- 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.
Used to calculate awards for injury to feelings in whistleblowing claims, the vento bands will be increasing for claims presented after 6 April 2022. Claims presented before that date, even if heard after, will be subject to the previous limit.
|Vento bands||Claims presented on or after 6 April 2020||Claims presented on or after 6 April 2021||Claims presented on or after 6 April 2022|
|Lower band||£900 to £9,000||£900 to £9,100||£990 to £9,900|
|Middle band||£9,000 to £27,000||£9,100 to £27,400||£9,900 to £29,600|
|Upper band||£27,000 to £45,000||£27,400 to £45,600||£29,600 to £49,300|
Only in exceptional cases will compensation awards for injury to feelings exceed the upper band.