Lidl Deputy Manager’s Unfair Dismissal Claim Dismissed

A deputy store manager at Lidl has lost her claim for unfair dismissal after being terminated for allegedly consuming energy drinks without payment. Katazyna Wadlewska, who earned €50,000 annually, was dismissed following an internal investigation that revealed products were being removed from shelves improperly. This decision was confirmed by the Workplace Relations Commission (WRC), which published its ruling this week.

The investigation was initiated after a stock audit at Lidl in 2023 discovered discrepancies regarding product removal. Scott Jevons, Lidl’s employee relations manager, submitted evidence that during the week of August 14 to 20, 2023, Ms Wadlewska allegedly took a six-pack of Kong Light energy drinks and consumed them in the store’s warehouse area without paying.

Ms Wadlewska’s representative, Ed Shannan, argued that his client acknowledged taking the drinks and consuming one, but claimed that it was a common practice among staff to take items during breaks with the intent to pay later. She denied any intention to steal and insisted she had paid for the drinks either the same day or shortly thereafter.

During the hearing, Ms Wadlewska explained her inability to provide receipts due to the time elapsed since the incident, asserting that she had settled her payments in full. She also raised concerns about potential bias in the investigation, citing that the investigator, newly-appointed store manager Steven Morrissey, was married to a subordinate of hers. She alleged that this relationship led to preferential treatment within the workplace, a claim Mr Morrissey denied. He stated that when he consulted with his predecessor about the alleged practice of taking products, the previous manager rejected the notion.

The company’s disciplinary officer, Steven Hegarty, provided testimony indicating that Ms Wadlewska admitted to her actions and expressed remorse. He concluded that there had been a “fundamental breakdown of trust” and decided to terminate her employment on October 20, 2023.

The adjudicator, Úna Glazier-Farmer, stated, “I find that the investigation was conducted in accordance with the code of practice and that the complainant was afforded fair procedures throughout.” She noted that Ms Wadlewska did not appeal her dismissal before filing a complaint with the WRC, as she had already secured new employment. Ultimately, the WRC determined that Ms Wadlewska had not been unfairly dismissed.

This case highlights the complexities surrounding workplace conduct and disciplinary actions, particularly in retail environments where practices regarding employee perks can vary significantly.