Whistleblowing
Employers should have a whistleblowing (protected disclosure) procedure for a worker to raise genuine concerns about a colleague’s conduct or the employer’s practices.
The procedure should allow for the worker to raise these concerns with a nominated person and set out the steps that the employer will take in response.
A disclosure will be protected if the employee reasonably believes that the disclosure is made in the public interest. Protections include the right not to be unfairly dismissed or to suffer a detriment for blowing the whistle.
This week’s news in brief
Worker protection callThe government should change the law to give more protection to employees who raise health and safety concerns,...
Case round-up
Zoe Balmforth of Addleshaw Goddard brings you a comprehensive update on the latest decisions that could affect your organisation and provides advice on what to do about them
Street v Derbyshire Unemployed Workers Centre
A disclosure must be made in good faith to be protected under the whistleblowing provisions of the Employment Rights Act. In this case the Court of Appeal examined what is meant by “good faith”.
Letters
HCM is not dead in the water As a fan of Stephen Overell’s challenging ‘Off Message’ pieces, it was very disappointing...
Bounty doubled for piracy whistleblowers
The Business Software Alliance (BSA) has doubled the money it will give to anyone passing on information about software pirates....
A private matter
Tribunals in whistleblowing procedures have to weigh up what may be the malice of a disaffected employee against a disingenuous explanation from an employer. By Linda Goldman and Joan Lewis
