No, held the EAT in Express Medicals v O'Donnell.
The Claimant was the minority shareholder in a company. There were discussions with the majority shareholder to negotiate an exit, after a falling out between them, but he was dismissed while the process was still continuing. The employment tribunal noted that there was an "ongoing discussion and dialogue" but found the dismissal unfair because "no particular procedure" had been followed.
The Respondent argued that this was a dismissal for some other substantial reason but neither party addressed the issue of whether the ACAS Code of Practice would apply, and nor did the employment tribunal make a finding on the point. In circumstances where there had already been some dialogue between the parties, it also failed to specify what further steps the Respondent ought to have taken.
It was a further error not to make a Polkey deduction where there had been a finding of fact that the relationship had "seriously deteriorated and could not necessarily be considered to remain tenable".
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