Greggs Baker Fairly Dismissed

An employment tribunal in Donovan v Greggs plc determined that dismissing an experienced baker for breaching essential hygiene rules was a reasonable step to protect both customers and the employer’s reputation. The case underscores the importance of strict adherence to food safety protocols in the catering sector.

Case Background

Mr Donovan, a bakery worker with over 11 years’ service at Greggs, admitted to not washing his hands before re-entering the food production area. Despite an otherwise unblemished record and more than 25 years of experience in the food industry, he breached the company’s zero-tolerance hygiene policy. After a disciplinary hearing, Greggs dismissed him for posing an unacceptable risk to its customers and brand image.

Greggs’ decision was based on its strict hand-washing policies and the need to maintain the highest standards of cleanliness in a competitive market. The employer had provided comprehensive training and reiterated the importance of hygiene in its staff handbook and bakery communications.

Tribunal’s Analysis

The tribunal considered whether the dismissal fell within the band of reasonable responses available to an employer facing a serious hygiene breach. Key points included:

• Zero-Tolerance Approach: Greggs’ policy aimed to prevent any outbreak of illness that could damage its reputation. Such an approach is sound and justified in the food industry.
• Employee Experience: Mr Donovan’s extensive background was viewed as a “double-edged sword.” His longevity in the sector meant Greggs had every right to expect strict compliance.
• Risk Assessment: The principal reason for dismissal was the loss of trust in the claimant’s ability to follow hygiene rules, thus posing a potential health hazard.

Outcome and Implications

The tribunal unanimously rejected the unfair dismissal claim, concluding that Greggs’ actions were proportionate and within its managerial discretion. This ruling highlights:

• Importance of Hygiene: Strict hand-washing and sanitation procedures are non-negotiable in food production.
• Employer Policies: Clear, well-communicated policies and training are vital to enforce compliance.
• Reasonable Response: Dismissal can be justified when an employee’s conduct threatens public health and company reputation.

Key Takeaways for Employers

Employers in the catering industry should ensure they have:

1. Comprehensive Training: Regular staff briefings on hygiene and food safety standards.
2. Clear Policies: A zero-tolerance stance on breaches, documented in handbooks and workplace notices.
3. Consistent Enforcement: Fair and transparent disciplinary procedures for all employees.

By maintaining rigorous hand-washing protocols and enforcing them consistently, businesses can safeguard both customer health and their own reputations against potential outbreaks.

workersofengland.co.uk | Independent Workers Trade Union