Our website is set to allow the use of cookies. For more information and to change settings click here. If you are happy with cookies please click "Continue" or simply continue browsing. Continue.

Employment Law

Legal guidance - compliance - software

26 MAY 2015

Chesterton Global Ltd v Nurmohamed UKEAT/0335/14; (2015) EMPLR 033

Chesterton Global Ltd v Nurmohamed UKEAT/0335/14; (2015) EMPLR 033
8 April 2015

Employment Appeal Tribunal (EAT)

Supperstone J

Since 25 June 2013, a disclosure is only a ‘protected disclosure’ under the whistle-blowing legislation if the person making the disclosure reasonably believes it is made in the public interest. This is to stop assertions of personal claims, such as that the employer has breached an individual’s contract, amounting to protected disclosures. A statement that an employer has breached the rights of a group of employees may be protected if the group is large enough to entitle the maker of the statement reasonably to believe it is in the public interest.

N asserted that his employer had manipulated the profit and loss figures for the office he worked in so as to reduce bonuses owing to 100 senior managers. He was later dismissed. He complained to a tribunal that he had been unfairly dismissed and subjected to a detriment because he had made protected disclosures. The tribunal and EAT agreed that the group of 100 employees was large enough to make the disclosure, in N’s reasonable belief, ‘in the public interest’.


Law and Practice

The status of employment rights on the transfer of an undertaking is an extremely complex area of...

Available in Employment Law Online
Law of Termination of Employment, The

Law of Termination of Employment, The

Authoritative analysis of the rules governing termination of employment provides coverage of the...

Subscribe to our newsletters