Dior sacking raises employment law questions

The decision by fashion house Christian Dior to sack its creative director over alleged anti-semitic remarks made in a Paris bar may be understandable but raise a number of issues around employment law. That’s the view of Michael Slade of Staffordshire-based Bibby Consulting and Support who says many people - though shocked at John Galliano’s behaviour - may be surprised that he could be sacked for something that was said outside the workplace. “This is a very difficult area as it is often assumed that what people do and say in their own time is their own business but this is not always the case – especially when it risks tarnishing the reputation of the company they work for,” he explained. “There have been a number of cases recently where less famous organisations have dismissed staff for inappropriate behaviour outside work, but they need to be careful that they are acting within the law and can prove that the actions of the employee could have an impact on their reputation.” Galliano was reportedly fired from his high profile position after the flamboyant British-born designer was caught on camera shouting abuse and saying “I love Hitler” following a late night drinking session. However, Michael went on to explain that businesses could not just fire staff on the grounds that they did not agree with an employee’s views or legitimate activities when away from work. They could also find themselves facing an employment tribunal if they acted on hearsay, or without proper evidence. “Of course, any anti-semitic or racist remarks are totally unacceptable at any time but for a business to act it must either be at work or in a situation where the employee can be associated with their employer,” Michael continued. “In Galliano’s case this was because he was well known and the incident was widely reported. In other cases an employee could be wearing a uniform or be well known to clients or customers when they find themselves in the full glare of publicity for illegal or unsavoury activities.” “The most important thing any organisation can do is to have a clear policy in place to deal with such situations, and to make sure all employees are familiar with the policy,” he added. Any employers who would like more information on the issues raised should contact Bibby Consulting and Support on 0800 0157541. - ENDS - View this press release on the Bibby Consulting & Support online media centre

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