What is Whistleblowing?

If an organisation hasn’t created an open and supportive culture, the worker may not feel comfortable making a disclosure, for fear of the consequences. The two main barriers whistleblowers face are a fear of reprisal as a result of making a disclosure, and that no action will be taken if they do make the decision to ‘blow the whistle’.

As an employer it is good practice to create an open, transparent and safe working environment where workers feel able to speak up. Although the law does not require employers to have a whistleblowing policy in place, the existence of a whistleblowing policy shows an employer’s commitment to listen to the concerns of workers. By having clear policies and procedures for dealing with whistleblowing, an organisation demonstrates that it welcomes information being brought to the attention of management.

Whistleblowing is the term used when a worker passes on information concerning wrongdoing. The wrongdoing will typically (although not necessarily) be something a person has witnessed at work. To be covered by whistleblowing law, a worker who makes a disclosure must reasonably believe two things. The first is that they are acting in the public interest. This means in particular that personal grievances and complaints are not usually covered by whistleblowing law.

The second thing that a worker must reasonably believe is that the disclosure tends to show past, present or likely future wrongdoing falling into one or more of the following categories:

• Criminal offences (this may include, for example, types of financial impropriety such as fraud).
• Failure to comply with an obligation set out in law.
• Miscarriages of justice.
• Endangering of someone’s health and safety.
• Damage to the environment.
• Covering up wrongdoing in the above categories.

Whistleblowing law is located in the Employment Rights Act 1996 (as amended by the Public Interest Disclosure Act 1998). It provides the right for a worker to take a case to an employment tribunal if they have been victimised at work or they have lost their job because they have ‘blown the whistle’

This course has been created and delivered by Milly Wildish, a child protection specialist who has worked in criminal and education settings. Milly is a national safeguarding panel member and is currently engaged in a large-scale independent investigation, into current and historical allegations of child abuse.

Your understanding of the course is tested though multiple-choice questions and you will receive a CPD accredited certificate, on the successful completion of the course.