I am—or was—a Learning Support Assistant at Nottingham College, and have worked for them nearly continuously since 2006.

I am taking them to an employment tribunal after they fired me for informing a student’s mother that the college staff had socially transitioned her vulnerable 16-year-old daughter. They were actively withholding this information from the mother, and had told all staff not to inform her.

Summary

Last September, I was informed that a vulnerable 16-year-old autistic girl was to be socially transitioned within the college, adopting a male name and “he/him” pronouns. I was also informed that her mother had not been consulted and that this information was to be deliberately kept from her. After unsuccessfully raising my concerns with Safeguarding that withholding important information about her daughter’s health and well-being was a risk for the child, I decided to inform the mother about what was happening. As a result, I was fired.

The college’s decision to hide the social transition of a vulnerable 16-year-old girl from her mother was unlawful and violates both the Keeping Children Safe in Education (KCSiE) statutory guidance and the Department for Education’s Guidance on Gender-Questioning Children. Both frameworks are informed by the evidence presented in the Cass Review, which emphasises that social transition is not a neutral act and can be harmful to a child’s welfare, particularly for vulnerable individuals.

Paragraph 208 in KCSiE states that supporting a gender questioning child “should be in partnership with the child’s parents” and clinical advice should be sought.

By engaging in this deception, the college directly breached safeguarding principles. Any collaboration between adult staff and a vulnerable child to withhold information from their parents is a clear violation of fundamental safeguarding standards. My referral to safeguarding referenced all these points but wasn’t acted upon. I raised these concerns multiple times during the disciplinary process, yet they were repeatedly dismissed.

What am I trying to achieve?

I wish to hold the college accountable for their actions. Throughout the months of the disciplinary process, they refused to engage with the fact that they had breached current Safeguarding guidelines, and so bore responsibility for what happened subsequently. I maintain that my actions were in keeping with statutory safeguarding principles that the college were—and still are—ignoring. I also maintain that my actions can be treated as a protected disclosure under the Employment Rights Act 1996.

Why does this matter?

“All staff and volunteers should be able to raise concerns about poor or unsafe practice and potential failures in the school or college’s safeguarding provision and know that such concerns will be taken seriously by the senior leadership team.” KCSiE, Paragraph 72, September 2024

As referenced in KCSiE Statutory Guidance, and the corresponding Department of Education Guidance on Gender Questioning Children, The Cass Review concluded that social transition of children is not a neutral act, can cause harm to a child and that it should not occur without discussion with the child's parents, clinicians and other relevant professionals. The college is not qualified to make medical decisions such as this.

Failing to communicate and deliberately withholding important information about decisions relating to a child’s welfare from their parents constitute a failure in the college’s duty of care to protect the pupil from harm. Failing to respond to staff concerns about poor or unsafe practice and potential failures in the school or college’s safeguarding provision also constitutes a failure in the college’s duty of care to protect the pupil from harm.

It is clear that Nottingham College disregards safeguarding guidance and principles in relation to gender questioning children. Other schools and colleges may do the same. Those who disagree risk being ignored, silenced, or, if they refuse to comply, fired—just as I was.

As well as being vindicated for my actions, my hope is that Nottingham College will be held accountable for their position, thus impacting safeguarding policy change in these areas, for the welfare of current and future students.

What is the next step in the case?

‘It is vitally important that educators should be able to raise reasonable concerns about a child’s welfare with the child’s parents without fear of losing their jobs. Nottingham College has made a serious mistake in dismissing Stephen, and we are ready to take the fight to a final hearing if necessary.’ Jon Heath, JR Levins

I am taking the college to an employment tribunal for wrongful dismissal based on the grounds outlined above. Initially, I am seeking to raise £5,000 to prepare my case, submit it to the tribunal, and get a barrister’s advice once the college has issued its response. Beyond that, I am likely to need additional funding to cover legal expenses as they arise and, ultimately, to secure representation at the tribunal. While I am prepared to pursue this alone, having legal representation would significantly increase my chances of success.

In the unlikely event of more money being donated than is needed, it will be given to a similar CrowdJustice case.

Thank you in advance for your support.