A UK employment tribunal has dismissed the appeal of a former IT worker who claimed he was unfairly dismissed after telling a female colleague they had already met “in his dreams” before sending her a series of romantic messages and poems.
The ruling brings to an end a lengthy legal battle involving Elrich Daudet, a former senior computer analyst at Computacenter (UK) Ltd, who argued that his dismissal amounted to unfair treatment, discrimination and harassment after he was fired for gross misconduct in 2022.
Daudet maintained that he possesses the gift of prophetic dreams and believed the woman had appeared to him months before they met in real life.
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Claim centred on prophetic dreams
During the proceedings, Daudet argued that his belief in prophetic dreams was genuine and deeply held.
According to his account, the female colleague had appeared in one of his dreams before they ever met professionally, inspiring some of his poetry and songwriting.
After they eventually became colleagues, Daudet began sending her messages and poems expressing his admiration.
One of the poems reportedly compared her scent to “flowers in the Garden of Eden.”
However, the colleague did not welcome the attention.
Colleague reported feeling uncomfortable
Evidence presented during the tribunal showed that the woman complained to another colleague, saying Daudet was “doing her head in” through repeated messages and unwanted attention.
She believed his communications were romantic in nature and said they made her feel uncomfortable.
Following the complaint, Computacenter launched an internal disciplinary investigation into the matter.
The investigation concluded that Daudet’s behaviour amounted to gross misconduct, leading to the termination of his employment in December 2022.
Tribunal rejects discrimination claims
After his dismissal, Daudet filed claims alleging unfair dismissal, harassment and discrimination based on race and religious or philosophical beliefs.
He argued that his belief in prophetic dreams should qualify as a protected philosophical belief under UK equality legislation.
However, the employment tribunal dismissed all of his claims in 2024.
The tribunal ruled that although Daudet sincerely believed in prophetic dreams, the belief did not meet the legal requirements necessary for protection under the Equality Act.
Appeal also dismissed
Unhappy with the original ruling, Daudet appealed the decision.
His legal representative argued that the tribunal misunderstood the nature of his belief, insisting it extended beyond his personal experiences into a broader conviction that dreams can predict future events.
The appeal also challenged the tribunal’s finding that the female colleague had been alarmed by the communications.
Despite those arguments, the Employment Appeal Tribunal upheld the original judgment.
Judge explains the decision
Employment Appeal Tribunal Judge Lord Fairley ruled that there had been no legal error in the original decision.
He stated that the woman reasonably believed Daudet was making romantic advances toward her and that his actions caused genuine discomfort.
The judge explained that physical contact was not necessary for workplace misconduct to occur.
He also rejected the argument that the messages represented an expression of a legally protected philosophical belief.
According to the judgment, the communications were romantic rather than religious or philosophical in nature.
Workplace boundaries remain essential
Employment law experts note that the ruling reinforces the importance of maintaining appropriate professional boundaries in the workplace.
Regardless of personal beliefs or intentions, employees are expected to respect colleagues’ personal space and avoid unwanted romantic advances.
The decision also highlights that sincerely held beliefs do not automatically receive legal protection unless they satisfy the criteria established under UK equality legislation.
Wider implications
The case has attracted attention because of its unusual circumstances involving prophetic dreams and claims of supernatural inspiration.
However, legal observers say the tribunal’s decision ultimately focused on workplace conduct rather than the validity of Daudet’s personal beliefs.
The ruling serves as a reminder that employers have a duty to protect staff from unwanted behaviour that creates an uncomfortable working environment.
For more information on employment rights and workplace equality in the United Kingdom, readers can visit the UK Government employment guidance at https://www.gov.uk/employment-status.
The judgment now brings Daudet’s legal challenge to a close, confirming that his dismissal for gross misconduct was lawful and that his belief in prophetic dreams did not provide a legal defence for the messages he sent to his colleague.
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