- employees are protected from dismissal if the reason, or principal reason, for their dismissal is that they have made a 'protected disclosure'
- workers are protected from being subjected to any detriment on the grounds that they have made a protected disclosure.
- makes a qualifying disclosure (the information disclosed must fall under one or more of the six headings set out in the Employment Rights Act 1996)
- the disclosure is made to the right person
- the worker or employee is then subjected to a detriment, or dismissed.
Employees or workers in this position can complain to an employment tribunal and compensation is uncapped.
- encourage openness in the workplace
- encourage disclosures to be made in a reasonable way (for example, not to the press)
- provide guidance to managers on how to deal with whistleblowers
- assist when defending claims where correct procedures have not been followed by employees.
- the Prescribed persons guidance explains what these bodies do and what whistleblowing means in law. It contains a link to an up-to-date list of to whom disclosures should be made
- the Whistleblowing: guidance for employers and code of practice explains employers' responsibilities with regard to whistleblowing, including creating and communicating a policy on the issue. The document concludes with a whistleblowing 'code of practice'.