Yes, an employer can dismiss an employee for lying, but only if a fair and lawful process is followed.
Lying in the workplace can have serious consequences, particularly if it causes harm to the organisation’s reputation or operations. In many cases, dishonesty may be treated as misconduct or gross misconduct, which can warrant dismissal. However, any decision to dismiss must be assessed on a case-by-case basis.
Key factors to consider include what the lie was about, how serious the lie is, the damage caused or breached trust. For example, falsifying work history on a CV – such as concealing long periods of unemployment or falsely claiming qualifications or specific skills – is a justifiable reason for dismissal, particularly where the deception is material to the role.
That said, employers must always follow a fair and thorough disciplinary process before making any decision. This includes investigating the issue, meeting with the employee to hear their explanation, and following the organisation’s procedures throughout.
