Claimant v Grip-UK Ltd
Outcome
Individual claims
This was an interim relief application only. The tribunal refused the application, finding the claimant did not have a 'pretty good chance' of showing he made protected disclosures or that dismissal was principally for that reason. The emails lacked sufficient factual specificity and context; the tribunal could not conclude on the limited material that protected disclosures were likely to be established. Further, given evidence of the claimant's frustration over lack of promotion and a heated exchange with a deputy manager, it was not sufficiently likely that any protected disclosure was the principal reason for dismissal. Full hearing required to determine the merits.
Facts
The claimant, a kitchen manager in hospitality, claimed he was dismissed for making protected disclosures about food safety and hygiene issues between October 2024 and February 2025. He had raised concerns about kitchen cleanliness, lack of hot water for handwashing, and staff hygiene practices. The respondent's position was that he was dismissed for inappropriate behaviour including upsetting colleagues over promotions and having a heated exchange with a deputy manager. HR conducted an investigation into bullying and harassment allegations against the claimant in February 2025.
Decision
The tribunal refused the interim relief application. It found the claimant did not have a sufficiently high likelihood of establishing that he made protected disclosures (the emails lacked factual specificity and context) or that any such disclosures were the principal reason for dismissal (given evidence of frustration over promotion, heated exchanges with colleagues, and an HR investigation into his behaviour). A full hearing with evidence is required to determine these contested matters.
Practical note
Interim relief applications in whistleblowing cases require more than allegations - the claimant must show a 'pretty good chance' that disclosures had sufficient factual content to be protected and were the principal reason for dismissal, not just a contributing factor among workplace conduct issues.
Legal authorities cited
Statutes
Case details
- Case number
- 8000574/2025
- Decision date
- 18 March 2025
- Hearing type
- interim relief
- Hearing days
- 1
- Classification
- contested
Respondent
- Name
- Grip-UK Ltd
- Sector
- hospitality
- Represented
- Yes
- Rep type
- barrister
Employment details
- Role
- Kitchen Manager (promoted during employment)
- Service
- 10 months
Claimant representation
- Represented
- No