decision to dismiss was perverse before it can conclude that dismissal was unreasonable, I admit to some difficulty in understanding the nature of that guidance. If the tribunal's application of the band of reasonable responses approach informs it that dismissal in the particular case fell outside the band of reasonable responses that might be adopted by the hypothetical reasonable employer, that would appear to be equivalent to a conclusion that dismissal was a decision that, on the facts, no reasonable employer could have made. That would be akin to a finding of perversity. That said, I accept that the guidance in Foley, binding upon this court, **is to the effect that appeals to concepts of perversity are out of place in the consideration of the reasonableness or otherwise of the dismissal: the approach that has to be applied is simply that of the 'band of reasonable responses.'

1. In this case, BHL regarded each head of proven misconduct under heads 4, 5 and 6 as separately meriting dismissal. There is, however, no longer any issue as to head 6: the ET held that dismissal for the misconduct under that head was outside the band of responses, a conclusion upheld by the EAT. The battleground before us is as to heads 4 and 5. In the case of each, the ET held that dismissal did not fall within the band of reasonable responses, whereas, also in the case of each, the EAT held that it did.

1. Given that difference between the two tribunals below, there was some discussion before us during the argument as to what this court's role is in such a case. In this context, it is to be noted first that, just as the ET wing members will have experience from both sides of industry, so likewise will the EAT wing members, so that each tribunal will bring to bear the like industrial experience. It is perhaps an unusual feature of the EAT, to which appeals ordinarily lie only on questions of law, that its appeals will normally be heard by panels of three, of which two members will usually have no experience as lawyers. Having noted that, there is no doubt that the so-called lay members of the EAT make an invaluable contribution to its decision-making process, as I found from my own experience of sitting in the EAT.

1. In my judgment, the answer to the question referred to at the beginning of the preceding paragraph is this. The ET is the tribunal to which fell the responsibility of finding the facts in the case and of applying the applicable law to the facts so found. Amongst the findings it had to make was whether or not the dismissal of Ms Tayeh for her misconduct under each of heads 4 and 5 fell within the 'band of reasonable responses'. That was either a finding of fact pure and simple, or else was a finding in the nature of a value judgment akin to such a finding. Whichever it was, once the ET had made its finding, that would normally mark the end of the matter. That is because there is no appeal to the EAT against an ET's findings of fact. Appeals to the EAT against an ET's judgment lie only on questions of law: section 21(1) of the Employment Tribunals Act 1996. This principle is applied by the EAT strictly. It will, for example, not be enough for a would-be appellant to the EAT to assert that the ET's finding on a particular factual issue was against the weight of the evidence. If there was evidence justifying the ET's finding, that will usually be fatal to the bringing of an appellate challenge and the EAT will refuse to permit an appeal to proceed. Generally speaking, the only bases on which appellate challenges to an ET's findings of fact will be permitted by the EAT will be if they are said to have been supported by no evidence at all, or if they were findings that no reasonable tribunal could have reached. In either case, if such challenges are made good, they would demonstrate an error of law. At least the latter way of putting the case is dependent on an assertion of perversity, although that requires nothing less than 'an overwhelming case': see Yeboah v Crofton [2002] IRLR 634, at paragraph 93, per Mummery LJ.

1. So the decision of the ET in a case such as the present is, and will be, normally the end of the road for both parties – just as it should be - unless, however, it can be shown to be arguably vitiated by an error of law. Only then will an appeal to the EAT be permitted. In the present case, an appeal was permitted because BHL had what the EAT recognised was a properly arguable point that the ET's judgment as to the dismissal falling outside the band of reasonable responses was vitiated by errors of law. If, for example, it was arguable that the ET had simply substituted its own views for those of BHL as to how Ms Tayeh's misconduct ought fairly to have been dealt with, that would have been an error of approach and so of law (see the final passage in Mummery LJ's judgment in Foley's case quoted at paragraph 48 above). Likewise if the ET had arrived at its conclusions on the 'band of reasonable responses point' by misdirecting itself as to the applicable law (for example, as BHL maintained, by misinterpreting the terms of Ms Tayeh's contract).

1. In the event, the outcome of the appeal was that the EAT accepted BHL's submissions, allowed the appeal and substituted its own decision that Ms Tayeh was fairly dismissed. The further appeal to this court is against the order of the EAT, against whose orders appeals also lie only on questions of law. This court is therefore of course concerned to assess the correctness or otherwise of the decision of the EAT to reverse the decision of the ET; but in doing so its primary focus must, as is usual in appeals against orders of the EAT, necessarily be on the correctness or otherwise of the ET's decision. To that I now turn.

