Mixed
2026
What matters is whether your overtime is regular, not whether it's guaranteed. If it is, it should be included when your holiday pay is worked out, and you can usually claim a shortfall going back up to two years.
Mixed
2025
An investigation that starts right after you raise a concern can be unlawful in its own right. That is true even if you are later fairly dismissed for genuine misconduct.
Employee-favourable
2024
Reporting a colleague's bullying of other staff, not just bullying aimed at you, can be a protected disclosure that protects you if your employer retaliates.
Employee-favourable
2026
Raising a genuine concern at work is protected from day one, whatever your length of service.
Employee-favourable
2025
If your employer ignores a genuine whistleblowing concern and freezes you out afterwards, that pattern can be enough to justify resigning and claiming constructive dismissal, and your employer's failure to follow its own whistleblowing policy can increase your compensation.
Employee-favourable
2026
A dismissal that follows you raising a concern at work can be challenged on more than one legal basis at once: as whistleblowing, as ordinary unfair dismissal, as discrimination, and as breach of contract.
Mixed
2020
Refusing to hear a genuine grievance is not just poor process. It can amount to a breach of your employment contract.
Employer-favourable
2013
A tribunal will not accept a secret recording just because you have it. Transcribe the part you rely on. Explain plainly why it matters. Skip either step, and it is likely to be refused.
If you've reported sexual harassment at work, you may have more legal protection than you think, since 6 April 2026.
Mixed
2020
A dismissive or misleading response to your protected disclosure can count as a detriment, even without financial harm.
Employee-favourable
2002
In a whistleblowing claim, the clock runs from when your employer subjected you to detriment, not from when you made your disclosure.
Employee-favourable
2002
Raising a concern about a breach of your employer's legal obligations can be a protected disclosure, but since 2013 it must have a public interest element beyond your individual situation.
