In our increasingly digital age, it is likely that our C.V., qualifications and work experience are more widely available than at any other time.
There have been claims in the press recently that the newly appointed political leader, Paul Nuttall, included incorrect claims on his LinkedIn account. Mr Nuttall has indicated that he has never claimed that he had a PhD and that the incorrect information was posted on a LinkedIn page. He indicated that he did not know where this information had come from.
It will also be remembered that questions were raised earlier in the year during the Conservative party leadership campaign. One of the candidates, Andrea Leadsom, faced searching questions as to her previous employment experience.
It is fair to say that most of us will not face the scrutiny of political leaders or candidates for high office. However it can be tempting to embellish our C.V. when applying for a role or to not be completely accurate or omit information. Such inaccuracies can be very damaging.
If an employer discovers that an employee's C.V. contains false information this could have serious consequences for the employee.
If it is obvious that the employer would not have employed the person but for the information contained in the C.V., dismissal without notice may be appropriate if the inaccuracy is sufficiently serious. This is because the inaccurate C.V. could amount to a breach of the implied duty of trust and confidence.
A little known sanction is that making a false statement to gain employment is a criminal offence under the Fraud Act 2006 (maximum 10 years prison).
Employees are therefore reminded to scrupulously check their C.V. for accuracy before applying for a role. It is also equally important to check online accounts such as LinkedIn.
Conversely employers should review their standard job offer letters, employee handbook and contracts of employment. It should be made clear that any form of misrepresentation by an employee as to their suitability for the role will be considered to be gross misconduct.
To discuss this or any other employment related issue contact us.