The Times reports that more than fifty police officers and civilian staff have been dismissed over the past three years for faking home-working when they are otherwise engaged – in the gym, on the golf course and similar. The way they manage to do this is by jamming something heavy on their keyboard which makes it look as though they are present and typing.
An inquiry found that in Durham Constabulary, a former detective working on investigations into serious crime pressed the “i” key more than 16,000 times on the morning of 3 December 2024. He allegedly retired before he could be dismissed for misconduct.
Another officer from Avon and Somerset was summarily dismissed at a misconduct hearing after she had been discovered holding down the keys on her laptop with a picture frame.
Anti-corruption investigators for Greater Manchester Police received a tip off that staff working from home were truanting. Using keystroke software which detects unusual keyboard activity, 28 people were found to be “key jamming”. Random objects including staplers and cans of fizzy drink were used to weigh down keys so that staff could fake that they were working when they were not.
The irony will be lost on no-one that the police used anti-corruption officers to detect corrupt practices in forces across the country. A Freedom of Information request established that this issue is prevalent across the UK.
Police officers have no rights to claim unfair dismissal. They are not covered by statute for this but they do have protection against discrimination.
Those heading investigations into this form of misconduct are quite right when they suggest that this practice has no place in the police force and undermines the trust that the public places in the police.
Employers are entitled, provided adequate investigation takes place, to dismiss for dishonesty. Dishonesty goes to the root of the employment contract and is a fundamental breach. Following a correct and fair procedure is vital but any employees participating in this sort of deception will find little favour with Employment Tribunals when they have brought about their own misfortune.
This blog was written by Anita Vadgama, Partner & Head of Litigation at didlaw.
