Cases6009366/2025

Claimant v EMW STax Ltd

16 May 2025Before Employment Judge CawthrayLondon Southhybrid

Outcome

Other

Individual claims

Automatic Unfair Dismissalnot determined

The tribunal refused the claimant's application for interim relief. The judge concluded it was not 'likely' (meaning a 'pretty good chance') that the claimant would succeed at a full hearing in proving: (1) that the alleged oral disclosures amounted to protected disclosures conveying information (rather than mere allegations), (2) that they were made in the public interest, and (3) that the principal reason for dismissal was the disclosures rather than the respondent's stated reason of gross misconduct for emailing confidential client data to his personal account. The application was an expeditious summary assessment on untested evidence.

Whistleblowingnot determined

Four alleged protected disclosures were relied upon (March 2024, October 2024, October 2024, November 2024) concerning alleged breaches of tax regulations and questionable professional practices. The tribunal found it unclear whether the oral disclosures conveyed information (as required) or were merely allegations. The tribunal also noted substantial time gaps (up to 12 months) between the alleged disclosures and dismissal, with intervening events (grievance, investigation, disciplinary process) weakening any causative link. The full merits remain to be determined.

Facts

The claimant, a tax advisor employed since February 2023, alleged he made four oral protected disclosures between March and November 2024 concerning allegedly improper tax practices. He submitted a grievance in January 2025 but did not mention these disclosures. On 18 February 2025 he emailed client data to his personal account, was suspended the next day, and dismissed on 11 March 2025 for gross misconduct. He claimed the real reason was whistleblowing and applied for interim relief under s.128 ERA.

Decision

The tribunal refused the interim relief application. Employment Judge Cawthray concluded that it was not 'likely' (in the sense of a 'pretty good chance') that the claimant would succeed at a full hearing. The alleged oral disclosures may not constitute conveyance of information as required by law, there were significant time gaps between the alleged disclosures and dismissal, and the respondent had a reasonable untested explanation for dismissal (gross misconduct for data breach). The substantive claims remain to be determined.

Practical note

Interim relief applications in whistleblowing cases face a high evidential threshold ('pretty good chance'), and vague oral allegations about workplace practices, combined with significant time gaps and intervening misconduct, are unlikely to meet that threshold on untested evidence.

Legal authorities cited

Chesterton Global Ltd v Nurmohamed [2018] ICR 731London City Airport v Chacko [2013] IRLR 610Taplin v CC Shippam Ltd [1978] ICR 1068Ministry of Justice v Sarfraz [2011] IRLR 562Dandpat v University of Bath UKEAT/0408/09Hancock v Ter-Berg UKEAT/0138/19Raja v Secretary of State for Justice EAT 0364/09Kong v Gulf International Bank (UK) Ltd [2022] EWCA Civ 941

Statutes

ERA 1996 s.128ERA 1996 s.129ERA 1996 s.43AERA 1996 s.43BERA 1996 s.43CEmployment Tribunal Rules 2024 r.94ERA 1996 s.103A

Case details

Case number
6009366/2025
Decision date
16 May 2025
Hearing type
interim
Hearing days
1
Classification
contested

Respondent

Sector
professional services
Represented
Yes
Rep type
barrister

Employment details

Role
Tax Advisor
Service
2 years

Claimant representation

Represented
Yes
Rep type
barrister