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Sophie worked as a software engineer in the tech industry before being promoted to a managerial position because of her excellent performance. She became aware of computer hacks and reported these security breaches. When Sophie raised these concerns, this constituted whistleblowing.
Sophie was subsequently subjected to performance management process regarding alleged concerns. These ‘concerns’ were minimal in nature. Sophie was subsequently presented with a financial offer to leave the company and was told if she did not take the offer, she would be placed on a performance improvement plan.
Sophie contacted McCartan Turkington Breen and was advised by John McShane to reject the offer and raise a formal grievance in relation to her whistleblowing.
Sophie was subsequently dismissed due to alleged conduct issues.
When Sophie was dismissed from the company, the matter was advanced to the Employment Tribunal, and was managed meticulously, including the provision of discovery, financial loss, witness evidence and hearing preparation.
Sophie’s former employer did defend matters as expected, however, our strategy presented her ex-employer with difficult challenges in terms of adverse costs, media exposure and substantial damages.
Prior to the commencement of the hearing, Sophie’s ex-employer reached out to in an attempt to negotiate and settle this matter.
This matter was settled in the sum of £500,000.
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The name referenced throughout this case study is a pseudonym that has been put in place to protect the client’s privacy.
