05/11/2025
A little bit of fun for from The HR Dept Shropshire, The HR Dept Wrexham & Chester and The HR Dept Mid Wales 🎇
Remember, remember the 5th of November… and the importance of a in the workplace.
If Guy Fawkes were an employee today, his case would raise more than a few red flags for any . Let’s imagine a modern employer faced with a disgruntled employee harbouring explosive concerns (quite literally). Before jumping to disciplinary action, a fair and reasonable employer would have:
✅ Encouraged informal resolution – a quiet word might have defused the situation early on.
✅ Followed a formal grievance process – allowing Mr Fawkes to raise his concerns in writing.
✅ Considered whistleblowing protections – if he believed there was criminal wrongdoing or a miscarriage of justice.
Instead, poor Guy was found in a cellar with gunpowder and no evidence of a Working Time Directive opt-out. Had he been down there for over 48 hours? Was he mentally well? Was he coerced by colleagues? These are all questions a responsible employer should have asked.
A thorough investigation should have followed, with:
📄 Written notification of allegations
🧾 Access to evidence and witness statements
👥 The right to be accompanied at a disciplinary hearing
But instead, the employer relied on an anonymous tip-off and a confession obtained under torture – not exactly ACAS-compliant. No appeal was offered, and covert surveillance breached privacy laws (and likely GDPR too)... not to mention potential
And then there’s the tragic end. A fall from the scaffold – was he trained to work at height? Was equipment checked? No RIDDOR report, no accident book entry, no investigation. A regulatory nightmare!
💼 The lesson? No matter how serious the misconduct, employers must follow a fair and lawful process. Otherwise, they risk ending up on the wrong side of the law – and history.
