The Employment Appeals Tribunal has held that a complaint made by an employee, during a meeting, about his manager who was pressurising him to produce financial models which he believed were misleading amounted to a disclosure of information for the purposes of the ‘whistle-blowing’ legislation.
What does this mean?
Employees who ‘blow the whistle’ on wrongdoing, even in the less formal manner described here, are protected from being victimised. (A dismissal resulting from whistle-blowing amounts to an ‘automatically unfair’ dismissal.)
What should employers do?
Before taking action, employers should consider their own actions leading up to any decision to dismiss and should take specific legal advice before dismissing an employee whatever the reason for wanting to dismiss them.