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What is the maximum sentence for the offence of theft from an employer?

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Are you facing a charge of theft from an employer and wondering what the maximum sentence for the offence might be? If so, you are not alone. Concern about potential sentences is one of the most common queries clients pose to their solicitors. Whilst the sentence for theft from an employer can be substantial, solicitors can employ strategies to potentially mitigate the duration of any custodial sentence (if indeed one is imposed). In this article, we will briefly outline the offence of theft from an employer, then examine the maximum sentence you can receive, the key points from the sentencing guidelines, how a solicitor can assist in reducing the sentence you receive, and where to seek further assistance.

What is the offence of theft from an employer?

The offence of theft from an employer in England is governed primarily by the Theft Act 1968 and the Theft Act 1978.

The elements of the offence of theft from an employer consist of:

  • Dishonesty: The individual must act dishonestly in appropriating property belonging to their employer.
  • Appropriation: There must be an act of taking or assuming the rights of ownership over the property by the individual, which could include outright taking, using it for their own benefit, or transferring it to another.
  • Property belonging to another: The property taken must belong to the employer. This includes money, goods, or other valuable assets belonging to the employer.
  • Intention to permanently deprive: The individual must have the intention to permanently deprive the employer of the property. This can be shown through actions indicating that the individual has no intention of returning the property or its value.

What are some examples of theft from an employer?

Examples of theft from an employer include:

  • An employee embezzling funds from their company’s accounts for personal use.
  • A cashier pocketing money from the cash register at their workplace.
  • A warehouse worker stealing goods from the inventory of their employer.
  • A contractor billing their employer for fictitious expenses and pocketing the funds.
  • A salesperson diverting sales commissions owed to their employer into their personal account.
  • A manager manipulating company records to syphon off assets or inventory for personal gain.
  • An IT specialist stealing company-owned electronic devices or software for personal use or resale.
  • A receptionist taking valuable items or cash from guests or deliveries intended for the employer.
  • A marketing executive fraudulently using the company’s budget for personal expenses.
  • An employee falsifying expense reports to obtain reimbursement for expenses that were never incurred, effectively stealing from the employer.

What is the maximum sentence for theft from an employer in England and Wales?

In England and Wales, the maximum sentence for theft from an employer depends on the severity of the offence and is subject to the discretion of the court. The Sentencing Council provides guidelines to assist courts in determining appropriate sentences for theft offences.

According to the Sentencing Council, the maximum sentence for theft from an employer is determined by the value of the property stolen and the culpability of the offender. The guideline categorises theft offences into different levels of seriousness based on the value of the property taken.

For example, for theft from an employer where the value of the property stolen exceeds £100,000, the offence is considered very high culpability and falls within the most serious category. In such cases, the maximum sentence can be up to 7 years’ imprisonment.

For theft from an employer where the value of the property stolen is lower, the maximum sentence may vary. The guideline provides a range of sentences depending on the value of the property and other aggravating or mitigating factors present in the case.

Note that the court has the discretion to consider individual circumstances and may impose a sentence that falls within the statutory maximum or is lower depending on the specific facts of the case and any mitigating or aggravating factors present.

What factors influence sentencing for theft from an employer?

When sentencing for theft from an employer in England and Wales, judges consider various factors to determine an appropriate sentence. These factors include both aggravating and mitigating circumstances, as outlined in the Sentencing Council’s theft guidelines. Below are the main considerations:

