A Rapid Rise Ends in Serious Allegations (Image Credits: Foodsafetynews.com)
Aberdeen – A university student secured a notable victory in an employment tribunal after his dismissal from a local Pizza Hut outlet triggered concerns over food safety practices.[1][2]
A Rapid Rise Ends in Serious Allegations
David Michael Low began his tenure at the Pizza Hut on King Street in Aberdeen on June 1, 2023, initially as an in-store employee preparing pizzas and side orders.[1] He quickly advanced to shift manager and later assistant store manager, with his hourly pay rising from £7.49 to £12.70 by May 2024. Low balanced these long, unsociable shifts with his architecture studies at Robert Gordon University, funding his education without loans. The franchise operator, Ultra Catering Limited, managed outlets without a dedicated HR department, relying on directors Mr. A. S. Khaira and his brother for oversight.
Formal training in March and April 2024 sharpened Low’s awareness of Pizza Hut’s strict food safety protocols, including the use of the “Hut Bot” app for temperature checks and compliance tracking. He soon identified discrepancies between rules and daily operations. Staff turnover and short-staffing compounded challenges in maintaining standards.
Multiple Breaches Spark Internal and External Reports
Low first voiced worries through texts, WhatsApp messages, and emails to managers and directors, citing poor “Hut Bot” compliance rates as low as 34-39 percent, expired stock like cheese wedges and salads, and improper storage such as pork left overnight under preparation tables.[1][2] He noted untrained new staff handling chemicals and food, unclean surfaces, and defrosted macaroni cheese redated beyond its two-day limit. Low himself fell ill with suspected food poisoning after consuming store food, and he handled at least three customer complaints in two months.
On May 3, 2024, he escalated to Pizza Hut’s franchise manager, “Bola,” detailing practices like oven defrosting and overnight dough storage. “I’d appreciate this if you could investigate the following properly and this is a matter of customer safety,” Low wrote, adding, “I am risking my job for the sake of the pizza hut name and customers.”[1] An unannounced inspection on May 18 confirmed issues, including 30 percent missed checks and elevated food temperatures.
- Inaccurate temperature logging in the Hut Bot app.
- Expired and redated products used beyond safe limits.
- Poor staff training on hygiene and handling.
- Stock shortages leading to waste and improper practices.
- Multiple suspected food poisoning incidents.
Demotion and Dismissal Follow Swiftly
Directors accused Low of sabotage and a “baseless campaign” against the store manager during a recorded call on May 19, 2024. They demoted him to in-store staff, threatened a pay cut, and instructed him to relocate to a Dunfermline outlet over two hours away – an impractical demand given his Aberdeen residence and studies.[3] No further shifts materialized at the local store, effectively ending his employment.
Low sought alternative work, securing roles at North Offshore and elsewhere while completing his degree. He launched his tribunal claim, arguing the actions constituted unfair dismissal tied to protected disclosures under the Employment Rights Act 1996.
Tribunal Rules in Favor of Worker
The Employment Tribunals in Scotland (case 8001674/2024) issued judgment on January 28, 2026, finding Low’s disclosures qualified as protected – made in good faith with reasonable belief in their truth and public interest for customer safety.[1] The tribunal deemed the dismissal unfair, driven by these reports rather than any refusal to relocate.
| Award Component | Amount |
|---|---|
| Basic Award | £222.50 |
| Compensatory Award (Net Loss) | £10,647.64 |
| Future Loss & Rights | £8,400 (approx.) |
| Total | £11,270.14 |
Compensation accounted for mitigated earnings from subsequent jobs.
Key Takeaways
- Whistleblowers enjoy strong legal protections for health and safety reports.
- Franchise inspections validated worker concerns, underscoring compliance needs.
- Effective dismissal requires reasonable relocation terms.
This case reinforces safeguards for food industry employees flagging risks, potentially influencing franchise operations amid evolving employment laws. What steps should chains take to encourage safe reporting? Share your thoughts in the comments.
