You should not suffer any detriment or be dismissed as a result of making a protected disclosure against your employer. Such a detriment may include disciplinary action, a sham redundancy, deduction from wages or demotion.
There is no qualifying minimum period of service, and Employment Tribunals are not restricted by the usual upper limit on compensation. The dismissal of an employee will be automatically unfair if the reason, or principal reason, is that they have made a protected disclosure. The right to bring a claim under the legislation extends to workers and trainees, as well as employees.
What constitutes a valid protected disclosure is a complex issue. If you are about to make a disclosure against your employer, or have already done so and have suffered some form of detriment, then we would be able to advise you as to your rights in relation to that disclosure and any remedies that you may have against your employer.
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