The tribunal hearing the Chadwick case will have considered the spirit in which the disciplinary action was taken. Employers who ignore the fact, because it is not a legal requirement, that disciplinary procedures must have a spirit of good intent between the two parties are likely to be on the losing side at tribunal hearings.
In one case I was responsible for the tribunal chairman accepted that the disciplinary procedure was correctly and fairly carried out in the spirit of the legislation. However, given that the employee, in his view, had limited opportunities for other employment I should have made extra efforts to find him alternative employment. He then went on to award compensation of £7k.