BEST PRACTICE TIPS: Tackling employee theft

While we hope that instances of theft in your organisation are very rare, it can be more common than you think as employee theft ranges from simply taking extra office supplies to more extreme misuse of company resources for personal benefit. Both count as theft where there involve physically taking something without permission. 

Theft should be listed in your disciplinary policy as an example of gross misconduct warranting immediate dismissal to emphasise the seriousness of the offence. Managers should also be trained on how to handle allegations and suspicions. 

Firstly, it is important to recognise the risk of theft in the workplace

 Common examples include:

• Stealing cash or property.
• Unauthorised use of company resources, such as giving family discounts.
• Using a company card for personal expenses.

Instances are often highlighted by discrepancies in inventory, unexplained variances in payroll, or tips offs from other employees through whistleblowing procedures.

Handling theft allegations

1. Investigate thoroughly: Gather evidence, such as financial records or CCTV footage. Consider hiring a forensic expert to preserve digital evidence.
2. Follow the process: Conduct a fair investigation and disciplinary hearing. Ensure the accused employee has a chance to explain.
3. Consider reporting to police: Depending on the severity and financial elements involved, report the theft to law enforcement, which is particularly important for regulated industries.

If you have any concerns about theft allegations or circumstances suggesting dishonesty, please contact us to see how we can help on hello@fentonelliott.co.uk or 01635 896336.

This article is a summary of issues and we recommend taking legal advice before taking any formal action.