Helen (not their real name) worked as a hardware trainer at various sites across the UK. She would train the staff on how to use the equipment safely. Helen became increasingly alarmed by the dangerous equipment she saw on site and how staff were being subject to unsafe working conditions. This included observing defective, broken and damaged equipment. Helen raised these concerns internally with her line manager however these concerns were dismissed. Helen then took her concern to the Health and Safety Executive (HSE), Britain’s national regulator for workplace health and safety. Shortly afterwards, Helen was dismissed from her role which she felt was due to whistleblowing.
Helen contacted Protect to find out what she could do. Protect provided strategic advice to Helen, by applying her facts to the legislation which protects whistleblowers – Public Interest Disclosure Act 1998 (PIDA). Protect explained that she may have rights under PIDA if she can show that the dismissal was a result of raising whistleblowing concerns. Protect explained the strict time limits for making an Employment Tribunal claim for automatic unfair dismissal claims as well as the process for doing so. Protect also provided Helen with guidance on how to fill out an ET1 form as well as examples. Helen thanked Protect for setting out her options and informed them she would keep them updated with her case.