It is unlawful to dismiss an employee, or to subject them to any detriment, because they have made a “protected disclosure”. This is popularly known as “blowing the whistle”. The legislation is technical and requires consideration of a number of issues. The Claimant must be able to show that:
They made a disclosure of information rather than a bare allegation:
in the case of Cavendish Munro Professional Risk Management Limited v Geduld, the Employment Appeal Tribunal explained that a vague statement such as “you are not complying with Health and Safety requirements” would not be protected, whereas the statement “The wards have not been cleaned for the past two weeks” may be.