Employees accused of a criminal offence





The Acas Code of Practice contains useful guidance when representing employees accused of a criminal offence. The Code says that the fact that an employee is charged with or convicted of a criminal offence is not normally in itself a reason to justify disciplinary action. Instead, the employer should consider what effect the charge or conviction has on the employee’s suitability to do the job and their relationship with their employer, work colleagues and customers, including any genuine threat of reputational harm. This kind of dismissal will be highly context specific and legal advice will be needed.