EAT VICTIMISATION DISCRIMINATION
Whistleblowing
Protected disclosure
The Employment Tribunal clearly found the Claimant was dismissed fairly by reason of redundancy. That finding meant that the claim that he was dismissed for whistleblowing failed. There was no error of law.
It is reasonably arguable that the claim of per-employment detriments which failed as a matter of construction of Employment Rights Act 1996 s43B and application of Cavendish Munro Professional Risks Management Ltd v Geduld was wrong.
Judges:
McMullen QC J
Citations:
[2011] UKEAT 0569 – 11 – 0710
Links:
Jurisdiction:
England and Wales
Employment
Updated: 25 September 2022; Ref: scu.447629
