Claimant v MM Flowers Limited
Outcome
Individual claims
This was an interim relief application, not a final hearing. The tribunal found it was not likely that the final tribunal would find the principal reason for dismissal was protected disclosures. Claimant failed to identify actual words amounting to protected disclosure, failed to identify legal wrongdoing, and evidence suggested complaints were about personal situation rather than public interest. Main claim will proceed to final hearing.
The tribunal found at this preliminary stage that the claimant had not shown it was likely she made protected disclosures. She did not identify the actual words, the legal wrongdoing, and complaints appeared personal rather than in the public interest. The substantive claim remains to be determined at a final hearing.
This claim was mentioned in the judgment as having been brought but was not the subject of this preliminary hearing which concerned only the interim relief application. It will be determined at a future final hearing.
This claim was mentioned in the judgment as having been brought but was not the subject of this preliminary hearing which concerned only the interim relief application. It will be determined at a future final hearing.
Facts
Claimant employed as Line Leader for three months during probation. She made complaints to HR about her manager Ahmed Hefni screaming and shouting at her and alleged unfair treatment. Ahmed reported performance and conduct concerns about the claimant. Following a probation review meeting conducted by Nuno Castro, claimant was dismissed on 12 October 2025 due to irretrievable breakdown in working relationships with management and peers. Claimant applied for interim relief claiming automatic unfair dismissal for whistleblowing.
Decision
Tribunal refused interim relief application. Judge found claimant had not shown it was likely a final hearing would find she made protected disclosures - she failed to identify actual words constituting disclosure, failed to identify legal wrongdoing, and complaints appeared personal rather than in public interest. Judge also found unlikely that any disclosures were principal reason for dismissal given contemporaneous evidence of performance and conduct issues. Substantive claims to proceed to final hearing.
Practical note
Not every workplace grievance constitutes a protected disclosure - claimants must identify specific words, legal wrongdoing, and demonstrate the disclosure was made in the public interest rather than addressing purely personal concerns.
Legal authorities cited
Statutes
Case details
- Case number
- 6038570/2025
- Decision date
- 27 November 2025
- Hearing type
- preliminary
- Hearing days
- 1
- Classification
- contested
Respondent
- Sector
- retail
- Represented
- Yes
- Rep type
- barrister
Employment details
- Role
- Line Leader
- Service
- 3 months
Claimant representation
- Represented
- No