Met Police Officer Dismissed For Gross Misconduct Over “Disgraceful” WhatsApp Messages

A London Met Police officer has been sacked after an investigation revealed he sent and received numerous sexist, racist, and offensive WhatsApp messages in a chat with a former colleague. Despite the officer’s assertion that the messages had been fabricated, a panel led by Commander Jason Prins stated this was a “far-fetched” defence.

Read on as we look at the events that unfolded and examine the decision made by the London Metropolitan Police. We will establish the options available to those who face race discrimination at work and discuss how we can help. 

Redmans Solicitors are employment law specialists, and following a swift consultation, we can provide expert, tailored advice. Should you have an eligible claim, we could also guide you through the legal process. To find out more about the services we provide, simply: 

Met Police Officer Dismissed Following Gross Misconduct Ruling

Until recently, Inspector Charles Ehikioya was the head of the Metropolitan Black Police Association (MBPA). He’d previously faced workplace racism in November 2016 but has now been found guilty of gross misconduct himself.

Issues first emerged when a phone was seized in December 2020 following allegations about a different Met officer. However, when potential misconduct concerning Inspector Charles Ehikioya was found, the London Metropolitan Police opened a separate investigation.

During this investigation, a panel led by Commander Prins heard how, between 2017 and 2020, the Met Police officer swapped various offensive WhatsApp messages in a group chat with former officer Carlo Francisco. Among the messages were racist comments about Chinese people, and sex jokes regarding a girl with Down’s syndrome.

It was also highlighted that the London Met Police officer never appropriately addressed the behaviour. While he messaged the chat, in April 2019, to discourage further exchanges of offensive content, the investigation believed this was primarily to avoid trouble at work.

Inspector Charles Ehikioya refuted the claims, alleging they’d been “falsely attributed to him because of his race or position at the MBPA.” Nevertheless, the Met Police officer was dismissed on 10 January 2025 after being found guilty of gross misconduct, with the panel stating his claims were “fanciful” and “[not] supported by evidence”.

Police Justify Dismissal as Met Police Officer Expresses Plans to Appeal

Following the ruling, Commander Jason Prins justified the decision to dismiss the Met officer without notice. He said, “The panel has found that Inspector Ehikioya both sent, received and responded to discriminatory messages. He also failed to challenge or report messages sent to him and therefore tacitly approved discriminatory acts of another.” 

In response to the decision, Inspector Charles Ehikioya spoke of his intention to appeal. The Met Police Officer asserted his belief that the “outcome was manipulated” to “smear” his reputation and felt he’d faced an “unfair investigation”.

Understanding Race Discrimination Under the Equality Act 2010

Race is one of the “protected characteristics” individuals must not experience less favourable treatment because of. Under the Equality Act 2010, race includes a combination of an individual’s colour, nationality, and ethnic or national origin. As for less favourable treatment, this could comprise: 

  • Direct Discrimination – Where someone’s treated unfavourably because of their race, perceived race, or the race of someone they’re associated with.
  • Indirect Discrimination – When a policy applies to everyone but puts those of a particular race at a disadvantage.
  • Harassment – Where an individual faces unwanted behaviour related to race that violates their dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them.
  • Victimisation – When someone faces less favourable treatment due to their involvement in a discrimination or harassment complaint.

What to Do If You’ve Experienced Race Discrimination at Work

If an individual experiences some form of workplace race discrimination, several avenues are available to seek redress. The first place those affected should look, though, will depend on the severity of the issue at hand.

If the incident is minor, an informal chat with a supervisor may suffice. However, if the matter is more serious, it may be more appropriate to raise a formal grievance. In either case, finding a resolution at this stage will avoid the necessity of going through stressful tribunal proceedings, but making a formal complaint will place additional responsibilities on the employer concerning how they handle the issue. 

If the matter remains unresolved after going through internal procedures, it may be time to consider an external remedy. Before an individual can pursue court action, they must undertake ACAS early conciliation. Once complete, if the issue still stands, tribunal proceedings can now be initiated. To proceed, the individual would need to adhere to strict eligibility criteria and time limits.

To ensure the individual is best prepared for their claim, they should gather any relevant evidence, including email correspondence or witness contact information. Furthermore, since the legal process can be complex, the individual may want to consider contacting an employment law specialist to answer their queries.

Get Help with Redmans

If you have any questions following the case involving the Met Police officer or believe you’ve faced race discrimination at work, please don’t hesitate to reach out. As employment law experts, Redmans Solicitors can discuss your circumstances and advise on your possible next steps. If you want to make an employment tribunal claim, we can also assess your eligibility and guide you through the process where appropriate. 

To learn more about the help we provide, please: