Engineer awarded compensation after dismissal linked to workplace concerns
An engineer has been awarded more than £66,000 by an employment tribunal after being dismissed following repeated concerns about a manager’s competence.
The individual, who held a senior engineering role at an infrastructure services firm, had been assigned to a new project involving a gas network contract. Another employee was appointed to lead the work in a key oversight position.
The engineer raised concerns that the appointed lead did not have the necessary engineering background or experience to carry out the responsibilities required. These concerns were communicated directly to the individual and escalated to senior management through meetings and written correspondence.
Despite these warnings, the engineer was later removed from the project after the client organisation requested their withdrawal, describing their conduct as uncooperative. Shortly afterward, the engineer was suspended and eventually dismissed.
The tribunal found that the dismissal was directly linked to the concerns raised about competence, which were considered protected disclosures under whistleblowing laws. As a result, the dismissal was ruled automatically unfair.
Background evidence showed that the engineer had longstanding experience within the industry and had been promoted to a senior position several years earlier. Prior to the start of the new contract, they had repeatedly questioned whether the appointed project lead met established competency guidelines, including referencing industry standards.
Although the appointed lead acknowledged the concerns and undertook additional training, the issues continued to be raised internally. Senior management responses were limited, and no substantial action was taken to address the concerns.
When the client requested the engineer’s removal from the project, the employer complied quickly, placing the individual on paid suspension. Attempts were later made to seek clarification from the client, but no further justification was provided.
The engineer challenged the decision through an internal grievance process, which was ultimately unsuccessful. A subsequent dismissal followed under the category of “some other substantial reason.”
In its judgment, the tribunal criticised the employer’s handling of the situation, stating that it had not adequately assessed whether the client’s request was reasonable. It also found that the company failed to properly support the employee or meaningfully investigate the concerns raised.
The tribunal concluded that the dismissal process was flawed and that the engineer had been treated unfairly due to whistleblowing activity. Compensation was awarded accordingly, along with additional costs.
This case highlights the importance of properly handling whistleblowing concerns. Employers should thoroughly investigate such disclosures when making decisions about removing or dismissing staff. For more information on this subject, contact 121 HR Solutions at enquiries@121hrsolutions.co.uk.
0800 9995 121 
enquiries@121hrsolutions.co.uk
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