{"id":4642,"date":"2018-07-27T09:28:23","date_gmt":"2018-07-27T09:28:23","guid":{"rendered":"https:\/\/www.riaabarkergillette.com\/uk\/?p=4642"},"modified":"2024-11-19T19:42:51","modified_gmt":"2024-11-19T19:42:51","slug":"dealing-with-employee-theft","status":"publish","type":"post","link":"https:\/\/www.riaabarkergillette.com\/uk\/dealing-with-employee-theft\/","title":{"rendered":"Dealing with employee theft"},"content":{"rendered":"\n

According to a poll commissioned by office furniture supplier Kit Out My Office, more than two-thirds of UK office workers have admitted to stealing from their employers and colleagues at some time during their careers. With the cost of stolen items averaging at \u00a312.50 and an estimated 15 million workers having confessed to employee theft, the cost to UK employers adds up to \u00a3190 million each year. For employers, dealing with employee theft can be a difficult process. What should you do if you suspect one of your workers is stealing from your business?<\/p>\n\n\n\n

Suspicion vs facts<\/h3>\n\n\n\n

Theft of any sort is a serious accusation to make. If, as an employer, you suspect an employee of theft, then obtaining evidence is a crucial part of the procedure. Evidence may prove your suspicions to be wrong, or they may prove them to be right. However, making an accusation of employee theft without substantial proof can leave you open to litigation. Suspicion is one thing. Solid facts are another.<\/p>\n\n\n\n

Conducting an investigation<\/h3>\n\n\n\n

Many employers are unaware that they have a legal right to launch an investigation should they suspect an employee of stealing. The investigation must be seen to be fair and based on evidence alone. It is crucial that any investigation is also reasonable. Should the case reach an Employment Tribunal<\/a> or result in the employee\u2019s dismissal, the presiding judge will need to see a demonstration of fairness and impartiality.<\/p>\n\n\n\n

The first step is to appoint an investigator. This can be someone within the office or, if it is appropriate, an external party. Your company likely has specific policies on tackling issues of this sort. However, if not, the chosen investigator should be briefed on certain aspects of the inquiry, including:<\/p>\n\n\n\n