Ignorance is bliss: decision-maker unaware of protected disclosure defeats automatic unfair dismissal claim
We reported on the EAT’s decision in Royal Mail v Jhuti back in the summer. Unhappy with the EAT’s decision, Royal Mail appealed to the Court of Appeal. ..
The Court of Appeal has handed down its much-awaited decision in the case of Chesterton Global v Nurmohamed and, unfortunately for employers, it does not provide the assistance they were..
It is automatically unfair to dismiss an employee on the basis that he or she has made a protected disclosure, more commonly known as ‘whistleblowing’. ..
Dr Day entered into a training contract with Health Education England (“HEE”). HEE placed Dr Day on a series of training placements with different NHS trusts. ..
In the recent case of McTigue v University Hospital Bristol NHS Foundation Trust the EAT clarified that agency workers can bring detriment claims against end users provided the end user..
Lack of knowledge of employee’s protected disclosures did not prevent a finding of automatic unfair dismissal
In the recent case of Royal Mail Group Limited v Jhuti, the Employment Appeal Tribunal decided that an employee had been automatically unfairly dismissed even though the manager responsible for..
Whistle-blowing – ‘Allegation’ and ‘Information’ are not alternative concepts and suspension was an ongoing detriment
The recent case of Kilraine v London Borough of Wandsworth has demonstrated that when assessing if there has been a disclosure of information, for whistle-blowing purposes, ‘information’ and ‘allegations’ are..
The whistleblowing charity, Public Concern at Work, has published this week some YouGov survey results showing that, surprisingly, only 48 per cent of workers in a representative sample said..
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