Whistleblower dismissal: former employee awarded £59,649 after making protected disclosures
A former employee of Fine Futures Limited has been awarded £59,649 after an employment tribunal found he was dismissed and subjected to detriment for making protected disclosures.
1 min read · Last updated 18 May 2026
Case details
Key facts
- The claimant was dismissed because he made protected disclosures.
- The claimant was unfairly dismissed.
- The claimant was subjected to detriment because he made protected disclosures.
- The respondent was ordered to pay compensation of £59,649.75.
- The award includes a basic award of £1,365.57 and a compensatory award of £29,069.82.
- An ACAS uplift of 15% was applied.
Timeline
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Dismissal date
The claimant was dismissed from employment with Fine Futures Limited.
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Preliminary hearing
A preliminary hearing was held at Reading Employment Tribunal. The claim for holiday pay was dismissed on withdrawal.
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Substantive hearing start
The main hearing began, lasting seven days.
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Judgment date
Employment Judge Gumbiti-Zimuto issued a judgment finding unfair dismissal and detriment due to protected disclosures, awarding £59,410.46.
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Reconsideration judgment
Upon reconsideration by consent, the award was varied to £59,649.75 with a detailed breakdown.
The legal issue
The tribunal had to decide whether the claimant was dismissed and subjected to detriment because he made protected disclosures, and whether the dismissal was unfair.
The outcome
The tribunal found in favour of the former employee, ruling that he was unfairly dismissed and subjected to detriment for making protected disclosures.
Compensation breakdown:
- Basic award: £1,365.57
- Compensatory award (loss of earnings and statutory rights): £29,569.82
- Unlawful deduction from wages: £150
- Injury to feelings: £15,000
- Interest on injury to feelings: £4,366.03
- ACAS uplift (15%): £7,567.71
- Grossing up: £1,630.62
- Total: £59,649.75
Lessons & takeaways
- If you are dismissed for raising genuine concerns about wrongdoing, you may have a claim for automatic unfair dismissal and detriment.
- Compensation for injury to feelings can be substantial in whistleblowing cases, reflecting the emotional impact of the treatment.
- An ACAS uplift of up to 25% can be applied if the employer fails to follow the Acas Code of Practice on disciplinary and grievance procedures.
- Keep records of any protected disclosures you make and any adverse treatment that follows, as this evidence is crucial.
Whistleblower protection in practice
This case shows how employment law protects workers who speak up about wrongdoing. The former employee of Fine Futures Limited was dismissed after making protected disclosures – a classic example of automatic unfair dismissal. The tribunal also found that he had been subjected to detriment because of those disclosures, meaning the company had treated him badly before the dismissal itself.
What the employer did wrong
Fine Futures Limited could have avoided this outcome by taking the disclosures seriously and ensuring the employee was not penalised for raising concerns. Instead, the tribunal found that the dismissal was directly motivated by the protected disclosures. The company also failed to follow proper procedures, leading to an ACAS uplift of 15% on the compensatory award.
Why this matters for similar claims
This case is a reminder that whistleblowers have strong legal protection. The total award of nearly £60,000 includes compensation for financial losses, injury to feelings, and an uplift for the employer's failure to follow the Acas Code. For anyone considering blowing the whistle, it shows that the law can provide significant redress if the employer retaliates.
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