By MarcuSmith - 25 Nov 25 11:45 PM
Hi All
In my first post here I mentioned that I had informed my employer of my conviction. Specifically, I informed them between hearing and sentencing with the consequences that my employer put a senior manager in the court for sentencing, and subsequently dismissal for gross misconduct for a) conduct outside office, b) my presence on the SOR, and c) waiting until after hearing to inform them. At the time I was employed by a big-name financial services organisation in the City of London l, and my conduct policy stated I should inform them promptly upon criminal investigations being initiated against me. My offence was of a sexual nature and I'm currently serving a community order. To clarify I was signed off sick between my police interview all the way through to sentencing and then the dismissal process at work.
Has anyone else informed their employer whilst employed? Was this because of their work contract or for other reasons?
What experiences did people have? Did people retain their employment?
Did anyone ignore their contractual obligation?
Was anyone dismissed for gross misconduct as a result of informing them? How has that effected your efforts to find alternative employment?
I bitterly regret telling my employer. As my offence didn't involve children and I didn't work with children, both the PPU and police have stated no disclosure would have been necessary. My concerns for the future are that my SOR status is now known to my former colleagues and, I suspect, former colleagues. Nothing has been gained from informing them (my case was subject to reporting restrictions), so I wish either that I had returned to work and claimed I'd had a breakdown, for example, or resigning to retain a reference and ensuring only those in the court had ever found out.
I would be interested to hear others' stories. I feel as though I have made my life much more difficult than had been necessary by informing them.
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By MarcuSmith - 16 Mar 26 7:06 PM
+x+xI'm currently in the limbo period, awaiting results of the digital forensics analysis. I'm off work for mental health reasons. My contract doesn't say anything specific about informing my employer of any convictions, but it does refer to a separate gross misconduct policy that I don't have access to. I'd like to read it but I'm worried it would set off alarm bells if I asked HR for it. Any suggestions on whether I should request it or not? Separately, how would the sheriff (judge) be likely to view me resigning in order to maintain a reference, as opposed to keeping my employment, therefore being viewed as a more stable individual, but with the risk of being fired and losing future prospects due to losing the reference? As a side note, I know for a fact that some/most of my direct team members know about my case, and therefore the whole company likely knows, but HR are telling me that they don't know what the charge against me is, only that my work devices are being investigated (I work in IT). I suspect they're keeping me employed currently to ensure that the work devices are returned to them, then they may get rid of me. I'd say don't request that policy. If you get to the point where they want to dismiss you for gross misconduct, that's the time to request the policy.
I have no Google effect, no media attention all, no SHPO, conviction spent October, SOR for 4 more years. Sounds good, right? Except my barrister decided it would be a great idea if I sent a letter detailing my offence. I was obviously sacked, and that will undermine all of the positives above. My advice - do not get sacked. All applications forms have this question so you're never free of the conviction. It's a absolute nightmare for life. Resign.
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