There is something about a really good ‘try on’ isn’t there?
Particularly if it falls flat on its face!
It’s the sort of thing where you have to give points for effort & ingenuity, but also – and most all – for the bare faced cheek of what someone has attempted to pull off.
The whistleblowing legislation has been prime target for this sort of thing for years. Recent amendments were necessary to prevent employees bringing detriment and dismissal claims that arose from complaints they had made about alleged breaches of their own contracts of employment.
Does that seem harsh? It shouldn’t, because the purpose of the whistleblowing legislation is to protect those who make disclosures that are in the public interest: not disclosures for their own interests!
In Newman v Riverside Building Supplies the Claimant complained to his employer that his manager had called him a ‘tosser’. Allegedly the employer did nothing about his complaint, and so he left and brought claims for automatic unfair dismissal and unlawful detriment.
Now, in what sense is complaining that someone was rude to you, a matter of public interest? Absolutely none, of course! And this is exactly what the Employment Tribunal found. Bravo!
Better luck next time.