  • Value of Property Stolen: The value of the property stolen is a primary factor influencing the severity of the sentence. Generally, the higher the value, the more serious the offence.
  • Culpability of the Offender: The level of the offender’s culpability is assessed based on their role in the offence and their degree of responsibility. Factors such as planning and sophistication of the theft, abuse of trust, and the level of the offender’s awareness of the wrongdoing are taken into account.
  • Impact on the Victim: The impact of the theft on the employer is considered, including any financial loss suffered, damage to reputation, or disruption to business operations.
  • Aggravating Factors: These are factors that increase the seriousness of the offence and may result in a harsher sentence. Aggravating factors can include previous convictions for similar offences, targeting vulnerable victims, or committing the offence as part of a group or gang.
  • Mitigating Factors: These are factors that may reduce the offender’s culpability or warrant a more lenient sentence. Mitigating factors can include a lack of previous convictions, genuine remorse, cooperation with authorities, or personal circumstances such as mental health issues or significant hardship.
  • Degree of Planning and Sophistication: Offences involving a high degree of planning or sophistication, such as elaborate schemes or insider knowledge, may attract a more severe sentence.
  • Abuse of Position of Trust: If the offender abused a position of trust or authority within the company to commit the theft, this is considered an aggravating factor.
  • Early Guilty Plea: A timely admission of guilt, usually before trial, may be considered a mitigating factor and can result in a reduction of sentence.
  • Restitution or Compensation: Offenders who make efforts to repay the stolen property or compensate the victim may receive a more lenient sentence.
  • Personal Mitigation: Factors such as the offender’s age, mental health, or any other personal circumstances that may have contributed to the offence are taken into consideration.

These factors are not exhaustive, and the court considers each case on its individual merits, weighing the aggravating and mitigating factors to determine a fair and proportionate sentence.

How can a solicitor help with reducing the sentence for theft from an employer?

A solicitor can play a crucial role in helping to reduce the sentence for theft from an employer by providing expert legal guidance and representation throughout the legal process. Here’s how a solicitor can assist and why someone facing such charges should consider obtaining legal representation:

  • Legal Expertise and Strategy: A solicitor specialised in criminal law, particularly theft offences, possesses in-depth knowledge of relevant legislation, case law, and sentencing guidelines. They can assess the strengths and weaknesses of the case, identify mitigating factors, and develop a strategic defence tailored to the individual circumstances.
  • Negotiation with Prosecution: Solicitors can engage in negotiations with the prosecution to explore potential alternatives to prosecution or secure a plea deal. This could involve seeking a reduction in charges or agreeing on a basis for sentencing that reflects the full context of the offence.
  • Mitigation Presentation: Solicitors are skilled at presenting mitigating factors to the court effectively. They can gather evidence, such as character references, evidence of remorse, or evidence of personal circumstances, to present a compelling case for leniency in sentencing.
  • Sentence Reduction Advocacy: During sentencing hearings, solicitors advocate on behalf of their clients, presenting arguments for a reduced sentence based on relevant legal principles and mitigating factors. Their advocacy can significantly influence the judge’s decision on the appropriate sentence.

When choosing a solicitor to represent them in a theft from an employer case, individuals should look for several key qualities:

  • Experience and Specialisation: Look for a solicitor with significant experience and expertise in handling theft offences and similar criminal cases. Specialisation in this area of law ensures that the solicitor possesses the necessary knowledge and skills to achieve the best possible outcome.
  • Track Record of Success: Consider solicitors with a proven track record of successfully representing clients in theft cases, including securing favourable outcomes and reduced sentences.
  • Communication and Rapport: Choose a solicitor with whom you feel comfortable communicating openly and honestly. Effective communication and a good rapport are essential for building a strong lawyer-client relationship based on trust and understanding.

When first meeting with a solicitor, individuals can expect a confidential consultation where they can discuss their case in detail. The solicitor will listen to the individual’s account of the events, ask pertinent questions to gather relevant information, and provide an initial assessment of the case strengths and potential challenges.

Where to get further help

Worries regarding the potential sentence for theft from an employer can be overwhelming, and you likely have numerous pressing inquiries. For further assistance and advice regarding sentencing and other aspects linked to the offence of theft from an employer, contact the team at Stuart Miller Solicitors without delay. Our approachable and impartial team is available to assist with your case, regardless of your situation. Contact us today for support and guidance.


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