1. Mr Clark, for Ms Tayeh, addressed us at some length although the substance of his points fell within narrow limits. His primary point was that the EAT had fallen into the error of substituting its own views as to whether the dismissal for allegations 4 and 5 fell within the band of reasonable responses, whereas the ET's approach to those issues was not open to rational challenge. The ET was the industrial jury charged with the fact-making inquiry, it had discharged that function impeccably and the EAT had no business to overrule its findings and assume the task itself. He relied on what Mummery LJ had said in [Fuller v The London Borough of Brent]() [2011] EWCA Civ 267; [2011] ICR 806, at paragraph 12:

'A summary of the allocation of powers and responsibilities in unfair dismissal disputes bears repetition: it is for the employer to take the decision whether or not to dismiss an employee; for the tribunal to find the facts and decide whether, on an objective basis, the dismissal was fair or unfair; and for the Employment Appeal Tribunal (and the ordinary courts hearing employment appeals) to decide whether a question of law arises from the proceedings in the tribunal. As appellate tribunals and courts are confined to questions of law they must not, in the absence of error of law (including perversity), take over the tribunal's role as an "industrial jury" with a fund of relevant and diverse specialist expertise.'

1. As regards the dismissal on the PEG feed ground (allegation 4), Mr Clark said that there was no warrant for the EAT's view that the ET had misdirected itself in its paragraph 24. The ET's point that 'this matter is in a different category of seriousness from the types of gross misconduct which appear above and below it in that list' involved no error of law. He said that what the ET was there doing was to focus on the gravity of the misconduct by reference to the particular facts of the case, which was a legitimate approach. The EAT had simply, and improperly, substituted its own findings for the ET's.

1. As regards the 'failure to make observations' issue (allegation 5), Mr Clark's submission was to like effect. The ET's majority decision, as explained in its paragraph 27, set out the majority's findings of fact in relation to each matter it relied upon. The majority had found, as facts, that Ms Garner had artificially 'beefed up' the case against Ms Tayeh by introducing a finding based on a failure 'to carry out nursing interventions', when that had been no part of the original allegation against Ms Tayeh; that Ms Garner had allowed her decision as to the failure to provide transfer documentation (allegation 6, which did not justify dismissal) to contribute to her decision to dismiss on the grounds of allegation 5; that she 'appears to have concluded' that Ms Tayeh had not provided any mitigation; and that she had failed to investigate the mitigation that Ms Tayeh had in fact put forward. The EAT, it was submitted, again had no business to interfere with any of the ET's factual findings in these respects.

1. Taking first the 'PEG feed' issue, I would not accept Mr Clark's defence of the ET's approach to the assessment of the relative seriousness, as compared with that of its immediate neighbours, of item 16 in the list of offences in the BHL Handbook. The Handbook explains to employees that BHL 'will regard the following list of offences as Gross Misconduct' and that 'Gross Misconduct may lead to Summary Dismissal'. The sense of the ET's view that item 16 was 'in a different category of seriousness from' items 1, 5, 15 and 17 was that in some unexplained way the falsification of company records was inherently a less serious offence than, for example, the falsification of timesheets or pay documents. In my judgment, that view was an error of law. No doubt, in any particular case, the commission by an employee of an offence under head 16 could, on its particular facts, be regarded as either more or less serious than, on its particular facts, an offence by the same employee under, say, heads 15 or 17. In principle, however, the falsification of BHL's written records is, for obvious reasons, a serious matter capable of meriting dismissal. It was so regarded by Ms Garner; and for the ET to review her dismissal decision by its own mistaken assessment that item 16 identified an offence of a less serious character than others in the list and so (by inference) being an offence that in principle merited more lenient treatment was, in my judgment, an error of approach. I regard the EAT's criticism of that approach in paragraphs 43 and 44 of its own judgment as justified; in particular, I regard its explanation in paragraph 44 of the obvious importance of there being reliable records of the treatment and medication actually given as manifestly sound.

