Whistleblowing dismissal: two employees win automatic unfair dismissal claims
Two former employees of Bridge Medical Solutions Ltd have won their claims for automatic unfair dismissal after being sacked for making protected disclosures. The tribunal awarded a total of £27,286 in compensation.
1 min read · Last updated 19 May 2026
Case details
Key facts
- Both claimants were employed by Bridge Medical Solutions Ltd.
- They made protected disclosures related to public interest.
- They were automatically unfairly dismissed for making those disclosures.
- The tribunal found nil chance they would have been fairly dismissed anyway.
- The second claimant withdrew her claim for unauthorised deduction from wages.
Timeline
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Dismissal date
Both claimants were dismissed on this date, which is the start of the prescribed period for recoupment.
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Hearing day 1
Employment Tribunal hearing commenced at Leeds.
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Hearing day 2 and judgment
Hearing concluded and judgment was given by Employment Judge Davies.
The legal issue
The tribunal had to decide whether the two employees were automatically unfairly dismissed for making protected disclosures (whistleblowing) and, if so, what compensation was appropriate.
The outcome
The tribunal upheld both claims of automatic unfair dismissal for making protected disclosures.
The key reason was that the dismissals were directly linked to the disclosures, and the employer failed to show any fair reason.
Compensation breakdown:
- First claimant: basic award £900.84, compensatory award £14,640.08 (total £15,540.92)
- Second claimant: basic award £856.50, compensatory award £10,889.58 (total £11,746.08)
- Total compensation: £27,286.00
Lessons & takeaways
- If you are dismissed for making a protected disclosure, you may have a claim for automatic unfair dismissal regardless of your length of service.
- The tribunal will assess whether there was any chance you would have been fairly dismissed anyway; a nil finding means full compensation.
- Representing yourself at tribunal is possible but can be challenging; both claimants here appeared in person.
- Employers should ensure that any dismissal is for a fair reason and not linked to whistleblowing, as automatic unfair dismissal carries no cap on compensation.
Whistleblowing protections in practice
This case shows how employment law protects workers who speak up about matters of public interest. Two former employees of Bridge Medical Solutions Ltd were dismissed after making protected disclosures. The tribunal found that the reason for their dismissal was the disclosures themselves, making it an automatic unfair dismissal.
What the employer could have done differently
Bridge Medical Solutions Ltd could have avoided liability by ensuring that any decision to dismiss was based on a fair reason unrelated to the disclosures. They also could have sought legal advice before acting, as the outcome suggests a lack of proper process.
Why this matters for similar claims
This case is a reminder that whistleblowing claims are among the strongest in employment law, with no cap on compensation and no need for two years' service. The nil Polkey finding means the employees were awarded full compensation for their losses, including lost earnings and benefits.
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