Employment Law · Whistleblower Protection · London
AK Legal Solicitors is a specialist employment and whistleblower law firm. We act for individuals, professionals, and protected disclosers across the United Kingdom.
Our Practice Areas Recent Case LawWe advise on the full spectrum of employment rights, with particular expertise in protected disclosures and complex workplace disputes.
Specialist advice for workers making protected disclosures under the Public Interest Disclosure Act 1998. We advise on qualifying disclosures, detriment claims, and automatic unfair dismissal.
Representation at Employment Tribunals and the Employment Appeal Tribunal. We pursue claims for unfair dismissal, constructive dismissal, and breach of contract.
Claims under the Equality Act 2010 spanning all nine protected characteristics. We handle direct and indirect discrimination, victimisation, and workplace harassment.
Drafting, review, and enforcement of employment contracts, restrictive covenants, settlement agreements, and TUPE transfers.
Discreet, strategic advice for directors and senior employees on negotiated departures, garden leave, and post-termination obligations.
Guidance on multi-regulator reporting to the FCA, SFO, HMRC, ICO, and the Home Office, including concurrent proceedings and cross-border matters.
Key decisions shaping employment and whistleblower law in England and Wales.
The Employment Appeal Tribunal confirmed that the public interest test under PIDA 1998 requires the worker to have a reasonable and genuine belief that the disclosure was in the public interest at the time of making it — not assessed objectively in hindsight.
The Court of Appeal held that the dismissal of a Christian employee for expressing gender-critical views on social media engaged the rights under Article 9 and 10 ECHR. The tribunal's failure to conduct a proportionality analysis was a material error of law.
The EAT clarified that a series of protected disclosures can collectively satisfy the public interest threshold even where each individual disclosure might not, provided there is a sufficient nexus.
Reversed in part by the EAT, which found the tribunal failed to properly apply the protected belief framework from Grainger plc v Nicholson [2010]. Reinforces that gender-critical beliefs are protected characteristics under the Equality Act 2010.
The EAT upheld the ET's finding that a Christian doctor's refusal to use transgender service users' preferred pronouns was not protected by the Equality Act, examining the boundary between protected belief and its objectively unreasonable manifestation.
Affirmed that a worker raising a protected disclosure need not identify the specific legal provision allegedly breached, provided the disclosure itself conveys that a relevant failure has occurred or is likely to occur.
"The law protects those who speak truth to power. Our role is to ensure that protection is real, not illusory."
— AK Legal SolicitorsWe focus exclusively on employment and whistleblower law. Our expertise is not diluted across general practice — it is applied precisely where it matters.
From initial advice through to full Employment Tribunal and EAT advocacy, we provide robust representation at every stage of your matter.
All initial consultations are conducted under strict legal professional privilege. We understand the sensitivity of whistleblower and employment matters.