Your kind wisdom would be much appreciated. In 2010 I was dismissed from a civil service post. In 2011 this was deemed substantial unfair dismissal, a compensation order and re-engagement order being made. The latter wasn't accepted by the employer, thus compensation was uplifted. Unfortunately, during the pendency of the appeal I was dismissed from my *subsequent* job because they discovered that I'd been dismissed from the previous (I had not in fact been dismissed when I applied for, and commenced, the second job): a total nightmare that felt so unfair. The circumstances of the disclosure about the first dismissal were very unusual. My question is whether there is any legal requirement for me to disclose the (first) dismissal, given that it was found unfair (and, in fact, was the most favourable possible outcome to me)? Morally I think absolutely not: I've already suffered unduly from the 'ripple effect' of the first dismissal, and I have absolutely no confidence that a potential employer would be anything other than wary of an applicant who had succeeded at the ET. As a professional the initial dismissal had a devastating effect, because my 'registration' was also suspended pending the tribunal (and reinstated following the upheld appeal), preventing me from working in my profession until 'cleared'. I recently applied for work in the field of work I was initially dismissed from, and was appalled to be told by the employer today, who had shortlisted me, that information had just been provided from a third party organisation that I had been dismissed from a sister organisation. Why did I not disclose this? I explained the above... and their tone changed. The third party organisation didn't report, presumably because they didn't know, that I'd been found unfairly dismissed and also professionally 'cleared' (I am working in said profession but for another employer). There seems to've been some hasty consultation with HR, and a new interview date's been offered - which I think is 'window-dressing'. I believe my candidature's been irreparably damaged by this prejudicial disclosure (by an organisation bound by the Data Protection Act) (and the subsequent one of tribunal appeal). It seems to me that the third party organisation has been negligent in the (mis)information it supplied, and that in any case it should not have disclosed it. It gets worse: it was the person I'm being interviewed to replace that told me of all this on behalf of the manager. I can see no justification for effectively a colleague being informed of sensitive personal data by the third party. This episode screams 'mismanagement'. I'm pretty angry and distressed because I feel 'defamed' by negligent - because inaccurate and prejudicial -and inappropriate (illegal?) data disclosure. Advice about realistic redress would be much appreciated - if only to try to prevent this third party 'seive' from doing this again... Many thanks indeed.