Bar manager reported a 'shady' CCTV clip but boss accused her of 'spying' and locked her out — judge ordered the pub to pay her $5,290

Workplace vigilance is supposed to be a core part of a manager’s job, yet doing the right thing can sometimes backfire in spectacular fashion. That exact scenario played out when K Carruthers, a bar manager, reviewed security footage, saw what she believed was a suspicious under-the-counter exchange, and alerted her superiors. But the result was totally unexpected. She was accused of "spying" on her coworkers. People Management shared the details on November 10, 2026, of how that defensive reaction eventually cost her employer about $5,290 (£4,000) in a legal battle.

20 years of experience

The drama began at the Spateston bar in Johnstone, where K Carruthers had worked since October 2023 and brought more than 20 years of hospitality experience to the table. She previously served as the designated premises manager, overseeing alcohol sales and reporting issues to the pub's landlord, Heineken. In October 2024, leaseholder Jimmit took over operations, and Jimmit’s manager, Susan Mitchell, stepped into the designated premises manager role while Carruthers continued managing staff. Shortly after the takeover, Carruthers went on medical leave for three and a half months due to the flu and severe migraines. It was triggered by bright lights and caused nausea, exhaustion, and a lack of focus. While she was away, management hired another manager, a move that reportedly left Carruthers "upset".

Caught on camera

After returning at the end of March 2025, Carruthers conducted a "routine check" of the security footage on April 9, 2025, from the prior night. On screen, she spotted the newly hired manager seemingly drinking beer behind the bar and passing an unknown item to a customer beneath the counter, sparking fears of an illegal drug transaction. Carruthers immediately forwarded the video to Heineken’s business development manager, Mr. Gibson, and notified Mitchell. Instead of investigating, Mitchell locked Carruthers out of the CCTV system by the following Monday, changed the password, refused to share the new login, and accused her of "spying on staff."

Fired via a WhatsApp message

The dispute later reached the Glasgow employment tribunal. Carruthers went on sick leave once more and never returned before her employment officially ended on May 5, 2025. This was just three days after Mitchell fired her via a WhatsApp message amid failed plans to transfer the pub's lease. When the transfer fell through, the pub shut down completely and every employee was let go. Carruthers was notably left out when Mitchell invited other staff members to transfer to a different venue.

Just paying for drinks

During the hearing, Mitchell denied any misconduct and suggested the under-the-counter handoff was simply cash for drinks. Employment Judge R Mackay found that explanation lacked credibility. He ruled that paying beneath the counter was "not consistent with a normal cash transaction for alcohol". He also affirmed that Carruthers acted "genuinely and in good faith," noting it is "clearly in the public interest that public houses operate lawfully".

Why workers stay silent

Cases where employees fear consequences for reporting workplace misconduct are not uncommon. HR Acuity’s 2025 Workplace Harassment and Misconduct Statistics report found that 55% of U.S. employees had experienced or witnessed misconduct in 2025, up 14 percentage points from the previous year. Among employees who chose not to report misconduct, 46% cited fear of retaliation or other negative consequences as a reason.

Accusation unacceptable

The judge called the spying accusation "unacceptable" and noted that changing the password showed a "lack of trust and respect for her position". He ultimately ruled that this backlash was unlawful whistleblowing detriment that "would not have occurred" had she stayed silent. The tribunal dismissed her separate disability discrimination claim, noting she was never forced to work night shifts and got nearly every shift she asked for. It also ruled that her final termination was tied to the pub's closure rather than her report. Even so, the judge still ordered the employer to pay about $5,290 (£4,000) for injury to her feelings.

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