Dismissal was upheld as fair where the employer formed a genuine and reasonable belief in serious misconduct following a fair disciplinary process.

The Complainant submitted that his dismissal had been unfair and disproportionate given his more than eight years of service and previously strong performance record. He denied responsibility for alleged unauthorised modifications to customer records and asserted that technical faults could have caused the disputed changes. He maintained that the Respondent had failed to provide adequate technical evidence demonstrating that he personally made the alterations. The Complainant argued that the Respondent had not properly considered significant mitigating factors, including his medical condition, a recent bereavement, and ongoing family care responsibilities. He further raised concerns about occupational health