Whistleblowing dismissal and detriment: former employee awarded £14,443
A former employee who was automatically unfairly dismissed and suffered detriment for whistleblowing has been awarded £14,443.27 by an employment tribunal. The respondent, PNS Garage Installations Limited, did not attend the hearing.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was employed by the respondent.
- The claimant made protected disclosures.
- The claimant was automatically unfairly dismissed by reason of whistleblowing.
- The claimant suffered detriment by reason of whistleblowing.
- The respondent failed to pay notice pay, holiday pay, and other wages.
- The disability discrimination claim for failure to make reasonable adjustments was dismissed.
Timeline
-
Start of prescribed period for unfair dismissal
The first prescribed period for the automatic unfair dismissal claim began on 30th June 2020.
-
End of first prescribed period
The first prescribed period ended on 28th August 2020.
-
Start of second prescribed period
The second prescribed period for the automatic unfair dismissal claim began on 2nd November 2020.
-
End of second prescribed period
The second prescribed period ended on 14th December 2020.
-
Hearing and judgment
The Employment Tribunal held a hearing in Manchester and issued its judgment.
The legal issue
The tribunal had to decide whether the former employee was automatically unfairly dismissed by reason of whistleblowing, whether he suffered detriment for whistleblowing, whether the respondent breached contract by failing to pay notice pay, whether unlawful deductions from wages were made for holiday pay and other sums, and whether the respondent failed to make reasonable adjustments for disability.
The outcome
The tribunal upheld the claims of automatic unfair dismissal by reason of whistleblowing, detriment by reason of whistleblowing, breach of contract for notice pay, and unlawful deduction from wages for holiday pay and other sums. The disability discrimination claim for failure to make reasonable adjustments was dismissed.
Compensation breakdown:
- Breach of contract (notice pay): £598.00
- Unlawful deduction from wages (holiday pay): £1,482.30
- Unlawful deduction from wages (other): £1,028.63
- Automatic unfair dismissal (whistleblowing): £7,334.34
- Detriment (whistleblowing): £4,000.00
- Total: £14,443.27
Lessons & takeaways
- Whistleblowing claims can succeed even if the employer does not attend the hearing, but the claimant must still prove their case on the evidence.
- Employers who fail to pay notice pay, holiday pay, or other wages risk separate claims for breach of contract and unlawful deduction from wages.
- A disability discrimination claim for failure to make reasonable adjustments may fail if the claimant cannot show they were placed at a substantial disadvantage compared to non-disabled employees.
- Protected disclosures must be made in good faith and in the public interest to qualify for automatic unfair dismissal protection.
Whistleblowing protection in practice
This case shows that employment tribunals take whistleblowing claims seriously. The former employee made protected disclosures and was automatically unfairly dismissed and subjected to detriment as a result. The respondent, PNS Garage Installations Limited, did not attend the hearing, but the tribunal still found in favour of the claimant on the evidence presented.
What the employer could have done differently
The employer could have avoided liability by not dismissing or treating the employee detrimentally because of the disclosures. They should also have paid the employee his notice pay, holiday pay, and other wages properly. Failing to attend the hearing meant they lost the opportunity to challenge the claims or mitigate the damages.
Why this matters for similar claims
This case is a reminder that whistleblowing protection is a powerful tool for employees. However, the disability discrimination claim for failure to make reasonable adjustments was dismissed, highlighting that not all claims succeed. Claimants must be able to show they were placed at a substantial disadvantage and that the employer failed to take reasonable steps to avoid it. The total award of £14,443.27 covers the unfair dismissal, detriment, and unpaid wages, demonstrating the potential financial consequences for employers who breach whistleblowing and contractual rights.
Similar cases
Former employee wins unfair dismissal, notice pay and holiday pay after employer fails to attend hearing
A former employee has been awarded £14,363.05 after the Employment Tribunal found their unfair dismissal, breach of contract and holiday pay claims well-founded. The employer did not attend the hearing.
Redundancy without pay: former employee wins £4,918 after company fails to attend tribunal
A former employee of Maldon Brewing Company Ltd won £4,918.35 after the company dismissed him by reason of redundancy without paying his salary, notice pay, redundancy payment, or holiday pay. The respondent did not attend the hearing.
Former employee wins pay claims for underpaid weekend shifts and holiday
A tribunal found that Tees Valley Community Asset Preservation Trust underpaid a former employee for weekend shifts, failed to pay Sunday premiums, notice pay, and holiday pay. The unfair dismissal claim was dismissed.
Unfair dismissal but 100% Polkey reduction due to workplace closure
A former employee was unfairly dismissed but received only limited compensation because the tribunal found he would have been fairly dismissed a month later when the workplace closed. Total award: £12,419.29.