Care home employee wins £15,963 after whistleblowing dismissal
A care home employee who was dismissed and subjected to detriments after making a public interest disclosure has been awarded £15,963.47 by the Liverpool Employment Tribunal.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by the respondent as a care home employee.
- The claimant made a public interest disclosure.
- The claimant was dismissed and subjected to detriments because of the disclosure.
- The respondent did not contest the claims of unfair dismissal, unpaid notice, and detriment for public interest disclosure.
- The claimant's claim for unpaid holiday pay was dismissed due to lack of evidence.
Timeline
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Claim presented
The claimant presented her claim to the Employment Tribunal.
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Hearing and judgment
The hearing took place at Liverpool Employment Tribunal. The claimant was represented by counsel; the respondent did not appear. Judgment was given in favour of the claimant on unfair dismissal, unpaid notice, and detriment for public interest disclosure, but the holiday pay claim was dismissed.
The legal issue
The tribunal had to decide whether the claimant was unfairly dismissed, subjected to detriments for making a public interest disclosure, and entitled to unpaid notice and holiday pay.
The outcome
The tribunal ruled in favour of the claimant on three claims: unfair dismissal, detriment for public interest disclosure, and unpaid notice. The claim for unpaid holiday pay was dismissed due to lack of evidence.
Compensation breakdown:
- Unfair dismissal: £7,021.16 (including £6,250 loss of pay, £173.13 loss of pension contributions, £598 loss of childcare benefit)
- Unpaid notice: £1,442.31 (three weeks' gross pay)
- Injury to feelings (for detriment): £7,500
- Total: £15,963.47
Lessons & takeaways
- If you make a protected disclosure (whistleblow), you are protected from dismissal and detriment – but you must have evidence to support any related claims like unpaid holiday pay.
- Employers who fail to contest tribunal claims may face default judgments and significant compensation awards.
- Compensation for injury to feelings in whistleblowing cases can be substantial, reflecting the emotional impact of the treatment.
What this case shows
A care home employee made a public interest disclosure – a protected act under whistleblowing law. Instead of being protected, she was dismissed and suffered other detriments. The employer, Hilbre Care Ltd, did not defend the claims at the hearing, leading to a default judgment. The tribunal awarded a total of £15,963.47, including £7,500 for injury to feelings.
What the employer could have done differently
Had the employer engaged with the process, it could have challenged the claims or mitigated the compensation. By not attending or contesting, it left the tribunal to accept the claimant's evidence unchallenged. The unpaid holiday pay claim was dismissed for lack of evidence, showing that even a successful claimant must prove each element.
Why this matters
This case reinforces that whistleblowers are protected from retaliation, and tribunals will award damages for the emotional harm caused. It also highlights that employers who ignore proceedings risk significant financial penalties. For employees, it demonstrates the importance of gathering evidence to support all aspects of a claim.
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