Worker awarded nearly £30,000 in victimisation claim, for being compared to Darth Vader

An NHS worker was awarded nearly £30,000 after a tribunal found she was victimised for whistleblowing.

Whistleblowing protections: Employers must tread carefully

Employees who raise concerns about wrongdoing at work – known as whistleblowing – have strong legal protections under the Employment Rights Act 1996. If they’re treated badly as a result, they may be entitled to compensation.

This was clearly demonstrated in the case of Rooke v NHS Blood and Transplant.

Mrs L Rooke v NHS Blood & Transplant

In this case, an employee raised her concerns about an issue in the workplace.

A while after whistleblowing, she took part in a team-building event that included a Star Wars-themed personality quiz.

Her colleague — who was one of the individuals mentioned in her disclosure — completed the personality quiz on her behalf and decided that she most closely resembled the personality of Darth Vader, the iconic Star Wars villain.

Even though the test described the Darth Vader archetype as a “focused individual who brings the team together”, the tribunal ruled that the reference was more insulting than playful and amounted to a whistleblowing detriment.

Key takeaways for employers

• Have a clear whistleblowing policy with proper training (see ACAS Guidance).
• Monitor workplace culture – even light-hearted banter can cross the line.
• Be aware of subtle retaliation after a protected disclosure.
• Understand that the disclosure doesn’t need to be the sole cause of the detriment – partial influence is enough.

Further reading

• The law – Whistleblowing at work – Acas
• Whistleblowing protection in the UK: Why (most) external job applicants aren’t covered – Hunter Law