The dismissal of an employee will be automatically unfair if they have made a protected disclosure. There is no qualifying minimum period of service to bring a claim of unfair dismissal where the reason for dismissal is whistleblowing, and the Tribunal is not restricted by the usual upper limit on compensation.
An employee makes a protected disclosure if they share information which they reasonably believe is in the public interest and shows that one of the following has or is likely to occur:
As long as the worker subjectively believes that the relevant failure has occurred or is likely to occur and their belief is, in the tribunal’s view, objectively reasonable, it does not matter if the belief subsequently turns out to be wrong.