A female firefighter has been awarded £40k for unfair dismissal after she complained about a boyfriend colleague snooping through her private journal.
Kelly Rice struck up a romantic relationship with the senior firefighter who was her mentor in the Gloucestershire Fire and Rescue Service department.
The man – whose name has not been disclosed – was found by bosses to have ‘bullied and harassed’ Ms Rice.
A tribunal heard he was given a final written warning, which the female firefighter deemed not an ‘adequate’ punishment.
As a result Ms Rice refused to work in active duty, claiming the ‘culture’ caused her to suffer anxiety and depression.
She has now won claims of unfair dismissal and disability discrimination and has been awarded over £40,000 after an employment tribunal ruled she was forced out.
The tribunal heard she was subjected to disciplinary proceedings despite still dealing with ‘trauma’ and harshly refused the chance to work in non-active roles.
The treatment by Gloucestershire County Council, which oversees the fire service, ‘exacerbated’ the harassment she received from her ex-partner, it was found.
Kelly Rice (pictured) struck up a romantic relationship with the senior firefighter who was her mentor in the Gloucestershire Fire and Rescue Service department
Ms Rice refused to work in active duty, claiming the ‘culture’ caused her to suffer anxiety and depression
Bristol Employment Tribunal heard Ms Rice began working as an active duty firefighter at Stroud Fire Station, Gloucestershire, in January 2019.
Another firefighter – referred to only as ‘KS’ – became her mentor.
By April 2019, the pair had begun a romantic relationship, however it was troubled.
The tribunal heard Ms Rice had concerns about the man which she relayed to the Watch Manager, Richard Basham, in the summer and autumn of 2019.
This culminated in messages being exchanged between her and Richard Basham in January 2020 about her senior colleague.
On March 2, 2020 Ms Rice alleged the man had searched through her bag at the fire station and read her private journal.
That same day that she ended their relationship.
The senior firefighter was given a final written warning and it was found he had bullied and harassed Ms Rice with a series of text messages, causing her to lodge a grievance.
The tribunal heard Ms Rice had concerns about the man which she relayed to the Watch Manager, Richard Basham, in the summer and autumn of 2019
‘She asserted that [she] did not believe that the investigation was fair or accurate’, the tribunal heard.
‘[Ms Rice said] there was further evidence that she… could provide.
‘[Ms rice said] the sanction was inadequate and demonstrated in [her] view that the [fire service] regarded the behaviour as acceptable.’
Ms Rice was told she couldn’t affect the disciplining of another firefighter.
She took a break from her role as an active firefighter due to stress and accepted a temporary post at its headquarters, which she said improved her mental health.
However, the Fire Service ordered her to return to her original role, and even said that if she wanted to continue non-operational work she would need to retire and reapply.
This was in contradiction to her doctor’s occupational health advice – that a return to active service might cause a relapse in her mental health.
Dr Galey, who gave Ms Rice occupational health advice, told her manager: ‘She feels that justice has not been served by the outcome and that returning to active firefighting duties because of her perceptions would simply result in further issues with her mood and anxiety.’
Ms Rice won claims of constructive unfair dismissal, wrongful dismissal, discrimination and the failure to make reasonable adjustments because the council had not accommodated her mental illness
In May 2021 Ms Rice went off sick from working in active duty because of the stress of continually negotiating with higher-ups.
She cited her experience of ‘coercive control’ she suffered at work and the ‘complex post-traumatic stress disorder’ she suffered as a result.
She worked other jobs while off sick – which she had permission to do – but was given a final written warning.
Disciplinary proceedings started against her again in 2022 when she failed to attend meetings and comply with a return-to-work scheme.
She appealed, but her appeals were dismissed, and she resigned in August 2022.
Ms Rice told the tribunal: ‘The behaviours I received have resulted in my having to seek support from counsellors, therapists, and doctors and I’m undergoing hypnotherapy to cope with the emotional trauma.
‘I have found it difficult to concentrate both in my work and personal life due to the situation causing stressful thoughts and memories and the duration of the ordeal.
‘This has at times affected my ability to perform even the simplest tasks.
‘I have lost my sense of self-worth and the confidence I once had in my abilities has been shattered. This has not only impacted my career progression but has also strained my relationships with family and friends.’
Ms Rice won claims of constructive unfair dismissal, wrongful dismissal, discrimination and the failure to make reasonable adjustments because the council had not accommodated her mental illness.
Employment Judge Paul Cadney said she was mistreated due to ‘firstly the requirement to attend for operational duties; secondly in commencing and upholding disciplinary action for her failure to do so, and thirdly in the dismissal of the appeal’.
Judge Cadney said: ‘It clearly did have the effect of prolonging and exacerbating in part the pre-existing consequences of the KS events.’
Ms Rice was awarded a total of £42,853.73.
Her claims of constructive dismissal regarding the male colleague were not upheld.
A Gloucestershire Fire and Rescue Service spokesman told the Daily Mail: ‘We have received notification of the outcome of an Employment Tribunal heard in July 2025 in Bristol.
‘It is deeply regrettable when any employee leaves our Service, and particularly in relation to the individual involved in this case.
‘We are committed to learning from this experience. A full debrief will be undertaken to review the management of this complex case and to identify improvements in how we handle grievance and competency matters going forward.
‘As part of our ongoing commitment to high standards and accountability, we have already taken steps to strengthen our processes by establishing a Professional Standards Unit, which provides greater oversight and consistency in managing such cases.’
