Dismissal for falsifying work records was substantively justified but procedurally unfair due to flaws in the disciplinary process, resulting in €1,330 compensation.

The Complainant argued that his dismissal for gross misconduct had been unfair and disproportionate. He had worked for the Respondent and its predecessor company as a maintenance operative on a third-party retail contract and had maintained an exemplary employment record prior to the events in August 2024. He accepted that he had not cleaned a refrigeration display case on the relevant date because the unit had not been stripped out for maintenance, but he maintained that the inspection was not food safety critical and could have been completed later. He admitted placing a revised inspection sticker