An employment tribunal judge made a significant ruling in favor of a woman who was terminated from her position at an ambulance trust after her wife assaulted their boss. The judge succinctly summarized the case with just two words, emphasizing the unfair treatment of the woman by her employers due to her connection to her wife.
The woman, Stacey Smith, previously worked as a patient transport worker at the North West Ambulance Service (NWAS). She was convicted in October 2024 for attempting to kill their boss, Michala Morton, in November of the previous year during a dispute over scheduling. Stacey received a 25-year prison sentence for the “unprovoked and frenzied hammer attack” on Ms. Morton.
Following the incident, Paula, Stacey’s wife, was arrested on suspicion of harassment and threatening to kill the manager. However, in April 2024, the police decided not to pursue further action against her, lifting her bail conditions. Despite having no prior knowledge of the attack, Paula was dismissed from her job three weeks after the police dropped their investigation.
The tribunal revealed that Paula, who has since separated from Stacey, was unjustly terminated from her position. The tribunal awarded her a £14,000 payout, highlighting that her only connection to the crime was being married to Stacey. Employment Judge Paul Holmes emphasized that Paula’s marital status should not have influenced the decision to dismiss her, as it had no bearing on her ability to perform her job.
Judge Holmes criticized the ambulance trust for placing excessive focus on Paula’s arrest and bail conditions, which had not been publicized. He highlighted that the general public would be unlikely to associate Paula’s marriage with any potential risk to patients or the community.
In conclusion, the tribunal’s ruling underscored the need for fair treatment regardless of personal associations, emphasizing that Paula’s dismissal was unjustified based on her connection to the criminal actions of her spouse.