Whistleblowing

Whistleblowing is the term used when an employee passes on information concerning wrongdoing. The wrongdoing will typically (although not necessarily) be something you have witnessed at work.

Please describe the wrongdoing in as much detail as possible below. Here you should:

• Raise what you have seen, or are personally aware of, and where possible stick to situations or incidents you have seen for yourself rather than what colleagues may have told you.

• Set out your concerns in as much detail as possible
– Outline specifically what the concern is
– If the concern relates to a particular incident, explain who was involved, and when and where it happened

• Give specific examples of wrongdoing of which you are personally aware. Try to be as clear as possible when explaining why you think this is wrongdoing

• If your concern shows any of the following (whether in the past, present or future) then expressly say this and explain why:
• A danger to health and safety
• Failure to comply with a legal obligation
• A criminal offence
• Damage to the environment
• A miscarriage of justice
• Violations of information security policies or procedures.
• The concealment of any of the above.

Whistleblowing law is 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’.