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Lying to your employer can cost you your job. In a notable case, an employee was fired after it emerged that she had lied about her son's health to call in sick. It shows that a serious lie can damage trust to such an extent that dismissal is justified — provided you substantiate it well.
What was going on?
An employee who had only been employed for a short time called in sick claiming her son was seriously ill. When it turned out that the story was not as presented, a breach of trust occurred. The employer intervened and the employment relationship ended. A tragicomic story, but with serious consequences under employment law.
Lying and the breach of trust
The employment relationship is built on trust. An employee who lies seriously and deliberately—for example, to force leave or sick leave—can irreparably damage that trust. This can constitute culpable conduct, or lead to an employment relationship that is so severely disrupted that continuation can no longer be expected of the employer.
Dismissal is possible, but substantiation counts
A serious lie can justify dismissal, sometimes even immediate dismissal. However, you must be able to demonstrate that the lying was deliberate and serious, and that it has actually damaged trust. The judge takes the circumstances into account, such as the severity of the lie and the consequences. A solid case file and careful conduct are therefore crucial.
This is how you act carefully
If you suspect an employee is lying, do not act rashly. Investigate the facts, apply the principle of hearing both sides, and document everything. Respond proportionately and choose the right course of action. A hasty dismissal without substantiation can backfire on you, resulting in continued payment of wages or reinstatement.
Frequently Asked Questions
Can I fire an employee who lies?
In the case of a serious, deliberate lie that damages trust, dismissal may be justified, sometimes immediate dismissal. However, you must substantiate this properly.
Is every lie grounds for dismissal?
No. It is about the severity and the consequences. The judge takes the circumstances into account; a minor offense rarely justifies dismissal.
How do I stand strong?
Investigate the facts, apply the principle of hearing both sides, document everything, and act proportionally and carefully.
A difficult dismissal situation?
Our legal experts and lawyers assess your chances and draft a settlement agreement . View our employment lawteam or schedule a free consultation.
