The recent EAT decision in MBNA Limited v Jones highlights the importance of consistency of treatment when dealing with disciplinaries, unless the conduct concerned is distinguishable and therefore a different sanction justifiable. In the case the EAT agreed that the different conduct of two employees at a company social event, one who deliberately punched the other employee in the face, the other of whom made threats to his colleague which were not carried out, ultimately justified the different disciplinary sanctions applied of dismissal and a final written warning respectively.