Whistleblower dismissed after 8 weeks: supermarket ordered to pay £15,660
A supermarket employee was unfairly dismissed for making protected disclosures after just eight weeks of service. The tribunal awarded £15,660.06, including injury to feelings and an ACAS code uplift.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant made a series of protected disclosures.
- The claimant was dismissed as a result of those disclosures.
- The claimant worked for the respondent for about eight weeks.
- The claimant's average weekly pay was £74.25.
- The respondent failed to follow the ACAS Code of Practice on Disciplinary and Grievance Procedures.
- The claimant suffered mental ill-health as a result of the dismissal.
Timeline
-
Claim form issued
The claimant issued their claim to the employment tribunal.
-
Liability and remedy hearing
The tribunal heard the case and found the claimant was unfairly dismissed under section 103A ERA 1996.
-
Remedy judgment sent
The tribunal issued the written judgment on remedy, awarding total damages of £15,660.06.
The legal issue
Whether the employee was unfairly dismissed for making protected disclosures (whistleblowing), and if so, what compensation should be awarded.
The outcome
The tribunal ruled that the supermarket employee was unfairly dismissed for whistleblowing. The dismissal was automatically unfair under section 103A of the Employment Rights Act 1996.
Compensation breakdown:
- Loss of earnings: £5,197.50 (70 weeks)
- Loss of statutory rights: £250
- Injury to feelings: £7,500
- Therapy costs: £1,620
- ACAS code uplift (10%): £1,092.56
- Total: £15,660.06
Lessons & takeaways
- Whistleblowing protection applies from day one of employment, regardless of length of service.
- Even short-service employees can claim injury to feelings if they suffer mental ill-health due to the dismissal.
- Failure to follow the ACAS Code of Practice can result in a 25% uplift on compensation (here 10% was applied).
- Keep records of any protected disclosures and the employer's reaction to them.
- Seek medical evidence if the dismissal causes mental health issues, as it can support a claim for therapy costs.
A short service, a big impact
This case shows that whistleblowing protection is not dependent on how long you have worked for an employer. The employee had been with Thoughtful Supermarket Ltd for only eight weeks when they made a series of protected disclosures. The tribunal found that the dismissal was directly because of those disclosures, making it automatically unfair.
Despite the short service, the employee suffered significant mental ill-health as a result of the dismissal. The tribunal accepted that this had a substantial impact on their ability to find new work, even though there was no formal PTSD diagnosis. The award included £7,500 for injury to feelings and £1,620 towards therapy costs.
What the employer did wrong
The respondent failed to follow the ACAS Code of Practice on disciplinary and grievance procedures. This failure led to a 10% uplift on the compensatory award. The tribunal also noted that the employer did not engage fully with the remedy process, failing to provide written submissions as agreed.
A key lesson for employers is that dismissing a whistleblower is high-risk, even if the employee has very little service. The law provides strong protection for those who raise genuine concerns in the public interest.
Why this matters
For employees considering a whistleblowing claim, this case demonstrates that compensation can be substantial even when the employment was brief. The total award of £15,660.06 included elements for financial loss, emotional harm, and therapy costs. It also shows that representing yourself (the claimant appeared in person) is possible, though support from a CIPD associate was noted.
The case reinforces that tribunals will look at the substance of the disclosure, not the length of service, and will compensate for the full impact of the dismissal on the individual.
Similar cases
Whistleblower dismissed in flawed redundancy process: ACAS uplift adds 25% to compensation
A former employee was unfairly dismissed after making a protected disclosure about health and safety. The tribunal awarded over £50,000, including a 25% uplift for the employer's failure to follow the ACAS Code of Conduct.
Dismissed the day after whistleblowing email: a swift and unfair retaliation
A former employee was dismissed less than 24 hours after sending a protected disclosure email. The tribunal found the dismissal was automatically unfair and awarded £13,426 including £8,000 for injury to feelings.
Dismissed without notice and discriminated against: a double blow for a former employee
A former employee was unfairly dismissed, wrongfully dismissed without notice, and discriminated against on grounds of sex. The tribunal awarded £16,208.68, including an uplift for the employer's failure to follow the ACAS code.
Area manager dismissed for editing timesheet: procedural failures led to unfair dismissal finding
An area manager was unfairly dismissed after editing a timesheet, but the tribunal found the investigation was flawed and the disciplinary process lacked proper notice. He was awarded £8,026 after reductions for contributory conduct and a Polkey finding.