Our solicitors specialise exclusively in employment law and provide representation on matters related to employment disputes throughout the United Kingdom. Our expert panel of solicitors are qualified to advise and represent employees in cases of whistleblowing. We utilize a no win no fee scheme to make bringing a claim completely risk free. If we do not win your case, you pay absolutely nothing.

Whistleblowing is the common term for making a public disclosure about wrongdoing in your place of employment. The Public Interest Disclosure Act 1998 was introduced to protect the rights of employees who make these public disclosures. It is often referred to as the Whistleblowers' Act. The purpose of the Act is to encourage individuals to speak out when they encounter illegal behaviour in the workplace, knowing they will be protected from termination or victimisation.

The Act protects employees in two main ways. First, employees are protected from unfair treatment in the workplace after they have made a public interest disclosure. You do not have to resign from your job in order to make a claim on the grounds of detrimental treatment. The Act also makes it unlawful for an employer to terminate an employee for whistleblowing. In addition to employees, the Act covers self-employed persons, agency workers and people who are not yet employed but are in training with the employer.

The Act does not protect all whistleblowers regardless of the subject matter of the disclosure. Rather, the information being brought to light must be considered a "qualifying disclosure." Under the Public Interested Disclosure Act 1998, employees are protected when making disclosures related to any of the following:

• Criminal activities.
• Environmental destruction.
• Health and safety infractions.
• Failure to comply with a legal duty.
• Miscarriages of justice.
• Attempting to cover-up or conceal information related to any of the actions listed above.

If an employer violates either right prescribed by the Act, then the offended employee can bring forth a claim in the Employment Tribunal. Should an employee be terminated for whistleblowing, it is automatically classified as an unfair dismissal. In the context of whistleblowing, there is no set length of employment required in order to bring a claim. Also, there is no statutory cap on the amount of damages that can be awarded.

In order to gain protection under the Public Interest Disclosure Act 1998, there are certain steps the employee must take and certain criteria they must meet. The Act requires that the employee first raise their concerns with the employer or to one of the statutorily prescribed authoritative bodies. The employee must make the disclosure in "good faith" with a reasonable belief that the incident or behaviour actually occurred. Also, the employee must not be acting for personal gain.

If you are considering blowing the whistle on malpractice occurring within your organisation, you are well advised to first speak with a solicitor. A solicitor can help make sure that you follow the statutory requirements for protected whistleblowing. Taking the wrong steps can cost you your right to bring a claim for compensation to the Employment Tribunal if you are unfairly dismissed or subjected to detrimental treatment. Our solicitors provide free, confidential legal advice. For your no charge, no obligation consultation, complete and send the contact form or call our 24/7 helpline.