Rojgar Job News

Learning point 4: a disclosure does not have to be either true or in the public interest to qualify for protection, provided the worker has a reasonable belief that both are the case In part 1 of this blog series we noted that whistleblowing complaints are not always easy to identify and in part 3 we discussed the importance of being able to show why you treated an employee in a certain way. This week we have seen an EAT decision ( Okwu v Rise Community Action ) that neatly illustrates these learning points, plus a few more. Miss Okwu started work with Rise Community Action, a small charity, subject to a three-month probationary period. As the charity had a number of concerns about Miss Okwu’s performance, it notified her that it would be extending her probationary period for a further three months. So far so good. A week later, Miss Okwu wrote to RCA raising a number of matters about her employment, including concerns that it was acting in breach of the Data Protection Act by fai...