In Headley v Sensyne Health and Drayson, an employment tribunal dismissed the claimant’s application for interim relief following a remote hearing on 22 and 23 April.
The claimant was employed as Chief Financial Officer at Sensyne Health, an AIM-listed data and tech business in the healthcare sector. He was dismissed on 2 March 2020. He has brought claims of whistleblowing unfair dismissal (Employment Rights Act 1996, s 103A) and whistleblowing victimisation (s 47B of the 1996 Act). He claims to have made 10 protected disclosures between 2019-2020, many of them to or about Sensyne’s CEO, Lord Drayson, the second respondent.
The claimant applied for interim relief within 7 days of his dismissal. The tribunal (EJ Alliott, sitting at Watford) dismissed the application. It held that the claimant was not likely to demonstrate that he had made relevant protected disclosures and he was not likely to show that the reason for dismissal was that he had made any such disclosures.
Lord Drayson also succeeded in an application for costs arising out of the claimant’s unreasonable attempt to prevent him from being represented at the hearing.
James Laddie QC acted for Lord Drayson, instructed by Eleanor Rowswell at Farrer & Co.