"occupational detriment"
in relation to an employee or a worker, means—
| (a) | being subjected to any disciplinary action; |
| (b) | being dismissed, suspended, demoted, harassed or intimidated; |
| (c) | being transferred against his or her will; |
| (d) | being refused transfer or promotion; |
| (e) | being subjected to a term or condition of employment or retirement which is altered or kept altered to his or her disadvantage; |
| (f) | being refused a reference. or being provided with an adverse reference, from his or her employer; |
| (g) | being denied appointment to any employment, profession or office; |
| (h) | being subjected to any civil claim for the alleged breach of a duty of confidentiality or a confidentiality agreement arising out of the disclosure of— |
| (i) | a criminal offence; or |
| (ii) | information which shows or tends to show that a substantial contravention of, or failure to comply with the law has occurred, is occurring or is likely to occur; |
| (i) | being threatened with any of the actions referred to in paragraphs (a) to (h) above; or |
| (j) | being otherwise adversely affected in respect of his or her employment, profession or office, including employment opportunities, work security and the retention or acquisition of contracts to perform work or render services; |
[Definition substituted by section (1)(d) of Notice No. 768, GG 41016, dated 2 August 2017]