Misconduct at Work: Lessons from the Remote Working ‘Key Jamming’ Case

Published : October 8, 2025

Had he not resigned, a former Durham Police Detective would have been dismissed for gross misconduct at work, a conduct hearing has confirmed. This ruling comes after the ex-police officer was found to be guilty of “key jamming” and faking work.

In our latest article, we examine exactly what happened and the force’s response. We then discuss misconduct at the workplace, and precisely what may constitute a sackable offence.

If you’ve faced dismissal for gross misconduct and believe it was unfair, get in touch with Redmans Solicitors. As employment experts, we can analyse your circumstances, discuss your options and assess your eligibility to make a claim.

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Key Jamming Would Have Led to Dismissal for Gross Misconduct at Work

After monitoring software detected an abnormal keystroke pattern on his computer, Mr Niall Thubron, a former Detective Constable with Durham Police, became the subject of an anti-corruption inquiry. The investigation later revealed that, between 3 December 2024 and 12 January 2025, he had been faking work on 38 occasions across 12 days.

The inquiry found that Mr Thubron had been engaging in “key jamming”—the practice of weighing down a keyboard key to simulate activity—for more than half of his 85 scheduled hours. In one instance, the letter “i” had been pressed over 16,000 times.

Read More: Employee Unfairly Sacked After Spy Software Shows Her Online Shopping During Work Hours

A misconduct hearing was subsequently scheduled, but before it could take place, Mr Thubron resigned in May 2025. When the hearing eventually proceeded, the former detective didn’t attend or provide a defence. Nonetheless, it was determined that he would have been dismissed for gross misconduct at work had he not already left his post.

Following the verdict, Mr Thubron’s former supervisor said, “On a professional level, I feel let down and embarrassed by DC Thubron’s actions.” The panel which chaired his disciplinary hearing added, “The public would rightly be appalled by this conduct, and it would have an inevitably corrosive effect on the public trust in the force and the profession.”

What is an Example of Misconduct at Work?

In the UK, misconduct refers to behaviour that breaches company rules, policies, or expected standards. Examples include lateness, minor insubordination, or the misuse of company property. According to government guidance, cases of misconduct should be managed fairly through a series of meetings.

Before any meeting takes place, though, an employee must be told the reason for it. During the first meeting, they should then be given the opportunity to explain their actions, with a first written warning issued only if their explanation is deemed unsatisfactory. This warning should set out the expected standards of behaviour, the timeframe for improvement, and the potential consequences of failing to improve.

If progress isn’t made, a second meeting should follow. Again, the employee must be given the chance to respond before any final written warning is issued. This warning should repeat what needs to change, by when, and what will happen if standards aren’t met.

If misconduct persists, a third meeting may be required. At this stage, it should be made clear that dismissal is a possible outcome. The employer must decide whether to terminate employment or allow another opportunity to improve. Whatever the outcome, the decision must be confirmed in writing, and if dismissal is chosen, the employee must be given the right to appeal.

What are Sackable Offences at Work?

Crucially, gross misconduct is a more serious form of misconduct that irreparably damages the relationship of trust and confidence between employer and employee. Like regular misconduct, examples of gross misconduct can vary. That being said, some examples include:

  • Falsifying work records: For instance, manipulating software to deceive an employer by appearing active when not working.
  • Theft: Such as stealing company property or money.
  • Violence: Ranging from physical assaults to bullying and threats.

In such cases, summary dismissal—meaning dismissal without notice—may be justified. However, employers must still follow a fair disciplinary process before making any decision. Failure to do so could result in an unfair dismissal claim.

Can I be Fired for Key Jamming?

As established in the case involving the former Durham Police detective, key jamming can amount to gross misconduct at work. In such circumstances, immediate dismissal may be warranted. Whether an individual is actually dismissed, though, will depend on the specific circumstances of the case.

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Before reaching a decision, employers will typically consider several key factors:

  • Policy and contract: Whether the conduct breached the terms of the employee’s contract or fell short of the standards of behaviour set out in company policies.
  • Employee response: The individual’s explanation and whether there was any legitimate reason for their actions.
  • Proportionality: The employee’s seniority, the seriousness of the behaviour, and the extent to which it has damaged trust.

If the behaviour is deemed serious or forms part of a pattern of unimproved conduct, dismissal may be justified.

Unfairly Dismissed for Gross Misconduct at Work? Get Help

Sometimes, individuals can face dismissal for gross misconduct unfairly. It may be that one’s employer wants to remove them and uses this legal mechanism as a means of doing so, for example. 

Whatever the case, before someone faces summary dismissal, their employer must ensure they’re guilty of the conduct alleged and undertake a fair disciplinary procedure. If either of these elements isn’t satisfied, the dismissal could be unfair.

If you’re in this position and want legal assistance, Redmans Solicitors is here to help. Following a brief chat, our team of employment specialists can answer any queries you may have and discuss your possible options. Should you have an eligible claim, we can also guide you through the legal process to help ensure you reach an optimal outcome.

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The information on this page is intended for general informational purposes only and does not constitute legal advice.