1. As is implicit in that, I would not accept Mr Clark's submission that all that the ET was doing in the relevant sentence of paragraph 24 was to focus on the seriousness of the particular facts of Ms Tayeh's case. The ET was not doing that. It was making a general, and mistaken, point of principle about the level of seriousness of item 16. It was in the remainder of paragraph 24, starting with its 'Furthermore', that it turned to the seriousness of the falsification of the record on the facts. With respect, I find its reasoning in that part of the paragraph difficult to follow. The ET's point seems to have been that the relevant falsification was of no real materiality because at any time patient DF could be checked to see whether she was, or was not, being given the feed. That is true but I do not understand its supposed significance. The reason why BHL's members of staff are required to make a written record of what medication or treatment they have provided to patients, and when, is so that there is a permanent, reliable record of such information; and such records will be worthless unless they are completed accurately, are known to be completed accurately and mean what they say. Had there, for example, been a need of a subsequent inquiry as to what treatment had been given to patient DF on 2 December 2012, and when it had been given, it would have been of paramount importance for BHL to be able to answer the inquiry by reference to reliable staff records. BHL operates care homes for elderly, vulnerable people; and it does so in a society in which it can expect on occasions to have to answer for the care it has provided to them. It is obvious that the scrupulous maintenance of accurate and reliable records of such care is of the greatest importance. It is plain that Ms Garner regarded Ms Tayeh's infraction as serious, as she was entitled to, whereas the ET was here substituting its own mistaken view that, in general terms and on the particular facts, it was not really very serious at all.

1. There are, Mr Tatton Brown submitted, other unsatisfactory features about the ET's reasoning in its paragraph 24. Before dealing with the points just discussed, the ET had made four points as to why dismissal was not a reasonable response to the offence: (i) Ms Tayeh was not promptly suspended; (ii) she was not told of the offence; (iii) she was not subjected to supervision with a view to ensuring its non-repetition; (iv) nor was she given training to achieve the like result. As for point (ii), it is true she was not told about it on the morning of 2 December 2009. But she was told about it at each subsequent interview, of which the first was on 4 December 2009. Point (ii) therefore appears to me be of no weight and I shall say no more about it.

1. The collective essence of the other three points was that, although Ms Tayeh's offence had been discovered in early December 2009, she was not suspended immediately but was allowed to continue working, without supervision or re-training, until she was suspended on 16 February 2010; and that an employer which takes a line such as that is acting inconsistently if it then summarily dismisses her for the offence.

1. We had no argument on supervision and training, but we were referred to statements in the authorities as to the significance, in unfair dismissal claims following a dismissal on conduct grounds, of whether an employer does, or does not, promptly suspend an employee. They include guidance that prompt suspension will not necessarily be the appropriate industrial response to an offence ultimately held to merit dismissal. In East Berkshire Health Authority v Matadeen, Wood J, giving the judgment of the EAT, said, at 730, that 'It would be extremely unwise, save in obvious cases, to draw any inference or conclusion from the suspension or lack of suspension.' In [Crawford and another v. Suffolk Mental Health Partnership NHS Trust]() [2012] EWCA Civ 138; [2012] IRLR 402, Elias LJ, in a judgment with which Kitchin and Laws LJJ agreed, said, at paragraph 71, that 'It [suspension] should not be a knee jerk reaction, and it will be a breach of the duty of trust and confidence towards the employee if it is.' More recently, in Graham v. Secretary of State for Work and Pensions (Jobcentre Plus) [2012] EWCA Civ 903; [2012] IRLR 759 (referred to in paragraph 47 above), both Aikens LJ (at paragraph 62) and Pill LJ (at paragraph 78) regarded it as material to the issue as to the fairness of the dismissal decision that the ET had taken account of the fact that the employee had not been promptly suspended.

1. Whether or not an employee has, or has not, been suspended may, therefore, on the facts of a particular case, be a material consideration. I do not, however, regard it as constructive to focus in the present case more specifically on the ET's reliance upon the suspension, supervision and training points. The collective implication of all three was that, in the mind of the ET, BHL did not in fact regard Ms Tayeh's offence as very serious. The thrust of the remainder of paragraph 24 was that nor was it very serious, either in principle or on the facts. For reasons given, I consider that BHL was entitled, as it did, to take the view that it was serious and that the ET's dilution of its seriousness was an error of law. In my judgment, the points that the ET made in the opening part of paragraph 24 do not serve either to repair, or to counter, its error in the latter part of that paragraph as to the seriousness of the offence with which Ms Tayeh had been charged. The overall error of the ET's reasoning in paragraph 24 was to misstate the seriousness of that offence and thus to judge the employer's decision to dismiss her for such offence by reference to the wrong standard.

1. The arrival at this conclusion is not the end of the case as regards the PEG feed allegation. It means, as I would hold, that the EAT was correct to hold that the ET erred in law in its approach to the assessment of the fairness of BHL's decision to dismiss Ms Tayeh for her falsification of its records. The ET's error was to substitute its own subjective view that such falsification was not as serious as other offences listed in the Handbook list in place of BHL's apparently different view as to the seriousness of the offence, being one that merited dismissal. There remains, however, the question whether the EAT was right, having arrived at that conclusion, simply to proceed, as it did, to substitute its own decision that the dismissal was within the band of reasonable responses; or whether it should have remitted that question for a re-hearing by the ET or a differently constituted ET. I shall return to this after I have dealt with the next issue, that relating to allegation 5, the 'failure to make observations' charge.

1. As to that, I consider, with respect, that here too the majority of the ET fell into legal error. The majority's reasons were in paragraph 27 of the ET's judgment. As to the 'failure to carry out nursing interventions' point, I agree with the analysis of the EAT in its paragraph 52, to which I cannot usefully add. I agree also with the EAT's point in response to the majority's reliance on the inclusion in the relevant paragraph of the decision letter of Ms Garner's reference to dismissal on the transfer documentation point. Ms Garner was not using the latter point to support her conclusion that Ms Tayeh should be dismissed on the 'failure to make observations' ground. All that she was there doing was to deal, as she had to, with the 'failure to provide transfer documentation' ground that was the subject of a separate charge.

1. The majority invoked finally Ms Garner's failure to take account of Ms Tayeh's claimed mitigation, in particular the 'possibility of confusion as to responsibilities between Florence Baira and [Ms Tayeh] on the night in question, and the other limitations on the investigation described above at paragraph 17.' The facts relevant to this are in paragraphs 9.26 and 9.27 of the ET's reasons. They record that, when asked by Ms Plumb whether she had checked on RF or spoken to the family, Ms Tayeh gave an answer that implied that she had not. She then explained to Ms Plumb that she had not taken any observations after the fall or examined RF; and although she said she would normally have done so, she had been very busy. She further told Ms Plumb that 'she had thought [Ms Baira] … was available and had seen RF …'. The ET did not find on what basis Ms Tayeh had formed such view. It made no finding of any communication between Ms Tayeh and Ms Baira that might have entitled the former to believe that the latter was making, or had made, the observations. Paragraph 9.27 recorded Ms Plumb's interview with Ms Baira, which showed that Ms Baira did not know if Ms Tayeh had done the observations and did not check with her. Ms Baira said nothing to suggest that Ms Tayeh, who was in charge of the second floor, had understood, or might have understood, that Ms Baira was doing the observations. Paragraph 17 made the point that BHL did not investigate 'the precise division of responsibility on the night in question' between Ms Tayeh and Ms Baira, but also noted Ms Tayeh's 'admissions of failure in relation to the making of observations'.

1. Given these findings by the ET, Ms Garner was, I consider, entitled to take the view that BHL's investigation disclosed that no genuine mitigation in relation to the 'failure to make observations' charge had been shown by Ms Tayeh. In my judgment, the EAT was justified in concluding that the majority of the ET had misdirected itself in concluding otherwise. The majority's error was that it was substituting its own view as to the fairness of Ms Tayeh's dismissal on ground 5 for a view which in my judgment BHL was entitled to hold.

1. I conclude, therefore, that the EAT was right to conclude that the decision of the ET as to the unfairness of the dismissal could not stand. The ET's error was to substitute its own views as to the seriousness of the charges for those of BHL, which BHL was entitled to hold. The remaining issue is whether, having arrived at that conclusion, the only course properly open to the EAT was to remit Ms Tayeh's claim for a re-hearing by the ET – or a differently constituted ET – as to whether, on the facts of the case, the dismissal of Ms Tayeh on the grounds of charges 4 and 5 was, or was not, within the band of reasonable responses that might be adopted by a reasonable employer. Mr Clark's submission was that this was the only course the EAT could properly adopt. That is because the question is one of fact and it is the ET, not the EAT, that is the fact-finding tribunal.

1. I do not accept that submission. It may be said to be supported by a purist approach to the division of functions between the ET and the EAT. In this case, it appears to me, however, to represent an appeal to theory rather than to sensible practicality. The ET has found all the primary facts. Its error was that, having found them, it misdirected itself as to its secondary findings as to whether dismissal on each of charges 4 and 5 fell within the band of reasonable responses. In my judgment, the EAT was right to take the sensible view it did that, once the ET's errors are removed from consideration, the case is a straightforward one raising a question to which there was only one answer, namely that BHL was entitled to regard each of charges 4 and 5 as amounting to gross misconduct meriting dismissal and that dismissal was within the band of reasonable responses that might be adopted by a reasonable employer.

1. I would dismiss Ms Tayeh's appeal.

Lord Justice Hughes :

1. I agree.

Lord Justice Pill :

1. I also agree.