Employers should ensure they do not put allegations of harassment (or other misconduct) to an employee without a reasonable basis for doing so.
Where an employer had confronted the employee with an exaggerated and distorted version of a client's complaint, this was found to be because of his race and was an actionable detriment for which the employee could claim compensation. The fact that the employer had accepted the employee's denials did not prevent there being detriment in being confronted with them in the first place. (Olasehinde v Panther Securities, EAT)
Even without the discrimination angle, such conduct could potentially amount to constructive dismissal. Employers should only consider allegations for which there are reasonable grounds.