A manager who had worked for a Cumbrian manufacturing business and associated companies for more than 30 years was fairly dismissed after his role was made redundant, an employment tribunal has ruled.
A G Davidson brought an unfair dismissal claim against AJ&D Chapelhow (Cliburn) Limited, which manufactures bespoke timber windows and doors from Ling Park, Cliburn, near Penrith.
Mr Davidson had most recently worked as Field Operations Manager and had a clean disciplinary record, with the tribunal noting he had not been made aware of any concerns about his performance.
His employment ended in May 2025 after the company decided it needed to reduce costs and restructure its surveying and installation functions.
Employment Judge Porter found the redundancy was genuine and that the company had followed a fair process.
The judgment said: "The claimant was fairly dismissed."
The tribunal heard the company had been experiencing financial difficulties, with order values down 28 per cent year-on-year and revenue down 20 per cent.
Material costs, including inflation, had increased by 26 per cent, while the business had also faced higher energy costs and National Insurance.
The judgment said: "The business was making significant losses."
The company decided to move towards outsourcing non-local surveying work, while remaining local surveying duties could be absorbed by existing members of staff.
HR advice in April 2025 described Mr Davidson's position as 'Redundancy of role - we don't need the role anymore'.
The tribunal also considered an email containing the phrase 'we ideally don't want AD to remain in the business'.
However, Judge Porter accepted the company's evidence that this reflected its conclusion that the Field Operations Manager role was no longer sustainable rather than a personal decision directed at Mr Davidson.
Mr Davidson suggested reducing his working week from four days to three, but the company concluded this would not provide sufficient savings.
He was instead offered a part-time, non-managerial surveying role of about 20 hours a week at £16 an hour.
Mr Davidson rejected the offer, telling the consultation meeting it was 'not sustainable' for him.
He later argued the redundancy process was unfair, including questioning why he had been sent home during consultation and asked to return his keys.
But Judge Porter found the company had carried out a reasonable consultation, properly considered alternatives and had been entitled to place Mr Davidson in a redundancy pool of one.
The judgment said: "Having considered all the circumstances I find that dismissal of the claimant fell within the band of reasonable responses."
The written reasons were sent to the parties on August 26.
Share