Tribunal Intention — Whistleblowing Letter: Free Template and What to Include

If you need to letter before tribunal claim for detriment or dismissal following protected disclosure, a written letter is the recommended first step — it creates a clear record and shows you're pursuing the matter formally. Below is what a strong tribunal intention — whistleblowing should include.

What this letter needs to cover

• State clearly the intention to bring a tribunal claim
• Set out the protected disclosure made
• Set out the detriment or dismissal suffered
• Confirm ACAS Early Conciliation will be commenced
• Give a final opportunity to resolve without tribunal
• Set a deadline for response

Notifying your intention to bring a whistleblowing tribunal claim

Before proceeding to an Employment Tribunal for detriment or dismissal following a protected disclosure, a clear letter setting out your position gives your employer a final opportunity to address the matter, and demonstrates a reasonable approach if the case does proceed to a hearing.

What to include before you send it

• A summary of your original protected disclosure and the detriment or dismissal that followed
• Your legal basis for the claim — automatic unfair dismissal or detriment connected to a protected disclosure
• Confirmation of ACAS early conciliation, if already completed
• What outcome would resolve the matter without proceeding to tribunal

Why these claims often carry higher potential value

Because there's no compensation cap for whistleblowing dismissal claims, and no minimum service requirement, these cases are taken particularly seriously by employers — a clear, well-evidenced letter setting out your position can prompt genuine engagement precisely because of this exposure.

Frequently Asked Questions

Do I still need to go through ACAS early conciliation for this type of claim?
Yes — this is a mandatory step before most Employment Tribunal claims, including whistleblowing claims, regardless of the potential value or seriousness of the case.

What if my employer disputes that my original disclosure was genuinely protected?
This is often a central issue in these cases — having clear evidence of what you disclosed, when, and why you reasonably believed it met the legal test is important preparation regardless of how confident you feel.

[Your Name]
[Your Address]
[Your Postcode]
[Your Phone Number]
[Your Email Address]
[Name of Recipient]
[Job Title, e.g. Managing Director]
[Company Name]
[Company Address]
[Company Postcode]
[Date]

Dear [Name],

Subject: Intention to bring an employment tribunal claim

The [grievance / appeal] I raised on [Date] has not resolved this matter, so I intend to bring an employment tribunal claim.

My protected disclosure: On [Date] I told [Name / Role] about [the concern].

What happened because of it:
• [e.g. I was moved off my usual shifts on [date].]
• [e.g. I was dismissed on [date].]

My claim will be under the Employment Rights Act 1996 for [choose: detriment because of a protected disclosure (section 47B) / automatically unfair dismissal because of a protected disclosure (section 103A)].

I will be starting Acas early conciliation, which must happen before a claim is made.

This is a final chance to resolve this without a tribunal. If you want to make a proposal, please contact me [or my representative] by [Date, e.g. 7 days from this letter].

Yours sincerely,

[Your Signature]
[Your Printed Name]