Cases6002287/2024

Claimant v The Chief Constable of West Yorkshire Police

3 June 2025Before Employment Judge DeeleyLeedshybrid

Outcome

Claimant fails

Individual claims

Whistleblowingfailed

The tribunal concluded that the claimant did not make any of the three alleged protected disclosures. PD2 (concerns about Captain Barlow's appointment) was not raised at all. PD1 and PD3 (concerns about examiners Clark and Thomsett) did not identify any breach of legal obligation. The claimant did not believe at the time that any legal obligation had been breached, and even if he did, such belief was not objectively reasonable on a plain reading of the CAA Regulations.

Detrimentfailed

The detriment complaints failed on time limit grounds. The tribunal found the last act in the series occurred by 31 October 2023, meaning the time limit expired on 30 January 2024. The claimant did not commence ACAS early conciliation until 1 March 2024. The tribunal found it was reasonably practicable for the claimant to present his complaints in time, as he was a union representative with access to legal advice from Unison and Thompsons solicitors during the capability proceedings.

Automatic Unfair Dismissalfailed

The tribunal found the claimant was not dismissed for making protected disclosures (as no protected disclosures were made) or for trade union activities. The claimant did not raise concerns about Captain Barlow's appointment at JNCC meetings as alleged. The poor relationship with Captain Thomsett pre-dated the claimant's union role. The claimant did not pursue this allegation in cross-examination of the respondent's witnesses or in submissions.

Unfair Dismissalfailed

The tribunal found the dismissal for lack of qualifications was fair. The reason was capability under s.98(2)(a) ERA 1996 — the claimant lacked the qualifications to perform his role because two of the only three internal examiners refused to test him and external alternatives were not reasonably practicable due to safety risks, cost, and NPAS's accountability to the CAA. The process was thorough, with multiple hearings, adjournments to explore alternatives, and opportunities for the claimant to apply for other roles. The decision fell within the range of reasonable responses given the high-risk nature of police aviation and NPAS's regulatory obligations.

Facts

The claimant was a pilot employed by West Yorkshire Police for the National Police Air Service (NPAS) from April 2013 to January 2024. In July 2021 he refused to fly with Training Captain Thomsett following a dispute. In August/September 2021 he failed part of a test with Training Captain Clark and submitted a Regulation 6 appeal to the CAA alleging the test was improperly conducted. Both Thomsett and Clark subsequently refused to fly with the claimant. The claimant's flight qualifications expired in September 2022. NPAS explored multiple options to train/examine him but concluded none were reasonably practicable due to safety risks, costs, and regulatory accountability to the CAA. A capability process began in September 2022, was paused, restarted in January 2023, and concluded with dismissal in January 2024 after multiple hearings and adjournments to explore alternatives.

Decision

The tribunal dismissed all claims. The claimant's detriment complaints were out of time and it was reasonably practicable for him to have brought them earlier given his union role and access to legal advice. The tribunal found the claimant did not make any protected disclosures as he did not identify breaches of legal obligation and did not reasonably believe any had occurred. His dismissal for lack of qualifications (inability to be tested/trained) was fair given the high-risk nature of police aviation, NPAS's regulatory obligations to the CAA, and the thorough process followed including multiple attempts to find alternatives.

Practical note

Employers in highly regulated safety-critical industries can fairly dismiss employees who lose required qualifications where the reasons are beyond the employee's control, provided they follow a thorough process to explore alternatives and can demonstrate legitimate operational, safety and regulatory reasons why alternatives are not reasonably practicable.

Legal authorities cited

Iceland Frozen Foods v Jones [1983] ICR 17Gestmin SGPS v Credit Suisse (UK) Ltd [2013] EWHC 3560Abernethy v Mott, Hay and Anderson 1974 ICR 323Royal Mail Group Ltd v Jhuti [2019] UKSC 55Wincanton plc v Atkinson EAT 0040/11Tayeh v Barchester Healthcare Ltd [2013] EWCA Civ 29Linfood Cash and Carry Ltd v Thomson [1989] IRLR 235British Leyland (UK) Ltd v Swift [1981] IRLR 91Vaultex UK Ltd v Bialas [2024] EAT 19Blackman v Post Office 1974 ICR 151Arthur v London Eastern RailwayWalls Meat Co Ltd v Khan

Statutes

TULRCA 1992 s.146TULRCA 1992 s.152ERA 1996 s.43BCivil Aviation Authority Regulations 1991 Reg 6Regulation FCL.1030Regulation FCL.625 IRERA 1996 s.48ERA 1996 s.98ERA 1996 s.103A

Case details

Case number
6002287/2024
Decision date
3 June 2025
Hearing type
full merits
Hearing days
5
Classification
contested

Respondent

Sector
public sector
Represented
Yes
Rep type
barrister

Employment details

Role
Line Pilot (National Line Pilot from January 2022)
Service
11 years

Claimant representation

Represented
No