Claimant v R1
Outcome
Individual claims
The tribunal found that the claimant did not make qualifying protected disclosures. The complaints made by the claimant about the restructure process, including allegations of bullying and harassment, did not amount to disclosures of information in the public interest tending to show a relevant failure under section 43B ERA. The tribunal rejected all six alleged protected disclosures.
The claim of protected disclosure detriment under section 47B(1) ERA was not well-founded because the tribunal found that the claimant had not made qualifying protected disclosures. Without qualifying disclosures, the detriment claim could not succeed.
The automatic unfair dismissal claim under section 103A ERA failed because the tribunal found that the reason for dismissal was not that the claimant had made a protected disclosure. The tribunal found that the claimant had not made qualifying protected disclosures, and even if he had, the dismissal was for other reasons (conduct and/or some other substantial reason relating to the breakdown in trust and confidence following unjustified allegations against managers).
The ordinary unfair dismissal claim under section 98 ERA was not well-founded. The tribunal found that the dismissal was fair on grounds of conduct and/or some other substantial reason. The respondent had a genuine belief in the claimant's conduct (making unjustified allegations of criminal harassment), conducted a reasonable investigation, and dismissal fell within the band of reasonable responses.
The direct disability discrimination claim under section 13 EQA failed. The respondents did not accept that the claimant was disabled at the relevant times and disputed knowledge of any disability. The tribunal found that the treatment complained of was not because of disability.
The discrimination arising in consequence of disability claim under section 15 EQA was not well-founded. The respondents disputed that the claimant was disabled and had knowledge of disability at the relevant times. The tribunal found that the respondents' actions were not because of something arising in consequence of the claimant's disability.
Facts
The claimant was employed by the first respondent from January 2013 until his summary dismissal on 14 September 2022. During a restructure in late 2021/early 2022, he was offered an alternative role with a probationary period and potential redundancy of his old role, informed in part by performance concerns. The claimant made extensive written complaints alleging bullying, harassment and (at one stage) criminality. The respondents commissioned internal and external investigations. The claimant asserts these complaints were protected disclosures. The respondents say he would not accept investigation outcomes and made unjustified allegations of criminal harassment against line managers, rendering continued employment untenable. The claimant has multiple health conditions including psychosis, severe depression, cyclic vomiting syndrome and speech disturbances. Extensive reasonable adjustments were made for the hearing including written and oral cross-examination procedures.
Decision
All claims were dismissed. The tribunal found the claimant did not make qualifying protected disclosures: his complaints did not amount to disclosures of information in the public interest tending to show a relevant failure. The dismissal was for conduct and/or some other substantial reason (unjustified allegations against managers causing breakdown in trust), not because of any protected disclosures. The respondents disputed disability status and knowledge. The tribunal was satisfied the dismissal fell within the band of reasonable responses and was fair. All disability discrimination claims also failed.
Practical note
A claimant making extensive written complaints about workplace treatment must still establish they disclosed information (not mere allegations) with a reasonable belief it was in the public interest and tended to show a relevant legal failure; voluminous grievances about a personal employment dispute do not automatically qualify as protected disclosures, and an employer may fairly dismiss for the manner and content of unjustified allegations even where whistleblowing is asserted.
Legal authorities cited
Statutes
Case details
- Case number
- 2201337/2023
- Decision date
- 18 July 2025
- Hearing type
- full merits
- Hearing days
- 18
- Classification
- contested
Respondent
- Name
- R1
- Sector
- other
- Represented
- Yes
- Rep type
- barrister
Employment details
- Role
- JOB2
- Service
- 10 years
Claimant representation
- Represented
- Yes
- Rep type
- barrister