Bad-Faith Dismissals, Manufactured Metrics, and Unlawful Deductions
Pros
Some of the ground-level sales team and colleagues are genuinely capable, hardworking, and collaborative.
Cons
The leadership and HR practices operate in complete bad faith. If you are joining the commercial team, be prepared for shifting goalposts and a lack of basic employment ethics. - Manufactured, Unattainable Metrics: Targets are dictated top-down with zero regard for territory constraints. Despite maintaining the highest average volume of Sales Qualified Deals (SQLs) that exceeded the team's average, management evaluates performance strictly on a total arbitrary monetary deal value target of £120,000 per month. They will weaponise a missed revenue target against you despite internally acknowledging that specific patches structurally do not yield that deal size standard. - Pretextual Firings to Bypass Redundancy (The 16-Hour Window): The company utilises "low performance" as a transparent pretext to circumvent statutory redundancy protections and avoid fair processes, a bad-faith tactic that causes severe reputational harm and gives rise to claims for stigma damages. I was summarily dismissed at 5:45 PM on Thursday, 16 April 2026. Less than 16 hours later, at 9:00 AM on Friday morning, the company initiated a mass redundancy consultation affecting 12+ staff, some of which having less tenure than me. Management will actively single out established employees for immediate termination the night before a redundancy round simply to cut costs. - Withheld Commissions and PILON: Upon termination, they enforce a Payment in Lieu of Notice (PILON) clause to immediately revoke system access. They will explicitly refuse to pay out commissions on active, qualified deals that you have already worked and are currently sitting in your pipeline. - Unlawful Deductions and ACAS Retaliation Threat: Expect to fight against unlawful deductions of wages. They implemented a punitive, miscalculated deficit of 9 days from my statutory holiday entitlement, totalling £1,384.62 in deductions. Furthermore, when the dispute was escalated to ACAS for early conciliation, the company flatly refused to engage. Instead, they issued an interesting written threat to pursue me for their legal costs when an Employment Tribunal claim is lodged.
