On 10 January, Rachel Limbrick was sentenced to two years and eight months in prison after she admitted stealing £458,697 from the Gloucestershire branch of the charity across nearly seven years, from 2016 to 2023.
We asked commentators how HR professionals can recognise and prevent fraud.
“Fraud in the workplace can go unnoticed for years, but there are red flags that employers should monitor,” Sarah Stevens, co-founder of HR consultancy Hoomph, told HR magazine.
“Behavioural changes such as reluctance to take holidays, defensiveness when asked about work processes or reduced engagement could indicate fraudulent activity.
“Sudden lifestyle changes, like lavish spending that doesn’t align with salary, can also be telling. Similarly, repeated policy breaches, such as missing documentation or frequent overrides of controls, should raise concerns.”
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Limbrick’s representative claimed that she had struggled financially throughout her life, and was subjected to mental and physical abuse by her partner.
Her behaviour “became an addiction because of a lack of oversight from the charity”, the representative told a court last week.
Limbrick used the money to take her children on holiday and give them "things she hadn't been able to growing up", the court heard.
Judge Lowe said: “The old people of Gloucestershire were deprived by you so you could go on your nice holidays."
Employers should work with HR professionals and legal advisors to investigate employees they suspect of fraud, according to Lorna Ferrie, legal and compliance director at HR and business consultancy Mauve Group.
Speaking to HR magazine, she said: “Where an employer suspects fraudulent activity, the most important step is to gather evidence in a discreet manner, to avoid alerting the suspected employees.
“They should also consult closely with both their legal and HR departments before taking any action, to ensure that the investigation complies with company policies and legal requirements.
“The legal and HR teams should be part of the internal investigation, to ensure an unbiased process.”
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Limbrick was confronted about missing cash at the branch of Age UK she worked at in July 2023, and immediately confessed to stealing the money, the court heard. She later paid back the full amount, as well as a contribution towards the cost of the investigation.
While investigating a potential fraud case, HR leaders should allow employees the right to appeal allegations against them, Jade McEvoy, people consultant from employment law, HR and health and safety firm AfterAthena, told HR magazine.
She said: “Suspend the employee (on full pay) if deemed necessary to mitigate any further risk, pending the investigation, and adhere to company disciplinary procedures as outlined in policies.
“Allow the employee an opportunity to respond to any allegations made against them, ensuring fair treatment throughout the process. If misconduct is confirmed, take appropriate action in line with employment policies.”
HR professionals should then audit their internal processes to prevent further cases, Ferrie suggested.
She added: “Finally, the organisation should review its internal controls and procedures to prevent future incidents.
“Learning from the investigation should allow them to implement stronger checks and balances.”