The British Museum has reportedly sacked an employee after finding various semi-precious gems, gold, and other artefacts missing. Metropolitan Police are investigation and it’s yet to be seen if any charges will be filed.

Paul Holcroft, Managing Director at Croner: “Employer/employee relationships are built on trust. So when that trust is broken, for example, if an employee steals from your business, it can leave you feeling betrayed. However, it’s important not to let emotions cloud your judgement and always follow the correct procedures. You should carry out a full investigation before making any decision.

“This should include looking over CCTV footage, meeting witnesses and speaking to the employee in question to get a full understanding of the situation.

“If there is concrete evidence linking an employee to theft then there could be appropriate grounds for dismissal. The employee should be given written notice of a disciplinary hearing, warning them that there is evidence linking them to the alleged theft and the potential outcomes, up to and including dismissal.

“All employees facing dismissal should be given the option to appeal if they feel the decision in unjust, so make sure to set a clear time frame and process for them to do so.

“To ensure fairness throughout the process, the person who conducted the initial investigation should not lead the disciplinary hearing. This gives the opportunity for someone else to hear and examine the evidence and statements from both parties and decide.

“Not every disciplinary hearing will result in dismissal.

“It may be that a warning is appropriate, depending on the severity of the action and evidence found.

“It may also be that the investigation finds no wrongdoing on the part of the employee. In this case, they should be informed that no further action will be taken.

“If you carry out a full investigation and the same or similar issues arise at a later date, then the  process must be started again.”