Das Beschäftigungsteam von RFB hat sich erfolgreich für einen Gabelstaplerfahrer eingesetzt, der von seinem Arbeitgeber suspendiert und dann entlassen wurde, weil er über die gefährliche Beladung von Paletten in einem Lagerhaus berichtet hatte.
Die Fakten
The Claimant was operating a forklift truck to move a pallet when it fell at a height of 9m. This was because it was dangerously loaded with packages that were overhanging the pallet and kept together with cellophane. The packages can weigh around 500kg, so the fallen pallet could have had fatal consequences for workers on the warehouse floor below. The Claimant immediately reported the incident to one of his supervisors, but no further action was taken, nor was the incident documented. A few days later, the Claimant observed a further overloaded pallet which he again reported to his supervisor, but he was told to continue working.
When the Claimant saw another overloaded pallet, he retrieved his mobile phone from his locker and used it to photograph the danger. He subsequently showed these photos to the Health and Safety Officer.
Later that day the Claimant was suspended. The employer alleged this was for using his mobile in the warehouse during work hours in breach of their rules. The Claimant was called a few days later and he was dismissed during the call, without following any of the employer’s contractual disciplinary procedures.
Die Entscheidung des Tribunals
The Tribunal found that the Claimant’s reporting of the dangers presented by overloaded pallets amounted to qualifying disclosures. EJ Havard stated that “it must be in the public interest if the aim of the disclosure was [to] ensure the health and safety of the workforce”. Indem er die Paletten fotografierte, hat der Kläger seine Bedenken mit angemessenen Mitteln an den Arbeitgeber herangetragen. Seine Maßnahmen waren angemessen, um sich selbst und andere Arbeitnehmer zu schützen.
Das Gericht ließ sich nicht von der Behauptung des Arbeitgebers überzeugen, dass die Entlassung mit der unsachgemäßen Benutzung des Mobiltelefons durch den Kläger zusammenhing. Es entschied, dass die Suspendierung des Klägers eine Benachteiligung darstellte. Das Gericht kam auch zu dem Schluss, dass der Grund für die Entlassung des Klägers darin bestand, dass er qualifizierte Angaben über Gesundheits- und Sicherheitsbedenken gemacht hatte.
The Tribunal further found that the Claimant was entitled to be paid for the period of his suspension, and that the failure of the Respondent to pay him during that period was an unlawful deduction from wages. Finally, the Claimant’s dismissal amounted to a breach of contract, entitling him to 4 weeks’ notice pay in accordance with his contract.
Der Preis
Das Gericht sprach dem Kläger eine Entschädigung in Höhe von insgesamt 15.019,46 £ zu, einschließlich eines Betrags von 3.000 £ für verschärften Schadenersatz, da sich der Arbeitgeber in einer Weise verhalten hatte, die man als beleidigend bezeichnen könnte.
If you have an enquiry relating to the law on whistleblowing, health and safety or unfair dismissal, please contact der Beschäftigung Team unter employmentteam@rfblegal.co.uk
Veröffentlicht am 4. Juli 2022
