Guidance to Tribunals on whistle blowing

In this case the Tribunal had failed to determine when any deliberate failure to address the employee’s complaints occurred, if indeed this had happened at all. It also held that it was not reasonable for the employee to consider herself as being subjected to a detriment during the limited time period when the employer was addressing her complaints.

This legal update is provided for general information purposes only and should not be applied to specific circumstances without prior consultation with us.

For further details on any of the issues covered in this update please contact Gemma Ospedale, Partner in Employment on 020 7583 2222